LINKnet Newsletter - March 2009

Welcome to the 7th Edition of LINKnet Newsletter!

Contents

• Editorial .::. Race to the Top
• LINKnet's Internal News
  • LINKnet's New Projects
    • International Alliance
    • Grundtwig Learning Partnerships
    • Resource Centre
    • Political Mentoring
• Wanted: Volunteer Mentors
• LINKnet, Lothian & Borders Police Joint Recruitment Drive
• LINKnet Hires its Resource Centre
• Outputs and Outcomes
• LINKnet's Mentors and Mentees Stories
  • A Mentor's Story-1
  • A Mentor's Story-2
  • A Mentee's Story-3
  • A Mentee's Story-4
• Analysis of Annual Questionnaire Survey 2008
  
• LINKnet's Workshops
  • Career Planning Workshop
  • Life changing / Saving information and training workshops
• External News
  • Workshops
    • CV Workshop and Interview Skills Workshops
      
• Events
  • Multicultural Open Space Event For Women
  • Future of Scotland and Ethnic Minority Communities
• Useful Information
  
  • Recommended Scotland shortage occupation list
• Shortage of over 1000 nurses in Scotland
• Beware of scams when job-hunting online
• Answering Six Common Interview Questions
• How to write a covering letter
• Sample speculative letter

EDITORIAL

Race to the Top ‘Race for Opportunity’ campaign carried out research (2008) to gauge the place of minority ethnic groups within the UK work force and stated: “Numbers of black, Asian and minority ethnic (BAME) managers at the very top of areas such as politics and business are so small that it is hard to get meaningful data. This in itself is an indication of the seriousness of the problem”. “Barack Obama won the most high profile management post in the world with the slogan “Yes, we can”. Without major and urgent policy intervention or action from businesses, the message to ethnic minorities aspiring to management in the UK is”: “No, you won’t.”(Sandra Kerr National Director of the Race for Opportunity campaign, Business in the Community) The case is even worse in Scotland. It is appropriate in here to say “No, we won’t let you” The voice of minority ethnic people can only be heard if they occupy leadership positions in politics, governance, public services and businesses.

Do we have black leaders in those areas? The report found that there are no statistics available. Therefore, we need to rely on what we see and what we hear, the so called anecdotal evidence. In many ways anecdotal evidence is better than no evidence. How many black MSPs are in the Scottish Parliament? With the demise of Bashir Ahmed, the only BME MSP, there is none. How many black Councillors are in the City of Edinburgh Council? None. How many black people are working for the Scottish Government’s Equality unit, the City of Edinburgh Council’s Equality unit, Equality and Human Rights Commission in Scotland, the obvious departments that should have some leaders from black minority ethnic or other disadvantaged groups? If there is any, they are hardly visible. How many black people hold leading positions in public bodies in Scotland? We do not see many or for that matter any. All the so called black leaders are running small voluntary sector black organisations. Their opinion in the national policy making is either hardly heard or never makes a significant impact in eventual policy decisions. Instead of voicing their opinion against unequal treatment, those leaders have to battle against the threat of funding cuts and gradual extinction to sustain their services. This is how things are in Scotland. Some may say this is anecdotal evidence. Sadly that is all what we see, hear or get in Scotland. The FE white paper “Raising Skills, Improving Life Chances” (2006) sates that despite BME communities forming 8% of UK population, less than 2% of all college principals are from BME communities. Too many minority groups continue to be under-represented, especially at senior level and face barriers to progression. ‘Access of BME staff to senior positions in the NHS-2009’ report‘s rapid evidence review identified the following organisational barriers as typically being reasons why there is a lack of senior level diversity: racially biased recruitment and selection practices, undervaluing of relevant experience and overseas qualifications, tokenism and formal and informal networks. In addition, the following individual barriers were identified: lack of mentors/role models, exclusion from informal networks and communication, stereotyping and preconception of roles and abilities. Modood (1998) identifies covert discrimination, professional marginalisation, religious intolerance, cultural stereotyping and group immobility as possible causes of differential enhancement. He concludes that many BME candidates are unable to secure professional posts because ‘Upward expectations are met by downward social movement’ P63. (Modood, T. (1998) Ethnic diversity and racial disadvantage in employment, in Blackstone) Let us rest academic research and see what is happening in Scotland. The major stumbling block for BME people to occupy leading positions is the gatekeepers, the bureaucrats, not all but many. The politicians have good intentions. Their reliance on the experienced bureaucrat gives the bureaucrat the reigns and the whip. Lack of experience in governance leads the new SNP government and the Liberal Democratic Council in Edinburgh to rely heavily on the experience of the bureaucrat. Such reliance is counter productive if the politicians are not watchful about possible sabotage of their good intentions by disloyal bureaucrats. Why does the white bureaucrat not support the development or inclusion of black leaders? The reasons are many and varied. Majorly, that they do not believe the inclusion of black people would make any difference to the economy and the society. They also believe that their own employment is threatened by the inclusion of more people. In addition there is inherent racism that makes them unwilling to work under a black person or to treat a black person as an equal professional. They are certain of the fact that black communities do not have the sufficient numbers or the unity to impress the politicians with a collective voice. Finally they believe in tokenism: put bluntly, if a bone is thrown at the BME people they would keep on sucking it quietly. Why bother with anything more? Scotland may be too late to realise the importance of treating its minorities fairly and respectfully and to make sure the bureaucrats do not discriminate against them. The globe has become the global village. The communication revolution has brought the international community closer. News spread faster. Scotland’s international image can be tarnished in quick time by how it treats its minorities. Any country whether Great Britain or Maha Bharatha cannot survive in isolation in today’s changing world. International business, international cooperation and international acceptance are vital in the survival process for every country. The Scottish establishment should realise that in addition to economic and social benefits that minority ethnic communities can bring into Scotland when they are supported and developed, there are other numerous unseen benefits to a governing party. Besides, there is a moral obligation of the government to help representatives of minority communities reaching the top enabling them to represent the views of the larger minority population. Having role models of successful people from ethnic minority backgrounds is vital for encouraging young people to set ambitious goals for themselves and to strive to achieve them. “In the United States the election of Barack Obama has encouraged thousands of young African-Americans to believe that they are eligible for any position in the country. There is no doubt that having such role models inspires people to say, “Yes, I can”. Sadly in the UK the picture is not encouraging. (Race for Opportunity report (2008) The report stated that the answer to many of BME issues is to develop leaders from BME communities. To do that they recommended *Investing in targeted projects to promote the progression of BME people into leadership positions *Taking positive action such as organising work place mentoring * Providing positive role models Whether the Scottish Government or the local authorities realise this as urgent and important and whether they positively identify the existing initiatives to develop leaders from minority groups and support them remains to be seen. R. Dissanayaka LINKnet Project Director

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LINKnet's INTERNAL NEWS

LINKnet's New Projects

International Alliance

The International Alliance Project in partnership with Edinburgh Napier University has now been running for a year. This was made possible by a second grant by the Scottish Government and exceptionally, has been awarded a third grant to take it forward to the end of September. It is clear that the partnership with LINKnet and its well established Mentoring programme, was an important factor. Fifteen mentoring partnerships have been set up, mostly through the recruitment and training of new mentors. This has helped the new graduates in a number of ways but as the focus has been on employability skills, this has mainly been supporting their applications for jobs, preparing for interviews, including preparing presentations and having mock interviews.  The feedback from the graduates has been very positive, indicating that this has been the most useful aspect of the project. Whilst this kind of support will continue, the main focus will be to influence change in the University which will mainstream these initiatives. The project is grateful for the support it has had from LINKnet staff.

The project is funded by The Scottish Executive's "Fresh Talent: Supporting International Students Challenge Fund".

Grundtwig Learning Partnerships

Exchange of Good Practice in Skill Development is a partnership project between Scotland, Spain and Greece. The purpose of the project is for the partners to learn skill development techniques practiced in each partner country and explore the possibility of emulating them. The project activities continue in its second year. Four seminars have already been held, one in Edinburgh, two in Spain and one in Greece. Project activities will be concluded in July 2009. The Project is funded by "Education & Culture Lifelong Learning Programme Grundtwig".

Resource Centre

LINKnet's resource centre is operational now with 10 new computers with broad-band internet facilities. Resource centre also holds other relevant information regarding further /higher education and employment. All black minority ethnic people can use the resource centre free of charge on Mondays and Fridays. The centre is available for hire on the rest of the weekdays and weekdays. Those who cannot afford internet cafes or private computers to improve their employability LINKnet offers a tremendous opportunity within the resource centre at no cost.
The project is funded by Edinburgh Voluntary Organisations Trust, Castle Rock Housing Association, Lloyds TSB Foundation for Scotland and Awards for All.

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Political Mentoring

In order to achieve LINKnet’s aim to increase representation of people from disadvantage groups in Public and civic life of Scotland, The Equality and Human Rights Commission has awarded LINKnet a grant to run a political mentoring project. LINKnet has sent a proposal to the Scottish Government seeking funds to continue the project activities until 31st October 2009.

Wanted: Volunteer Mentors

We are now recruiting people from a range of careers and backgrounds to join our pool of mentees. LINKnet is an Edinburgh based voluntary organisation, which provides free support to everyone from minority ethnic backgrounds who want to improve the quality of their lives through mentoring.  Our service aims to increase the capacity for the participation of minority ethnic people in Scottish society. Rewards As a mentee you will be rewarded by having the opportunity to: Improve your own education / employment prospects Increase your confidence Meet new people Improve your networking Skill To be able to find suitable employment for your qualifications and experiences

• Widen your options
• Acquire new knowledge;
• Broaden your horizons

What Commitment is required?

You will be required to commit yourself to the project for one hour per week/fortnight, for approximately six months, after which your relationship will be reviewed.

What Support is available?

Mentees will receive ongoing support from the Development Officers at LINKnet Mentoring, as appropriate.  They will also be encouraged to attend group support meetings, which will offer peer support and address any ongoing training needs.

Contact us For further information contact: Deborah Byrne or Lisa Lam on 0131 225 6284 or email info@linknetmentoring.org.uk . You can also go to our web site and complete a Mentee application form online at: www.linknetmentoring.org.uk   We look forward to hearing from you soon!

LINKnet, Lothian & Borders Police Joint Recruitment Drive

Looking to work for L & B Police in the areas of Finance, Admin, Research, Data Entry, Building Maintenance and Traffic Or to become a Constable? Please call LINKnet Development Officers. We have trained 21 mentors from L & B Police to guide you to achieve your goal. Tel : 0131 225 6284 Email : info@linknetmentoring.org.uk See web site for details of recruitment, current vacancies and National Identity and Residency Requirements: http://www.lbp.police.uk

LINKnet's Meeting Room is available for hire

¬ Meetings ¬ Classes ¬ Workshops etc. Available Weekdays, Weekends and Evenings The meeting room has: Tea and coffee facilities(2 kettles are available) Powerpoint and overhead Projector Flip chart stand White board Fridge Wireless WiFi Toilet Kitchen Please call the Project Administrator Wakako Smith (Waki) for more information. PS.:Please note that creche & catering service is not available. http://www.linknetmentoring.org.uk/resourcecentre/	Price: Half day (3 to 4 hours) £25 Meeting Room Full day (5 to 7 hours) £40 Meeting Room
LINKnet's Computer Suite is available for hire
Private Tutors Companies Educational institutes To hold classes, training etc etc. Available Weekdays, Weekends and Evenings The computer suite has: PCs + MS Office Suite 2007 Laptop + MS Office Suite 2007 Wireless / Wired Network Power Point Projector Overhead Projector Laser Printer White Board Flip chart stand TV with Video Please call the Project Administrator Wakako Smith (Waki) for more information. PS.:Please note that creche & catering service is not available. http://www.linknetmentoring.org.uk/resourcecentre/	Price: Half day £65 Full day £110

Outputs and Outcomes

Outputs and Outcomes from 1st November 2007 to 31st October 2008.

We have also continued to work closely with our partners, the Lothian and Borders police where we have trained 22 mentors and some of our mentees have got work placements at the city of Edinburgh council. We also continued the outreach work at careers fairs, and presented at the asylum seekers and refugee awareness day at Stevenson College and also to Telford College students.

LINKnet's Mentees and Mentors Success Stories

Robert (Mentor)

I had recently completed a post graduate in community education and I was passing the LINKnet Offices and saw an advert to become a mentor in the window.  I had previously been an accountant before a career change into community work.  I thought that my community education knowledge and experience along with my life skills would be ideal for being a mentor.  I had never been a mentor before. 

I was matched with a mentee who was looking to gain employment in business/administration and had been in the country for a few years after coming to the UK to study.  I met up with the mentee and in our weekly meeting I started using my skills to build up the mentee's confidence and empowered the mentee to carry out job searches and get in touch with organisations which would help build confidence and gain admin experience.  I found that through building up a working relationship with my mentee, I was able to share my own life experiences, as well as the mentee feeling relaxed enough to share concerns or issues that had happened in the past that have been a barrier to their development. 

Together we were able to tackle these and equip the mentee to move forward.  It is however, not only a one way process and I have, through giving a little of my time, gained a lot through being a mentor.  I have really enjoyed my weekly mentoring meetings with my mentee and gained a real sense of being able to help in whatever way I can to enrich the life of my mentee.

The name of the mentee has been changed to protect anonymity.

Peter (Mentor)

I work as a lecturer at Napier University, and I am involved in teaching trainee career advisers on a post-graduate course.  I got involved in Linknet because our students were given the opportunity to become mentors - it would be great experience for their CVs and very relevant to learning about guidance.  Having heard what was involved I decided I would give it a try myself . I don't see why students should have all the fun.

For me mentoring gives me an opportunity to work one to one with interesting people.  I am a bit rusty, but it enables me to practice the skills of individual guidance that we train our students in.  Also as a Londoner, I sometimes miss the incredible ethnic diversity and constant surprise of my home town.  Mentoring provides a chance to meet with and have an in depth conversation with someone I would never normally meet.  And of course if I am able to be of help then that's a bonus !   Ideally its working towards a situation where the mentee no longer needs you, but the mentor benefits from the process too.  

Freda- (Mentee)

Resource Centre user

I first discovered LinkNet when I was surfing through internet, at that time I am looking for organisation that is specialising in helping Ethnic Minority like myself, with no hesitation I telephone LinkNet office and enquired of what programme they can offer. I then spooked to one of the Out-Reach mentoring officer, Lisa. I first explained my intention of needing help, in changing career; we then discuss the possibility of mentoring programme that runs for 6 months session. LinkNet staff where very efficient and helpful I get paired up immediately with my mentor and they arranged for our introduction meeting with my mentor, meeting Lisa and Ernest (mentor) is very relaxing atmosphere, I felt immediately that the beginning of my changing career has already began.

Working in an office environment is my ambition since I was a bit younger but due to circumstances I never have that opportunity to start that career, but I am longing for until now, and I am so excited to it, during the period of once a week mentoring session, with my mentor we worked intensively in a process of gaining confidence and approach my difficulties, and gave me a lot of support in framing my thoughts and ideas to the job application. We then discuss the idea of start applying for a job and to work with the preparation for interview.

LinkNet staffs were all very supportive and helpful, feeding you up with a lot of information which includes jobs, trainings, and other sources of workshop and training opportunity to hone your knowledge and skills. Being passionately in a voluntary work myself and helping Ethnic Minority group. I will definitely indorse LinkNet programmes to other BME.

Big thanks to all LinkNet Staffs with all there help and support. More power to your organisation.

Muhamed - (Mentee)

I have been a mentor for LINKnet Mentoring for the past six months and have indeed enjoyed my volunteering. I have found the resource centre very useful as facilities such as computers, printing, photocopying among others are easily accessible. Not only do the use of such facilities  facilitate easy mentoring but that staff are fantastic. They are welcoming,  supportive, encouraging, motivating. This is brought to bear through other workshops and programmes they organise for mentors and mentees. I feel LINKnet Mentoring is playing their part in improving the future of people by helping individuals to realise their true potential.

Analysis of Annual Questionnaire Survey 2008

The questionnaires were sent to the following people by 15 July 2008.

• Mentors                                 

• Mentees                                

• Board Directors                   

• Organisations          

  There were three questionnaires

• Mentors

• Mentees

• Individuals ( This includes Board Directors, Organisations and Individuals)

LINKnet's Workshops

Career Planning Workshop .::. Wednesday 14th January 2009 10.30am–12.30pm

LINKnet Mentoring and Careers Adviser had a very interactive workshop which aimed to help people take control of their careers, to see their future path more clearly, and to give them the confidence to take action! The workshop helped attendants thinking of changing the job in 2009 stucking in a job which does not suit them or their qualifications What they want from a job What they have to offer employers How to research suitable job opportunities

Life changing / Saving information and training workshop .::. January and February 2009

LINKnet and British Red Cross has a free ‘Save a Life’ training to all our mentees and mentors in January and February: The training included basic life saving techniques, CPR/resuscitation, dealing with choking, bleeding, burns, and the recovery position. That was a great opportunity to gain an important life skill – not only helped this benefited their CV but also their own personal development. 17 people attended the workshop and all of them received British Red Cross certificate.

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EXTERNAL NEWS

Workshops

CV Workshop and Interview Skills Workshops

FREE Information Sessions available from Careers Scotland. These brief sessions will give you the basic skills to begin preparing your CV (CV Workshop) or prepare for interviews (Interview Skills Workshop).  BOOKING ESSENTIAL Please speak to a member of Careers Scotland staff to book, or email apexhouse@careers-scotland.org.uk or call 0845 8 502 502 with full details: Name, contact telephone number and your preferred course and time. Venue details Careers Scotland Centre 79 Shandwick Place

Programme for Black & Minority Ethnic Women

Programme Information Event An information event will be held in March (details to be confirmed) Who can do the course?

Black & Minority Ethnic Women, over 21, out of paid work for over six months and living in Edinburgh.

When and where is the course?

The course starts on the 21st April and finishes on the 1st July 2009. It will be held in the city centre (venue to be confirmed)

English language support Is provided on a part-time basis, however the course is taught in English. To find out more about the levels of English required give us a call. Course Timetable http://www.womenontowork.org/documents/LevelOneSpring2009.doc For more information contact 0131 475 2622 or visit the links below. http://www.womenontowork.org/CourseforBlackandEthnicMinorityWomen.htm http://www.linknetmentoring.org.uk/forum/viewtopic.php?f=15&t=654

Events

Multicultural Open Space Event For Women

YOU ARE WARMLY INVITED TO A MULTICULTURAL OPEN SPACE EVENT FOR WOMEN in LEITH AND NORTH EDINBURGH:
WHO CARES FOR THE CARERS?

A Leith Open Space event for all women who care. Caring is often the responsibility of women in any culture. It can cover the needs and health of all ages. The aim of the Open Space event is to explore how we can learn from each other – and then let government and local authority know what they can do to improve support for carers. Your words can become actions.

How can we learn from each other’s experiences? • Who cares for the carers? • Are you getting the home support you need? • What are your biggest problems? • What can we learn from different cultural experiences? • How can we strengthen AND SECURE support for carers? What is an Open Space Event? • Everyone gets a chance to speak and be heard • There are no lectures, no set-piece speeches • Your views are as important as everyone else’s • No advance preparation is required • Just arrive with an open mind and the  burning issues you want to see resolved around support for all carers

Please bring your ideas to:

Leith Open Space event for women carers, Saturday 14 March
Pilmeny Youth Centre 10.30 a.m. to 3.30 p.m. Registration 10.15 am.

Our multicultural buffet lunch is always a successful part of the day. You are welcome to bring a (cold) dish to share. Liquid refreshments will be provided.
While English will be the language used during the day, please bring your own interpreter if you have any difficulties. The event is organised by Leith Open Space Group and sponsored by Leith Walk Central branch of the Labour Party, but it will be non-party-political. Open Futures in Edinburgh will facilitate the event and outcomes will be presented to all relevant organisations. We will publish their responses.

Contact details for queries or further information

Telephone: Nick Gardner 0131 557 3094, Fay Young 0131 556 4646
Reply to Leith Open Space Group c/o Fay Young, 14 East Claremont Street, Edinburgh EH7 4JP.
http://www.leithopenspace.co.uk
…………………………………………………………………………………………………

YES, I would like to participate in the Open Space event on 14 March 2009 at Pilmeny Youth Centre from 10.30 am to 3.30 pm.

NAME:

ADDRESS:

TELEPHONE:

Choosing Scotland’s Future

A National Conversation - Future of Scotland and Ethnic Minority Communities.

Hosted by Fiona Hyslop MSP Cabinet Secretary for Education and Lifelong Learning

With the publication of Choosing Scotland’s Future, on 14 August 2007, the Scottish Government began a national conversation on Scotland’s constitutional future.  Politicians, academics, civic institutions and the public across Scotland are now engaged in a debate about the responsibilities the Scottish Parliament and Scottish Government will require to enable Scotland to fulfil its potential.

The Scottish Government in partnership with the Council of Ethnic Minority Voluntary Sector Organisations (CEMVO) has organised a series public events to be held across Scotland targeting Ethnic Minority Communities.

The Government is committed to ensuring that the National Conversation is an open, inclusive process, where everyone who has an interest in Scotland’s future, whether they support any particular options or none, has the opportunity to engage in the debate.  As part of this process, you are invited to a meeting with Fiona Hyslop MSP Cabinet Secretary for Education and Lifelong Learning. The meeting will allow members of the local ethnic minority community and representatives of local civic organisations to tell the Government their views on Scotland's constitutional future and ask questions of the Minister.

This event will be held between 7pm and 8pm on Monday 22 April 2009 at Royal College of Surgeons (Surgeons Halls), Nicolson Street Edinburgh EH8 9DW

You should aim to arrive no later than 6.30 pm, refreshments and light finger buffet will be available

I would be grateful if you could indicate whether you can or cannot attend this event by emailing: fiaz.khan@cemvoscotland.org.uk

Fiaz Khan
CEMVO Scotland
120 Sydney Street
G31 1JF
Tel: 0141 550 7564
Email: fiaz.khan@cemvoscotland.org.uk

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USEFUL INFORMATION

Skilled, Shortage, Sensible: The recommended shortage occupation lists for the UK and Scotland

http://www.ukba.homeoffice.gov.uk/sitecontent/documents/aboutus/workingwithus/mac/scotlandlist

The recommended shortage occupation lists for the UK and Scotland can be seen from the link below.

http://www.ukba.homeoffice.gov.uk/sitecontent/documents/aboutus/workingwithus/mac/uklist

There's a shortage of over 1000 nurses in Scotland, with opportunities for nurses from overseas.

In Scotland, there is a shortage of over 1000 nurses and midwives, especially senior nurses and particularly in care of the elderly units.

Most nurses in Scotland work in the NHS, the National Health Service (in hospitals and in the community). The NHS is one of Scotland's largest employers and offers an incredible range of employment opportunities in the area of nursing.  Other employers are the armed forces, schools, colleges and universities, private healthcare providers, the prison service and some private companies.The Scottish Government supports, through NHS Education for Scotland, a funded scheme for Internationally Qualified Nurses (IQN) currently living within the UK (including Scotland). This is for nurses who qualified outside the EEA and are seeking an Overseas Nursing Programme (ONP) to achieve NMC registration in the UK, and gain employment within the NHS in Scotland.

ONPs are delivered through several universities in Scotland, and candidates must be supported by an NHS employer to enable them to work in a clinical environment for practice placement. Please check with individual universities to find out if they participate in the ONP.

Glasgow Caledonian University's Glasgow Overseas Professionals in Practice (GOPiP) project was set up to adapt the skills of nurses and midwives educated overseas, for work in the Scottish NHS.

More information can be found from the link below.

http://www.scotlandistheplace.co.uk/stitp/2668.3.2226.html?CMP=EMC-EL9826011772


Beware of scams when job-hunting online

Here are two common online job scams to watch out for and some tips to help you job-hunt more safely online.

Phony job opportunities

By creating phony job ads, scammers hope to fool job hunters into sending them personal information (called phishing (Phishing is a type of deception designed to steal your valuable personal data, such as credit card numbers, Windows Live IDs, other account data and passwords, or other information.). Scammers post their ads on legitimate job sites.
Phony job ads often use familiar-looking or convincing company logos and verbiage. Sometimes they even provide links to fake Web sites that appear to be those of real organizations.
These sites might also charge fees for services they will never render. Typically, after a few days the thieves close down the scam and disappear.

Unsolicited job recruiters

On the flip side, after they scan personal Web pages and resumes on public job sites, con artists sometimes pose as job recruiters and send out unsolicited e-mail (or spam) to prospective candidates with job opportunities or staffing services.
A job scam artist will attempt to gain their victim's confidence with well-rehearsed pitches and phony resources to extract personal information, even over the phone. It's important to remember that this information typically is not required before an in-person interview.

Best practices for online job hunters

1. Never provide any non-work related personal information such as your social security number, credit card number, date of birth, home address, and marital status online, through e-mail, over the phone, in a fax, or on your resume.

2. List your resume on a job site that allows only verified recruiters to scan them and uses a privacy policy.

3. Verify a prospective employer, recruiter, or recruiting agency through another source such as the Better Business Bureau or a phone book, and then contact them directly-or better yet, visit them in person at the company location during regular work hours.

4. If a prospective recruiter or employer requests a background check, agree to do so only after you have met with them at their company location during regular work hours.

5. Beware of anyone who asks you for money up front in exchange for finding work for you. You should never have to pay for "exclusive" job leads or for a job itself.

6. If you are paying for job placement services, don't provide credit card or bank information or engage in any monetary transactions unless done in person, onsite, with a prospective recruiter or job agency.

7. Carefully evaluate contact information in job ads or related e-mails, watching out for spelling errors, an e-mail address that does not feature the company's name, and inconsistencies with area or zip codes. For more tips on spotting phishing scams, see How can I tell if an e-mail message is fraudulent?

8. Enter Web site addresses (URLs) into your browser instead of using links when checking out job sources, and be mindful of a new form of deception similar to phishing called "pharming," which involves redirecting users from legitimate Web sites to phony replicas with the intention of stealing personal information.

9. Create an exclusive Web-based e-mail address and account for all non-personal communication.

10. Although there aren’t any foolproof methods for spotting bogus job ads, look for multiple misspellings and other inconsistencies, which are common indicators.

11. Trust your instincts and be especially cautious when dealing with contacts outside your own country. If an opportunity promises too much or something else doesn't seem right, chances are it's a scam.

What to do if you encounter a job scam

If you believe you’ve encountered a fraudulent job ad online or you're the victim of a Web-based job scam, report it immediately to the organization used to list the ad, the Federal Trade Commission http://www.ftc.gov), and the Internet Fraud Complaint Center (IFCC.)

Answering Six Common Interview Questions

While you'll never be able to anticipate every question you might be asked in an interview, you can get a head start by developing strong, concise answers to commonly used questions. Most interviewers will ask similar questions like these to gain knowledge about a candidate's abilities and qualifications and compatibility with the job and the company.

1. Tell me about yourself.
This is often the opening question in an interview. It's also one of the most difficult if you're not prepared. Remember, the interviewer does not want to hear about the football team you support or your unusual hobbies. This question calls for your one-minute advert that summarises your years of experience and skills and your personality in the context of the job for which you are being interviewed. Get to the point and sell your professional self. Develop a few brief sentences that demonstrate you have what it takes to do the job – experience, proven results and desire to contribute.

2. Why should we recruit you?
The key to answering any question about you versus your competition is using specifics. "Everybody is going to speak in generalities, so you need something that will make you stand out a bit," says Linda, a teacher in Sheffield. Give real examples that show them you are best-suited for the job. Linda says she would point out her achievements and accomplishments throughout her career that are relevant to the open position, as well as her experience in dealing with different types of students and teaching situations. Pinpoint the qualities you have that are truly valuable to the company.

3. Why do you want to work here? What do you know about our company?
Peter, a G.P. in Edinburgh, says that research is important in answering these questions. "I would use this opportunity to show off what I know about the company and, more importantly, how I would fit in." Susan, a H.R. Manager in Manchester, says that she would address issues and challenges in the company to demonstrate the depth of her knowledge. "I usually talk about revenue, numbers of employees, and also challenges in their type of business and how my experience relates to that," she says. "I would point out things I have done in similar companies that could address their problems."

4. What are your weaknesses?
The secret to answering this question is using your weaknesses to your advantage. "I would turn my weaknesses into strengths," says Tara, a lawyer. "For example, if my weaknesses include my lack of patience I would then state that because of this, I have learned to take special measures to ensure that I remain calm and attentive." Just make sure that you do give a real answer to this question. None of us is without faults, so don't pretend that you do not have weaknesses.

5. What did you dislike about your last job? Why did you leave your last job?
You need to be cautious about these kinds of questions and make sure you do not end up sounding bitter. "I would never criticise my former company, the boss, or my former colleagues," Tara says. You need to have a good understanding about the job for which you're applying to turn this question into a positive one. It may be best to say that you really enjoyed many aspects of your job, then focus on how this new job will give you the opportunity to contribute more in a particular area that is key to the position.

6. Where do you see yourself in five years?
An interviewer does not want to hear that your five-year aspiration is to be sailing in the Caribbean or working in a different industry. You need to talk about goals you have that relate to the job. This will demonstrate that you understand the industry, the company and are motivated to succeed there. Susan, a P.R. Manager at a major car rental company, says she would keep her answer specific to her field, such as stating that she sees herself as being responsible for corporate communications.

Preparation is the key to answering any question with poise and confidence. Always keep in mind – whatever the question is – that the interviewer is trying to find out if you are a good fit and can make a positive contribution in the job.

How to write a covering letter

1. First impressions count. “A covering letter is read before a CV, so make sure that it grabs the reader’s attention,” says Paul Laurie, the operations manager at the employment consultancy Manpower UK. Sloppy spelling and punctuation, copying a generic e-mail to rival firms, forgetting to include your contact details and omitting a job reference are all common, fall-at-the first-fence bloopers.

2. It’s not an optional extra. “Even if you have just been asked to e-mail your CV, always send a covering letter,” says Scott Foley, the student recruitment manager at Manchester University. “It introduces why your CV is there and what you stand for. It sets the scene for your CV.”

3. Dear who? If the job advertisement doesn’t name a contact, call human resources to find out who will be scrutinising your application. “It’s more personal, and if you want to inquire about the application process (later) you have someone to follow up with,” Foley says.

4. Be brief. “Keep it punchy,” Laurie says. Three or four paragraphs should be sufficient to convey your motivation, experience and personality. A covering letter should not replace your CV but summarise your suitability for a role by matching your experience to the job advertised.

5. Be factual not arrogant. Don’t cross that fine line between expert and muppet. “There is selling yourself and then highlighting what you have done,” Laurie says. Avoid statements such as “I am the ideal candidate” for example, in favour of “I believe I have the skills and experience that make me a strong candidate”.

6. Get noticed. “Give a reason for writing,” says Lynn Williams, a career coach, even if your application is speculative. Perhaps you recently read something in the trade press or met someone from the firm at a networking event? “It shows that you have been actively looking at the company,” Williams says. If you are applying for a specific role, say so at the start of your letter so that the application doesn’t go astray.

7. Tailor your letter. Recruiters are impressed by evidence of research into their company’s goals, ethos and achievements, Laurie says. If the company prizes customer service, show that you have delivered excellent client care, but don’t go overboard. One such statement suggesting spiritual kinship is enough.

8. Be e-mail aware. Writing a good e-mail requires just as much patience as a legible handwritten letter. “Make sure that the key bullet points are in the first screen, so that you don’t have to scroll down,” Williams says. “You can also use the subject line to put your key point forward. Say ‘engineering graduate’ for example.”

9. No ifs or buts. Don’t point out any weaknesses and then attempt to justify yourself. As Williams says: “You are giving them reasons to interview you, not excuses to bin you.”

10. Sign off with confidence. Be upbeat and ask for an interview, Foley says. “I’ll expect your call” sounds overly confident but write that you expect to meet to discuss the role.

Sample speculative letter

John Smith
Personnel Manager
Leisure Today
LITTLETOWN
LT1 4SS

Dear Mr Smith,

I have a desire to develop a career in retail. I am writing to ask whether your company has any vacancies or will have in the near future.

As you can see from my enclosed CV, I have a wide range of relevant skills, built up through my previous work experience, which include customer service, stock control and cash handling. My current post as a Call Centre operative allows me to demonstrate a positive approach to team working and personal initiative.

I am looking for a fresh challenge in a pro-active and customer-centred environment and to take up that challenge as soon as possible. If you do have any vacancies, please contact me at your convenience.

Thank you for taking the time to deal with my request and I look forward to hearing from you.

Yours sincerely,


Jane Johnstone
CV Enc.

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