Jumlah Halaman
Pada umumnya CV hanya terdiri dari 1 (satu) atau 2 (dua) halaman. Namun jika memang riwayat
pekerjaan/karir anda sangat banyak, juga pendidikan/kursus/pelatihan anda sangat banyak. Dan anda
menganggap bahwa itu penting untuk ditampilkan, maka anda boleh menambahkannya menjadi 3 (tiga)
halaman CV sebagai lampiran Surat Lamaran Kerja, tidak masalah.
Tetapi khusus untuk Surat Lamaran Kerja, tetap upayakan 1 (satu) halaman.
Sumber : Yayasan KPT, Hilmy AAP, CV. Flamboyan, Anna T. Yuliati, dsb.
Supervisor's Guide
The Application Form & Resume
Human Resource Management Services recommends that agencies have applicants complete SFN 10950 -
Application for Employment. It complies with employment laws and is reviewed regularly and revised as
necessary to ensure legality. The form obtains the information necessary to determine if applicants meet the
minimum qualifications of the vacant position, as well as information to determine if applicants meet
veterans’ preference requirements.
Furthermore, the application form also contains a block where applicants sign certifying that the information
provided is true and acknowledging that inaccurate statements can lead to rejection of their application, or if
employed, to termination of their employment.
If an agency prefers an agency-identified form, SFN 10950 has space in the upper right corner for an
agency’s name and address.
Some agencies prefer to have applicants use an agency-designed application form. If that is the case, the
application form should contain only items that are lawful. Items that are unlawful and should not be included
on an application form include: national origin, marital status, physical characteristics, age, arrest records,
type of military discharge, religion, photos, disability-related items, etc.
The completed application serves the agency as a pre-screening device; it serves the applicant as a preview
of him/herself. From this point on in the selection process, various tools will help verify what is stated on the
application form.
Resumes
Resumes are creatively designed to reveal an applicant’s strengths and hide weaknesses. They should be
considered along with completed application forms – not in place of them – as they may contain
information that is not available on application forms.
Application/Resume Screening
The following process, when applied in a consistent manner, meets the requirements for screening
applications under an established personnel system based upon merit principles (NDCC 37-19.1-02(4)
regarding veterans’ preference). Because this process is based on job-related criteria, Human Resource
Management Services highly recommends such a process whether an agency intends to meet the
established personnel system test or not.
Who Should Do the Screening
The person(s) screening the applications should generally be independent of the interview process. Human
Resource Management Services is available to assist in this process or to demonstrate how to use this
process.
Before receiving and reviewing applications, a decision should be made as to how many applicants to
forward on to the appointing authority for final consideration, typically for an interview.
Screening Criteria
Criteria for effectively identifying the most suitable candidates for appointment should be identified in as
much detail as possible. The information contained in the position description and the vacancy
announcement may serve as the basis for preparation of an objective screening tool that:
1. Eliminates from consideration those applicants who do not meet the required minimum
qualifications;
2. Assigns a point value to those who meet or exceed the minimum qualifications by assigning a
numerical value to each of the identified criteria measuring knowledge, skills, and experience
resulting in the most suitable candidates receiving the most merit points;
3. Assigns an additional point value for veterans’ preference or disabled veterans’ preference to those
who meet the requirements; and
4. Results in a ranking of qualified applicants through total point values assigned in 2 and 3 above.
Human Resource Management Services has designed and utilizes a rating method in which points are
assigned to relative levels of education, experience, and/or skills based on the requirements of the position.
(See sample rating forms at the end of this document.) Education, experience, and skills most related to the
position requirements are weighted more heavily (assigned a greater number of points) than education,
experience, and skills that are somewhat related. Processing each qualified applicant through this process
results in a ranking of applicants based on the job requirements. Those applicants whose qualifications most
closely match the job requirements will rank the highest. This method also factors in veterans’ preference
points. If an agency chooses to have an established personnel system, the scoring method must include
points for veterans and disabled veterans as follows:
• 5 points will be added to a veteran’s examination score in a 100-point rating scale, 10 points to a
disabled veteran’s score; or
• If the rating scale totals other than 100 points, 5 percent of the scale’s total points should be added
to a veteran’s score and 10 percent to a disabled veteran’s score.
Refer to the Veterans Preference Chapter of the Supervisor's Guide for more information.
As referred to in NDCC 37-19.1, a listing of all qualified applicants in rank order according to their screening
score is called the "registry." A "certificate of eligibles" is the list of qualified applicants starting from the top
of the registry and ending with the number of names pre-determined by the appointing authority to be
considered for final selection, typically after being interviewed. These are the applicants that can then be
considered for final selection.
The points arrived at in the application/resume screening process are used only to determine who is
interviewed and considered for final selection. They should not be carried over to the final interview rating
process.
To obtain information on this application screening method, contact Human Resource Management
Services or your agency’s human resource representative.
Analysis of Applications/Resumes
1. The information at face value that will be used to determine if the applicant meets the minimum
education, experience, and skill requirements,
2. The skills the applicant used in presenting the information, and
3. The way the applicant thinks, as revealed by answers given in the application.
The way people present themselves in an application or a resume is only one factor to consider when
making the hiring decision. A resume that deviates from the "acceptable" format is not reason for excluding
an applicant from the selection process. All of the items considered in reviewing an application or
resume should be lawful and relevant to the position being filled.
Conviction Information
The Application for Employment (SFN 10950) asks for conviction information on crimes other than minor
traffic violations. You must have a job-related reason for using conviction information as the basis for
rejecting an applicant.
Content
Brief or vague information may indicate that the applicant is lazy, careless, or trying to conceal something. It
may also indicate poor writing skills or inattentiveness to details. Another possibility is that the application
was completed by a person who has a disability and can't complete the application as thoroughly or neatly
as you would normally expect.
Is it neat and easy to read? Resumes should be typed, grammatically correct, and easy to understand. They
should look professional - not on gaudy-colored or scented paper. However, some high school and college
instructors encourage the use of bold colors to get your attention. Cover letters accompanying a resume or
application generally show strong interest by the applicant and may provide additional relevant information.
First, make sure that all basic information, such as education and work history, is included. Second, look for
time gaps between education and between each job. Make notes and probe for the missing information
during the interview. The intent of filling in the gaps is not to make a judgement on how the applicant has
spent time, but rather to find out the reasons for unexplained gaps. For example, perhaps a gap between
graduation and employment was for a trip where the applicant gained job-related knowledge.
Overlaps in Dates
Dates for a job and school or for two or more jobs may overlap. This, of course, is possible, but examine the
dates for accuracy. Verify if necessary.
Frequent change of jobs has traditionally had a negative connotation. However, there may be valid reasons
for the job changes. Frequent job changes may be positive if there was progression in job responsibilities
along the way. Also, workers today change jobs more frequently. Don’t draw premature conclusions about
frequent job changes. It is something that should be noted and probed in the job interview.
Salary Requirements
Don’t dismiss an applicant based only on salary requirements indicated on the application or resume.
Individuals may not be familiar with the pay processes of the State and the agency, the starting salary, etc.,
and, therefore, do not know what to indicate on the application. Also some individuals may indicate a salary
requirement much higher, but that doesn’t mean they won’t accept less when they review the benefit plan.
Applicants may accept a lower salary than their current salary if they are looking for a change in career or
location or for job satisfaction.
Job Duties
Most likely previous job duties will be discussed in the interview. However, if duties are unclear or vague,
definitely make a note to probe for further detail in the interview.
Educational Background
Did they finish high school or college? If not, ask why. There may be a very good reason - or it may be an
indication of lack of drive and self-discipline. What kinds of courses were taken? Courses in certain areas
like foreign languages or advanced mathematics are more demanding than easier courses like health,
recreation, etc. The person who took difficult courses may be more driven to excel and self-disciplined.
"Red-flag" Items
Review the application or resume for any items that don’t make sense or leave you with an uneasy feeling.
An example: If you ask on your application form the reasons for leaving a job, watch for the answer
"personal." Often times, that can be a red flag - maybe the individual was fired. Or maybe there were
personality conflicts, not necessarily the fault of the applicant, with which the applicant had to deal. You’ll
want to probe during the interview for the reason for leaving.
Phone Screening
Phone screening may be done after the application screening process and before the formal final interviews.
An initial interview including a telephone interview can be used as part of the merit-based ranking or scoring
process for veterans’ preference purposes. Phone screening is useful when:
• You aren’t sure, based on a review of the resume and application, of an applicant’s suitability for a
position or you need to verify information used in the merit ranking or scoring process;
• An out-of-town applicant appears a weaker-qualified applicant, and you don’t want him/her
spending money for traveling to the interview.
The goal of the phone screening is to quickly determine applicants’ capabilities. Therefore, questions should
be focused on knowledge and skills required to perform the position’s major functions.
Since the phone screening is a "mini interview," the format could be arranged as follows:
Refer to Appropriate vs. Inappropriate Questioning for Application Forms and Interviews and to The
Interview chapter for a list of what can and can't be asked of applicants.
Pertanyaan-pertanyaan Wawancara
Di bawah ini ada 9 pertanyaan yang suka keluar pas waktu wawancara cari kerja, antara lain :
5 pertanyaan pertama adalah pertanyaan tradisional yang mudah dan bisa dipersiapkan.
Perhatiin jawaban diatas bisa merupakan hal yang positif dan negatif juga.
4 pertanyaan lanjutan merupakan pertanyaan yang menuntuk kreatifitas dan sulit dipersiapkan,
pertanyaan2 diajukan untuk menilai bagaimana calon karyawan bersikap dalam pengalaman2 di masa
lalu.
6. Berikan contoh kesalahan yang pernah kamu buat dan bagaimana kamu memperbaikinya ?
- Saya pernah memberikan refund yang salah kepada salah seorang customer, setelah menyadarinya
saya berbicara dengan customer tersebut dan menjelaskan duduk perkaranya. lalu membatalkan cek
pembayaran tersebut.
7. Sewaktu kamu mempunyai ide bagus, Apa ide tsb, dan bagaimana cara kamu 'menjualnya'
ke atasan kamu ?
- Saya mempersiapkan tabel dan data berisi perbandingan apa yang dilakukan sekarang dengan ideku,
yang mana menunjukkan lebih menguntungkan, saya menunjukkan ini kepada atasanku sehingga
membuat dia senang. beberapa hari kemudian, ideku mulai dijalankan.
9. Bila kamu memiliki deadline yang singkat padahal masih banyak pekerjaan yang tersisa, apa
yang akan kamu lakukan?
Saya berusaha membagi beberapa tugas ke pada rekan2 saya, dan bekerja lembur sampai pekerjaan
yang ditugaskan selesai pada waktunya.
---------------------------------------------
Point penting dalam wawancara :
Bila dalam wawancara, Anda ditanya berapa gaji yang anda inginkan, bagaimana cara menjawab
pertanyaan itu dengan baik tanpa menimbulkan kesan bahwa Anda pencari gaji tinggi atau memberi
kesan berapapun imbalan yang diberikan Anda mau.
Pada umumnya perusahaan sudah mempunyai rentang standar gaji untuk jabatan-jabatan yang
ditawarkan. Bagi pelamar untuk posisi yang lebih tinggi dan langka biasanya memiliki kekuatan tawar
menawar yang lebih tinggi. Jadi dalam menjawab pertanyaan tersebut anda harus memperoleh gambaran
dulu imbalan total yang akan anda terima dalam setahun.
Imbalan total adalah gaji dan tunjangan lain yang diberikan termasuk insentif dan bonus. Selain itu perlu
ditanyakan apakah imbalan yang ditawarkan itu termasuk PPH atau netto.
Dalam menjawab pertanyaan tersebut jawablah imbalan yang anda harapkan setahun. Berdasarkan harga
pasar yang sesuai untuk jabatan tersebut serta nilai tambah yang anda miliki. Jawablah dengan
diplomatis: " Saya berpendapat perusahaan ini pasti sudah mempunyai standar imbalan bagi jabatan ini.
Berdasarkan pengalaman yang saya miliki dan kontribusi yang dapat saya berikan pada perusahaan ini,
saya mengharapkan imbalan yang akan diberikan adalah minimal Rp. .../tahun ditambah fasilitas-fasilitas
lain sesuai dengan peraturan perusahaan.
Negosiasi mengenai gaji pada saat ini tidak lagi dipandang tabu oleh sebagian besar perusahaan, namun
anda diharapkan mengumpulkan informasi dulu agar dapat bernegosiasi dengan baik.