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Foundations Of Workplace Success: Capabilities

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Discuss about the Foundations of Workplace Success for Capabilities.



In order to develop effective job search skills it is necessary to develop the appropriate skills and capabilities. It is needless to say that cover letters, resume and effective communication skills are necessary but relevant research regarding the strategies of job search can be considered as equally important (DuBrin, 2014). Preparing an effective resume will not lead towards an appropriate unless the technique of selecting the appropriate employer who will be interested in a particular set of skills are unknown. According to Brown (2015), there are three major factors which contribute largely in developing the job search skills.  These factors are stated one by one below,

  • At first it is mandatory to determine which job search strategy will be most suitable for the applicant. Whether the applicant should depend on energy online or an employment-assisting agency or focus on obtaining a job through proper networking channel (, 2017).
  • It is necessary for the applicant to make him or herself attractive to the employers. This skill can be portrayed through both written and verbal communication (Liu et al. 2014).
  • Learning the skills of performing in an interview is also necessary for a job search process. Being acquainted with the appropriate skills and developing, the strategies will certainly make it easier for the applicant to perform the job search process smoothly (Dummies, 2017).

On the other hand, author suggested a 6 step framework for effective job searching, as per this framework enhancing these 6 factors will certainly help the applicant to develop effective job search skills (Kochan et al. 2014). This 6 step framework is explained briefly below,

Effective Time Planning

It is quite likely that a huge number of people will rush at a job search opportunity and in most of the cases they also apply for job roles they are not interested much and the probability of selection of these people is also very low (Cheruvelil et al. 2014). Therefore going with the wind will certainly increase the probability of rejection as well as reduce the level of confidence. Similarly approaching the employment agencies which does not have a proper idea about what type of job the applicant is looking for will certainly side line the applicant (The Guardian., 2017). The third and most significant mistake that the applicants make is approaching to all of the best contacts when the candidate him or herself is not aware about how they will be able to help (Guan et al. 2014). Therefore, it is necessary to take time and think about the type of job that the candidate is looking for. The candidate should also focus on the level of confidence which will in turn help him or her to summarise his or her key strengths.


Acquiring Sufficient Knowledge

Before applying to a job one should always take into account a few factors which are, what opportunities the candidate is looking for, what job titles will be relevant for the applicant, what are the key skills of the applicant and the type of employers those attract the applicant and the underlying reason for being attracted (Kuhn and Mansour, 2014).

Acceptance of Rejection

In a buoyant market, also rejection is very common, in the present state of economy the applicant should always be prepared for rejection (Van Hooft et al. 2013). Therefore, it is necessary to maintain the level of confidence and cultivate resilience.

Substantiation of Statements

It is necessary to collect and list the raw materials before drafting a resume or stating something in an interview. The data will incorporate an unfiltered list of what the candidate has done so far (Mazzotti et al., 2014). It is also important to review every part of the experience gathered which may seem to be an experience. This may include, part time, temporary and unpaid posts held by the candidate. Listing of each and every skill that the candidates possess and the experience gathered by the applicant should also be mentioned (Eckard et al. 2014).

Three main Factors

The personnel, who are in charge of interviewing, mainly focus on the three factors of an applicant. These are personality, ability and experience and it is a matter of fact that a person possesses significant control over these factors (Benson et al., 2014). Hence the applicants should sincerely consider these factors (Hansen and Hansen, 2010).

Research before Job Search

Effective research is necessary before applying to a job. This will certainly enable the applicant to develop a knowhow about what will press the buttons of the employers and the resume will be selected (Bedwell et al. 2014).


Reference List

Bedwell, W.L., Fiore, S.M. and Salas, E., 2014. Developing the future workforce: An approach for integrating interpersonal skills into the MBA classroom. Academy of Management Learning & Education, 13(2), pp.171-186.

Benson, V., Morgan, S. and Filippaios, F., 2014. Social career management: Social media and employability skills gap. Computers in Human Behavior, 30, pp.519-525.

Brown, D., 2015. Career information, career counseling and career development. Pearson. 2017. The 10 step job search plan. [online] Available at: [Accessed 14 May 2017].

Cheruvelil, K.S., Soranno, P.A., Weathers, K.C., Hanson, P.C., Goring, S.J., Filstrup, C.T. and Read, E.K., 2014. Creating and maintaining high?performing collaborative research teams: the importance of diversity and interpersonal skills. Frontiers in Ecology and the Environment, 12(1), pp.31-38.

DuBrin, A.J., 2014. Human relations: Interpersonal job-oriented skills. Pearson Higher Ed.

Dummies. 2017. Keys to Successful Job Hunting - dummies. [online] Available at: [Accessed 14 May 2017].

Eckard, M., Rosener, A. and Scripps-Hoekstra, L., 2014. Factors that increase the probability of a successful academic library job search. The Journal of Academic Librarianship, 40(2), pp.107-115.

Guan, Y., Guo, Y., Bond, M.H., Cai, Z., Zhou, X., Xu, J., Zhu, F., Wang, Z., Fu, R., Liu, S. and Wang, Y., 2014. New job market entrants' future work self, career adaptability and job search outcomes: Examining mediating and moderating models. Journal of Vocational Behavior, 85(1), pp.136-145.

Hansen, R.S. and Hansen, K., 2010. What do employers really want? Top skills and values employers seek from job-seekers. Quintessential Careers.

Kochan, F.K., Spencer, W.A. and Mathews, J.G., 2014.Gender-based perceptions of the challenges, changes, and essential skills of the principalship. JslVol 10-N4, 10, p.290.

Kuhn, P. and Mansour, H., 2014. Is Internet job search still ineffective?. The Economic Journal, 124(581), pp.1213-1233.

Liu, S., Huang, J.L. and Wang, M., 2014. Effectiveness of job search interventions: A meta-analytic review. Psychological bulletin, 140(4), p.1009.

Mazzotti, V.L., Test, D.W. and Mustian, A.L., 2014. Secondary transition evidence-based practices and predictors: Implications for policymakers. Journal of Disability Policy Studies, 25(1), pp.5-18.

The Guardian. 2017. A 10-step guide to effective job hunting. [online] Available at: [Accessed 14 May 2017].

Van Hooft, E.A., Wanberg, C.R. and Van Hoye, G., 2013. Moving beyond job search quantity: Towards a conceptualization and self-regulatory framework of job search quality. Organizational Psychology Review, 3(1), pp.3-40.


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