We believe we are different because of our roots. When Core Point was being formed we concentrated on an innovative business model. At that point we committed to ‘our people’. On the surface it could be said that our customers are simply those organisations who engage us to provide a core ‘solution’ or to procure resources for them (long-term, short-term or permanent). They pay the business for the service. In our business ‘the people’, those resources (you), are also our ‘clients’, our ‘customers’, our ‘partners’. This means that we have a strategy for finding, interesting & keeping you! This means that we are with you for the long term. We hope to plant you in the soil of our garden and nurture you while you grow. When you grow, our partners grow and we grow.

We recognise that the world is changing. It’s hard to keep up. But as we learn more, we will send it out to you. As we learn new strategies, new methodologies, new techniques and new tools, we’ll pass it all on to you. We’ll listen to you.
What do you want to know?
How can we help?

It’s all there in our ‘Strategic Talent Plan’, our innovative organic plan for attracting and retaining ‘excellent’ people and becoming an employer of choice. While this is a confidential document and contains many of the secrets that make us successful, as an employee or contractor you will find out what it’s all about. It will be unfolding before you on a daily basis.

‘Service Catalog’
The Contractor Service Catalog is the means by which you choose what’s important to you. This might change with time, but when you do, we make it happen. From bronze to platinum levels of support you can customise how much involvement you want to have. We do this to support your work/life balance and your personal and professional development all the way to ensuring you have access to the best information to assist with wealth and estate planning. It’s all about choices.

We partner with some of the industries best to ensure that you receive great support and up to the minute information and advice.
 

Register now and find out how we can start you on the journey.

A lot of consultants assist their people with tips online for getting that next job. We’re no different. We’ll keep you up to date with latest trends in resumes, interviewing techniques, selection criteria and cover letter content and self-marketing techniques. But at Core Point we go a step further. We provide specific targeted mentoring & assistance on each role to really help you win that job. When you are successful and progressive, so are we. If you put down your roots in our ‘patch’ we’ll make sure you get everything you need to ‘sustain’ your continued growth. The next storm of change won’t catch you unawares.

In keeping with everything else we do, we want to hear your experiences. We want to know what you need to know in order to grow this season. Tell us so we can help you.

What is the next important move in your career journey? Have you ever thought of getting a career counsellor to assist you with deciding your next move, before you make it? What point are you at? Do you need training? Do you need experience? Is it time to make a career change? Is the next move you make a leap of faith or simply another step in your plan?

Call us for a confidential chat or to make an appointment with one of our career counsellors.

The future, will always present some challenges. Applying for the ‘place’ of your dreams will become increasingly more competitive. Why not prepare now. Ensure that your application stands out among the others. Here are some simple tips, (surprisingly often overlooked):

• Clearly make reference to the job ad reference/id number
• Check your spelling, grammar, punctuation & use of appropriate ‘case’
• Don’t use slang or ‘sms/chat’ jargon
• Do a tailored letter for each job application
• Be professional
• Try to keep your cover letter to one page
• Briefly summarise your claims to the position (including experience) using the language they have used in their advertisement (powerful subconscious motivator). Make sure you can back it up though.

   

Click here to view some sample cover letters.

Along with the cover letter you need to send your resume or CV. Read the advertisement carefully. Don’t just use the same resume – think ahead – have several resumes.
You should have a ‘career history’ resume that ‘logs’ your experience as you go. This should sit on the desktop of your computer or somewhere just as convenient, and should be updated regularly. This is an organic document. Add to it every time you are tasked with a new responsibility, accountability or have a significant achievement. You would be surprised how quickly you can forget some significant achievements that should be on your resume.

Think about your chosen discipline. Is it project management for example? Go through the exercise once to make a table of every project process and every task associated with that process. Then note against each position which of the project processes you actually employed during that role. What ‘artefacts’ did you bequeath to the organisation? Are they still using any of them today?

Click here to view some sample resumes.

If you have had good career counselling or advice you may decide that your ideal role may be with a particular organisation. Should you just wait and hope that they will advertise your ideal role? Not likely that they will. But how will they know you exist if someone doesn’t let them know. What can you do?

• Find a reputable consultancy or recruitment professional who partners with that organisation and ask them to market you to that organisation. A good consultancy will be willing to approach the organisation even if they don’t have a current partnership, if you can convince them that you are a good cultural and qualified ‘fit’. This involves work on your part.
• Be prepared to apply for a lesser role within the desired organisation to ‘get in the door’. After that it’s up to you to make your ideal job happen.

   

Click here to see some tips on how to self-market effectively.

Here are some general tips and information on addressing Selection Criteria. Remember that each organisation is different. Some require a page or more per criteria, others just a short paragraph or two. How do you find out? Ask!

Talk to the contact for the position information or talk to your recruitment consultant. Listen to what they say. If they don’t know, get them to ask for you. If an organisation is using Selection Criteria in their selection process they are usually serious about using it in the short listing process. If you do get an interview, they will still be used in the overall selection process and usually have a weighting assigned to each one. Find out what that weighting is.

Click here to learn more and to view some sample Selection Criteria.