Competencies. One of the only near certainties at job interviews but one of my biggest fears. For some reason I find it difficult to clearly explain my ability to manage my own work load, work in a team or overcome a challenge to interviewers. I’ve been told time and time again that the STAR technique is fool-proof but I still find it can be tricky to tell a coherent story to demonstrate every possible competency that an interviewer desires.
I felt as though I had quite a wide range of experiences to draw on before I started my UEA graduate internship; from teaching English in Chile, studying for my degree, working as a Student Ambassador, being Treasurer of the International Students Society and various holiday jobs. Yet I would still find myself hard-pressed to tell the best stories to clearly exhibit my competencies during an interview. In a couple of interviews I felt as though I was asked for evidence to prove the same competency more than once which left me stumbling to give varied, rather than my best answers. When I started my internship I was therefore keen to ensure that I developed the competencies I felt I had little solid experience of as well as broadening my existing experience so that by the next time I am quizzed on my competencies I will have a wealth of examples to draw upon.
I’m pleased to say that my Campaign Communications and Marketing Internship has certainly helped me develop some STAR examples. Apparently something I was lacking experience of before my internship was managing internal and external stakeholder relationships. I found this frustrating because all my work experience had been very people-facing but it’s difficult to gain experience of managing relationships if no-one will give you the chance. I’m therefore particularly pleased that during my internship I’ve gained tangible experience of working with internal and external stakeholders, which pretty much sums up my day-to-day role with Norwich For Jobs.
STAR example #1: Managing relationships with internal stakeholders
*Situation:
I am working with Chloe Smith MP, Jobcentre Plus and local business leaders to halve youth unemployment in Norwich by January 2015 from just over 2000 18-24 year olds in January 2013.
*Task:
Ensure that the Norwich For Jobs steering group members are informed of the campaign’s progress.
*Action:
I record new employer details and commitments on the marketing and Management Information spread sheets.
I record the latest nomis labour market statistics representing the number of unemployed 18-24 year olds in Norwich on a monthly basis on the progress spread sheet.
I evaluate changes in the number of unemployed 18-24 year olds in Norwich in the context of regional, national and seasonal figures, and in relation to the number of young people going in to work opportunities committed through Norwich For Jobs.
I send a copy of the weekly progress statistics to key members of the steering group.
I report on the monthly progress of the campaign at steering group meetings.
*Result:
I monitor and review the progress of the campaign on a weekly and monthly basis.
I inform the members of the steering group about how the campaign is proceeding so that we can evaluate our action.
STAR example #2: Managing relationships with external stakeholders
*Situation:
I am working on a campaign to halve youth unemployment in Norwich by January 2015 from just over 2000 18-24 year olds in January 2013.
*Task:
Encourage and help local employers to commit employment and training opportunities for young people.
*Action:
I respond to employers who express an interest in supporting the campaign through our website.
I aim to get in contact within 48 hours of receiving an email with the contact details of an interested employer.
Ideally I make an initial phone call to discuss what opportunities might be best for the company.
I sell the financial and social benefits of employing a young person to the employer.
I email Norwich For Jobs documentation.
If the employer hasn’t sent the pledge document within a week of the discussion, I contact them again.
Once the employer has committed an opportunity I ask for their logo to put on our website and arrange publicity for their efforts to support young people into work.
I maintain contact with the employer and where necessary arrange support to help them recruit a young person.
*Result:
10 new employers have committed 153 jobs and apprenticeships since I started working on the campaign.
7 new employers have pledged to support young people in finding work.
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