How to apply on gnwt jobs

Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation |
How To Apply
Government of the Northwest Territories

The goals of this workshop are to….
• Help you understand the GNWT Staffing Process
• Help you get familiar with eRecruit, our online application system
• Most of all, improve your chances of success in finding
employment with the GNWT!

• Overview of the GNWT Staffing Process, including details on
– Job Openings (Advertised Jobs)
– Job Descriptions
– The Screening, Assignment and Interview process
• Affirmative Action Policy and how it works in Staffing
• Your application, including details on
– Cover Letters and Resumes
– Verification of information you provide
• Accommodation during the Process
• Preparing for Assignments
• Preparing for Interviews
• Online Applications (eRecruit)
– Tracking your Status
• Casual Job Opportunities
We will cover….

How the GNWT Staffing Process Works
Job is
advertised
Applications
are
collected
until Closing
Date
Screening
Assignments
& Interviews
Verbal
Offer is
made &
accepted
Regrets /
Appeal
Period
Written
Offer
Extended /
Accepted
Successful
Candidate
Hired

Job is Advertised
All GNWT current Job Openings are posted on the GNWT Human
Resource Careers Home page.
To get to the Careers Home page go to:
• the GNWT home page (www.gov.nt.ca)
• select the eRecruit banner (or the job opportunities link)
• select the eRecruit banner again.

GNWT Job Postings
GNWT Job Postings include information on, but are not limited to:
• What the job does
• What education and experience are required to do the work
• Position title and location
• Employing department
• Type of position (indeterminate, term, seasonal, relief, part-time)
• Salary and Northern allowance
• Competition reference number
• Closing date
• Where to submit an application
• YOU HAVE TO APPLY BEFORE THE CLOSING DATE IN ORDER
TO BE CONSIDERED

GNWT Job Descriptions
Job descriptions are written statements that explain:
• The duties and responsibilities of a position;
• The scope and organizational relationship of a position; and
• The working conditions for the position;
• The knowledge, skills and abilities (KSA’s) needed to be
successful in the position;
• The required qualifications of the incumbent; and
• How the qualifications and the KSAs are typically attained
(known as the Typically Attained by statement)

Knowledge Skills & Abilities
This section contains all the major bodies of knowledge, measurable
skills and abilities required of the incumbent to perform the
responsibilities of the position.
Knowledge – identifies the acquired information or concepts that
relate to a specific discipline.
Skills – describes the acquired measurable behaviors and may
cover manual aspects required to do the job.
Abilities – describes natural talents or developed proficiencies
required to perform the job.

Typically Acquired By
This section contains information about the ideal education and
experience required to perform the job, as well any certifications
legally required to perform the job duties.
This section is key to determining whether your personal education
and experience meet the requirements to screen you in to the
competition.
Remember…..equivalent combinations of education and experience
will be considered.

Equivalencies
The general rule is that one year of education is equivalent to one
year of directly related experience and vice versa.

Screening
Each application will be reviewed to determine who
meets the requirements listed in the screening criteria.
Screening Criteria
The combination of education and experience required to
perform the job as outlined in the Job Description.
Equivalencies will be considered.
Candidates that meet the screening criteria will move to
the next phase of the competition.

Assignments
Why used?
• to measure technical skills.
How are they used?
• As an additional screening tool; or
• As a part of the assessment with the interview.
When are they used?
• Before the interview;
• At the same time as the interview; or
• After the interview.
Accommodations
• Accommodations during the assignment (and/or interview) is
possible if you have informed us that you are a person with a
disability.

The Interview
• The selection committee gets an opportunity to gather
information about your knowledge, skills and abilities
as they relate to the job and your ability to do the job.
• You get an opportunity to ask questions about the job
and to “sell” yourself to the selection committee.
• You will likely be asked a blend of technical and
behavioral based questions.

Interview Scoring
GNWT interview responses are scored on a scale of 0-5.
The scale is as follows:
0 Provides no response
1 Very little understanding of the subject matter
2 Provides an answer that satisfies only part of the question
3 Provides an answer that closely resembles the suggested
response
4 Provides an answer that expands on the suggested
response
5 Provides an impressive response that greatly exceeds the
suggested response

References, Offers and Appeals
• GNWT conducts references on the top candidate based on merit
and affirmative action.
• We require supervisory references.
• If references confirm suitability, we make a verbal offer
conditional on our appeal process if applicable.
• A written offer is issued once we are successfully through the
appeal period and appeal.
• If the appeal is upheld, the offer is withdrawn.

Important Points Regarding Affirmative Action
• After the interview, a decision to make an offer is
based on Merit and Affirmative Action policy
• The Affirmative Action Policy is first applied at the
Screening Stage.
Review the Affirmative Action Policy next …

Affirmative Action Policy
The GNWT is committed to a competent Public Service that is
representative of the people it serves.
To achieve this, The GNWT established the Affirmative Action Policy
that offers priority hiring to candidates belonging to eligible designated
groups.
It is an applicants responsibility to declare their affirmative action status
if they want it to be taken into account during the hiring process.

Affirmative Action Categories
The following categories are considered for priority under the GNWT
Affirmative Action Policy:
Most Competitions
Priority 1
Indigenous Aboriginal Persons
Priority 2
Indigenous Non-Aboriginal Persons
Disabled Persons
No Priority
All Other Applicants
Competitions for Management or
Non-Traditional Occupations
Priority 1
a) Indigenous Aboriginal Persons –
Females
b) Indigenous Aboriginal Persons –
Male
Priority 2
• Resident Woman
Priority 3
• Indigenous Non-Aboriginal Persons
• Resident Disabled Persons
No Priority
• All Other Applicants

Indigenous Aboriginal Persons:
Those persons who are descendants of the Dene, Inuit or
Metis people, indigenous to the present boundaries of the
NWT and includes any aboriginal persons resident at birth
pursuant to section 7.1 of the Vital Statistics Act and any other
Canadian aboriginal persons who have lived more than half
their lives in the NWT.
Indigenous Non-Aboriginal Persons:
Those non-aboriginal persons born in the NWT or who have
lived more than half their lives in the NWT.

Resident Disabled Persons:
Any persons resident in the NWT for a period of at least one
year immediately prior to applying who are at a disadvantage
as a result of a medically certified learning, mental, emotional
or physical disability which handicaps the persons from taking
advantage of employment, training and career advancement
opportunities in a way which would not be encountered by a
person without a disability.
Resident Woman:
A female resident in the NWT for a period of at least one year
immediately prior to applying on a competition.

Affirmative Action and Staffing
At Screening
Affirmative Action my be used to short list the list of individuals who meet the
screening criteria.
At Assignment / Interview
The Pass Mark for GNWT interviews is 60%.
Priority applicants who pass are considered with other applicants within the
same priority.
At Offer
Offers are made based on merit and affirmative action status.
After the assignment / interview scoring, of those who passed, once
references and verification of education, AA Status and any further bona fide
requirements are confirmed, the offer goes to the candidate who has the
highest affirmative action status.

Increasing Your Chance of Success
• Cover letter and Resume Tips
• Declaring Affirmative Action
• Let us know if you require Accommodation
• Be prepared to provide Verification
• Interview and Assignment Tips
• Use of eRecruit
• Post Interview / Assignment debrief opportunity

Your Cover Letter
You should include a cover letter with your application.
The cover letter should
highlight your qualifications and strengths
as they relate to
the position being sought.
It can include information on paid, unpaid and/or volunteer experiences that
provided you with the experience and/or the opportunity to gain the
knowledge, skills and abilities needed for the position.
Your cover letter serves as the first impression of you. An introduction to you
and why you should be considered for the job opening.

Your Resume
Your resume should describe your:
• work experience;
• education; and
• accomplishments, skills and experiences (including volunteer).
Your resume should include, your:
• name;
• contact information; and
• priority category under the GNWT Affirmative Action Policy.
Be sure to include accurate dates of employment and explain any overlaps
or gaps.
Show employers that you meet or exceed the qualifications for the
position.

Your Resume
Don’t forget to Customize!!
Spend some time customizing your resume to the job you are
applying on. Review the job description and clearly highlight within
your work history all the qualifications and experience that are
related to the job you are applying on.
Your experiences and education as outlined in your resume will
determine if you meet the screening criteria.

Declaring Affirmative Action
Applicants interested in employment with the GNWT should identify their
eligibility in the designated groups at the time of application in order to
receive priority consideration under the Affirmative Action Policy.
You should include a statement on the cover letter or resume identifying
which Category applies to you:
For example, on the cover letter:
• I am an Indigenous Aboriginal and wish to be given priority
consideration under the Affirmative Action Policy.
Or on the resume:
• Affirmative Action Candidate - Indigenous Non-Aboriginal.

Accommodation
If you have indicated on your resume or your application
that you have a disability, your Human Resource Officer
will ask you if you require any accommodation during the
staffing process. This may, for example, mean doing the
assignment in a different way.
If you do not indicate that you have a disability, Human
Resources will not know to ask you for an accommodation.

Verification
Applicants are being asked to provide verification of their:
• Affirmative Action Status;
• Education; or
• Certificates.
Be prepared to provide these.
If you are unsure what would be considered as verification
(proof), speak to a Human Resource representative.

Assessment Phase
After you apply on the job opening, your cover letter and
resume will be reviewed to determine if and have been
screened in. This means that you are seen to be qualified for
the position.
After screening is complete, the Assessment Phase begins.
The Assessment phases is meant to assess your suitability for
the job through an interview and possibly an assignment.
How are you going to prepare for the testing and interviews?

Assignments
If you are asked to participate in an assignment, prepare…
Review the Job Description. Look for the technical skills that you
should know that would be difficult to demonstrate during an
interview. These vary depending on the type of position you have
applied for.
These should give you an idea of what will be “tested.”
Assignments may include things like:
• Proof reading;
• Typing tests;
• Drafting a letter;
• Presentation; or
• Drafting a briefing note.

Interview Preparation
When preparing for the interview you should review:
• the job description; and
• the hiring department’s website.
Be certain you:
• understand the department’s business; and
• understand the program and the area the position
works in.

During the Interview
• Listen carefully to the question and be sure that you understand
what is being asked. Ask to have the question repeated if
necessary.
• Write down questions that have multiple parts to them so that you
don’t inadvertently not answer a question.
• Watch your time.
• Make a note of questions you may wish to add to or return to if
you have additional time at the end.
• Focus on your strengths and how they relate to the position.
• Demonstrate how your past experiences relate to this position.

Interview Scoring
Even though the selection committee is now familiar with your
education and your work experiences from having reviewed your
resume or from knowing you outside of the process…
Answer ALL Questions Fully!
Points are awarded for each question and are based only on your
responses for that question. If you do NOT say it, it will not be
considered towards your interview score.

References
At the end of your interview, the Human Resource Officer will ask you
for 3 references, if you have not already provided them. One of these
references should be your current or most recent direct supervisor.
**If your references are not positive, you may not be considered for the
position.**
Reminder…..
• ask your references before you list them on your resume if they are
willing to provide you with a positive reference;
• make sure your references are available and that the contact
information you have for them is accurate; and
• make sure you let them know what the position is you are applying
on.

Debrief Opportunity
It is always disappointing to hear you didn’t get the job offer.
We encourage you to take the time to speak / meet with the Human
Resource Officer who ran the competition or for technical questions, the
hiring manager.
They can provide you with:
• feedback about how far you got in the process;
• suggestions to improve your resume;
• suggestions to improve when doing the assignment or interview; or
• even a mock interview.
The goal of those conversations is to help you do better next time.

Eligibility Lists
Keep in mind that the GNWT may make use of eligibility lists.
If you did screen in / pass, but were just not the top candidate, you
may receive a call about your interest if another, similar vacancy
comes up within 6 months.

Review
• Staffing Process
• Application of the Affirmative Action Policy
• Accommodation in the Staffing Process
• Resume and Cover Letter tips
• Preparing for Interviews and Assignments
• Obtaining feedback on your application
Still to cover
• Applying through eRecruit
• Other Employment Opportunities

Why you should apply online through
eRecruit?
Applying through eRecruit allows you to:
- View your Status within the competition at anytime on your “My
Applications” page.
- Receive notifications at critical points in the Competition.
- Upload additional documentation such as copies of your
education certificates, licenses, proof of affirmative action status.

Applying Online
You start the online application process by selecting the “Apply Now”
button on the Job Poster …
Complete directions for applying online can be found online at:
http://www.hr.gov.nt.ca/employment/info
If you are having difficulty with the online application, please:
• call the number noted in inquiries and and the HR Assistant can walk
you through the application; or
• send an email, with specifics, to HRHelpdesk@gov.nt.ca. Include your
cover letter and resume if it is near the closing date.

Tracking your Status…
You can confirm your Status on a Job Opening at any time, by logging
into your eRecruit Career’s page, choosing "My Career Tools" and
looking under “My Applications”.

Casual Employment Opportunities
Don’t forget about the opportunity to work with the GNWT in a casual
position.
The GNWT has an ongoing need to fill short-term employment
opportunities in a variety of different fields.
Casual employment is a great way to get your foot in the door and
gives you the opportunity to demonstrate and showcase your skills
and abilities.
Visit http://www.hr.gov.nt.ca/employment/casuals for more
information.

Other Employment Opportunities
The GNWT also has programs for post secondary students and
northern graduates of post secondary studies.
For information on these programs, please visit our Employment
Opportunities page
http://www.hr.gov.nt.ca/employment/

Thank you for taking the time to view
this presentation on How To Apply.
Questions?
Contact us at:
Human Resources Helpdesk
Phone: 1-867-678-6625 / 1-866-475-8162 (toll-free)
Email: HRHelpdesk@gov.nt.ca

How to apply on gnwt jobs

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