To put it more clearly- Having a localised (westernised) nick-name for business works. Names and meanings go hand in hand. I didn’t invent this. This has always happened in every global society. It isn’t a question of discrimination or racism, but the truth is, if you intend to work within a particular society, then you need to adopt a localised nick-name to be more accepted within the local culture. We have seen it with every new cultural group that has immigrated from one land to another and how over time their acceptance of local culture has been adopted by the eventual names they have chosen for their future children.

This is certainly true for jobseekers that have chosen to immigrate to a new country. The first decision to consider should be to find a new nick-name you would prefer local citizens to call you by. You should choose a localised name you like before one is given to you (accidentally or deliberately).

When speaking to recruiters and employers they have advised me that having a first name they can correctly pronounce is as important as choosing a first name that they are familiar with. From a customer service perspective, this becomes more apparent, as employers want their employees to be seen as both business and cultural experts when interacting with local customers.

 A name is a powerful statement. Period.

 In my own experiences when career counselling clients, I have found that “localising” their names made a difference by-

•  Increasing the number of phones calls they received
• Allowing for greater connection / rapport with local employers and recruiters
• Opening up new job opportunities in professional roles
• Building greater confidence from those around them that they had made successful efforts to assimilate

Whether this is a fortunate or unfortunate reality isn’t the debate here. What I am pointing out is, simply, a solution to get the right attention form local employers and recruiters. Having a localised name gets results.

I had a recent client who for the first 3 months of our relationship refused to take my advice in changing his first name from ‘Hardeep’ to ‘Harry.’ My reasons for changing his name was to ensure local employers could better relate to him as a Production Engineer. Hardeep believed that, because he had worked for European and American brand enterprises back in his home country, this meant he didn’t needed to ‘compromise.’ This was on top of the fact he had no local industry experience, so my work with him proved doubly difficult. I tried to explain to him that having a localised name allowed for greater acceptance, as he was the one who chose to come here, so it was up to him to accept the culture and take this necessary step to demonstrate he had taken conscious steps to successfully assimilate into local society.

The change only came after I had his brother in law, Anoop come and see me. Anoop was introduced to me by Hardeep, and was much younger than him. From the very start he was open minded to my ideas, as his number one priority was to get a job as a Graduate IT Helpdesk Officer. He had very good international experience, but, like his brother in law, had no local industry experience.

When I made the suggestion to Anoop to adopt a localised nick-name, he already had one in mind- ‘Andrew.’ So from that point, we practised using ‘Andrew’ in all our interactions and I coached him in all the same areas I had done so with Hardeep. Unlike Hardeep, Anoop made a conscientious effort to be open minded about my pre-employment advice.

All his coverletters, his résumés, his mobile phone voicemail message, his email address, his LinkedIn profile and his online applications were consistent with our strategy to refer to him as ‘Andrew.’ Within a week, he got 2 interview calls. Then within 4 weeks, he had 2 face to face interviews with employers. Finally within 7 weeks, he finally scored a job in his field. All this without local industry experience!

How was this possible? It was all possible, because Anoop understood that he needed to assimilate into the local culture and that the most explicit and most powerful statement he could make that he had successfully done so was by adopting a localised name for business.

As soon as Anoop announced to all his family and friends here and abroad he had got a job, I received a phone call from Hardeep. He was apologetic that he had not taken my advice sooner and that a lot of the frustration he was now experiencing could have been avoided. By this time, Hardeep was ready to take my advice on adopting the name ‘Harry,’ which resulted in him getting a job in 3 weeks!

My end game when I approach any conversation with a new client is to help them get a job. Period. If this means suggesting a name change, then it is all about achieving a positive outcome. My advice to those taking note of this article is to think about the following points:

1. Choose a nick-name that is similar to your own name, in regards to the first letter of your name or a direct translation (from one’s language into English). For example: Saviz=Sam; Anushka=Ana; Fahad=Frank; Pradeep=Peter; Esteban=Steve,  Michel=Michael. Try not to use names that are too unique. For example, I would not use Neo, Oprah, Elvis or Jesus as a name. As much I am very respectful of the meanings of these names, to modern western societies they are not names that would generate a positive reaction. A big part of “successful assimilation” into local society is to acquire a real perspective / appreciation of the humour and banter behind the local language. These specific names will only draw a negative reaction based on local cultural humour.
2. If you are from a country where it is normal to have multiple first names and multiple family names, then please just settle on one first name (nick-name) and one family name. That is it. In most western countries, this is the accepted culture. This is the name combination you will use in all your applications.
3. The localised first name you choose needs to be a name you need to be comfortable with using for the rest of your working life in your new chosen country of residence. It will be on your business card, email, work badge, etc. So it is critical to find a name that you intend to stick with.
4. It is important that your “voicemail” message on your mobile phone introduces you as your new nick-name. The last thing you want is for recruiters or employers to be confused when they call you and get the wrong impression when they hear your voicemail message. Whilst your friends might not like it, the critical point to make here is unless your friends are going to offer you a job, then they have no say in this strategy!
5. It is important all your local and international referees are made aware of the new name you intend to use for the local job market. It is imperative should they receive a call to conduct a reference / referee check they acknowledge you by your new nick-name / localised name. There must be a consistency applied throughout the entire recruitment process.
6. It is important you create a new email address that is consistent with your new name. Most businesses use Microsoft Outlook as their default email system. This means your full name as well as your email address will be visible in all your emails to employers and recruiters. For example, if my name was Harsha Singh and I changed it to Harry Singh, then I need to create an email, which is reflective of my new nickname- harry.singh@gmail.com. Another point to make, is to ensure you use English letter characters when creating your new email profile / address.
7. It is important ensure your LinkedIn account is consistent with your new name. So if we use the example of Harsha again, then the new profile name should read either ‘Harry Harsh Singh’ or just ‘Harry Singh.’ You also need to change the URL setting to customise it. You can edit this to ensure maximum recognition of your new unique profile name. Local employers and recruiters will use LinkedIn to authenticate your experience and at the same time research your profile. Their acceptance of you is also dependent on their view that you can fit into the culture of the local business.

In summary, a localised name is an explicit statement about your intentions within the local job market. It is also symbolic of your successful assimilation into the local culture. History has shown how many business leaders from diverse backgrounds have travelled over oceans to start new lives in foreign countries, where they eventually built their own empires. Their success to rise above local stereotypes of their culture was made easier by their decision to alter their names to suit the local market. Thus, while it isn’t compulsory you do so, there is enough evidence to suggest how being called ‘Harry’ and not ‘Hardeep’ in the local job market can make a positive difference in your career journey.

The end game is simple: Stand-out résumé = interview. Period. Any country, any industry, any language, any culture! I have 10, 000 plus reasons (and counting) why it will work. My client, recruiter and employer contacts can attest to it.

Everything starts off with a well-presented résumé. If your aspiration matters to you, then the following 5 tips are the game-changers you need to get the right attention. A game-changing résumé should:

1.Be purpose built. You cannot have just one résumé and expect it to be like the “Lord of the Rings”- one résumé to rule them all! No way. In fact you need to ensure you create different versions of yourself by designing and customising a résumé that is specific to each direction, level and type of role you want to apply for. For example, if you are an accounting professional, you will need a different résumé where you are seen as a “specialist” and not a “generalist”- so a résumé for financial accounting, management accounting, accounts payable, accounts relievable, finance officer, bookkeeper, administrator may be needed to ensure you meet the specific criteria and level of each type of job vacancy.

2.Be achievement based. This means “quantifying” all your responsibilities with numbers. This is a philosophy I have developed over the last 10 years writing résumés for clients. Not every one has identifiable or explicit achievements. However, every one can write down the number of things they performed, the targets they achieved, or the time they efficiently saved to perform key tasks in their “Responsibilities Section.” Adding numbers, percentages, dollars, sizes of teams, scope of projects, scope of tasks, defines the depth / volume of a candidate’s ability to deal with pressure- especially in comparison to other candidate résumé profiles. Whether the reader is a recruiter, the receptionist or the CEO- everyone understands numbers. Period. When I talk about this to new clients there is an epiphany they experience- the look on their face is priceless, as no one, had ever talked about this before to them, but they instantly see the benefit of doing it. Quantify every responsibility and you will make it easy for audiences to immediately understand your value.

 3. Have an online LinkedIn profile. At the very start of a résumé, in your personal details section, under your e-mail address, there should be another line that says “LinkedIn Profile”. This is where you list your LinkedIn address. In today’s job market, it is now inevitable that all jobseekers need to have a LinkedIn profile to guarantee you are seen as authentic. LinkedIn is public and can be viewed by everyone. Social media is driving how referee checks are being conducted. The endorsements and recommendations you receive will propel your standing in the job market and enhance your credibility as a genuine contender. Even if you are long term unemployed, or a parent returning to work, a LinkedIn profile is necessary in today’s job market, as you exist in the public sphere. Furthermore, it makes it easy for employers and recruiters to find you and verify your existence. I know many recruiters who refuse to consider candidates unless they have a LinkedIn profile. They use it as an authentication tool to ensure short-listed candidates possess immediate and recognisable integrity. Quite simply, you are not real without a LinkedIn profile.

 4. Have skills ranked- basic, intermediate or advanced. That’s it. All these different / fancy adjectives used to describe, distort, manipulate, hide your true skill level should be stopped. Proficient? Adept? Hands-On? Demonstrated? Good? It all needs to stop. I am imploring you to practise the KISS methodology-Keep. It. Simple. Stupid.  Basic means beginner- you need training, but can learn it; Intermediate means you have used it before or currently use it now as an end-user; Advanced means you are a genius and that you either are “administrator” or “trainer” level.  Tabulating your skills on your résumé and ranking each one makes it easier for your audience to not only read your résumé, but also quickly process and assess you against other candidates. At the same time, it saves reading chunks of paragraphs by simplifying things under tabulated categories such as: Technology / Computer Skills; Back Office Skills; Frontline Skills; Technical Skills. Simple. Effective. Straight to the point.

 5. Use language appropriate to the specific role. There is no point telling readers you can do everything when this isn’t what they want. The market today is a buyer’s market. Employers and recruiters are specific about what they want. Every vacancy has a set selection criteria. This means you need to only mention things that are appropriate to the criteria. The first priority is to use the exact language, terminologies, descriptions used in the position description and vacancy advertisement. Period. This isn’t plagiarism. This is about being seen as a candidate who speaks “the employer’s language.” Remove things from your list of responsibilities that obstruct readers from seeing you as a “specialist” in the advertisement’s vacant position. For example, if you are an accountant and are applying for a bookkeeping role (lower level), then it isn’t appropriate to mention things that are outside of what a bookkeeper can do. Plus, by ranking things outside the criteria, you open yourself up to being scrutinised as being over-qualified. Furthermore, there is a big difference between saying, “I led teams” versus “I supported teams.” Thus, the language you use dictates how your skills and experience will be judged “at the right level” against the criteria.

Overall, the intent of these tips is to encourage people to be as factual as possible in their résumés.  By implementing these tips you are ensuring that when it comes time to have an interview, you already have presented tangible facts that speeds up the recruitment process and puts you at the front of the line. Therefore the foundation of these 5 game changing tips is simple: if you intend to be in the game, then change how you play the game, so you can end up with a different result= a job offer.

The application process for these types of job advertisements will require not only an accompanying coverletter and résumé, but will also require a separate document that lists candidate responses to the KSC. This usually requires multiple pages of documents and more effort in thinking about how one specifically meets the set criteria. If a candidate is not an expert in preparing KSC responses, then asking for professional help, or staying in for the next few nights to get them right becomes a necessity.

Now before jobseekers go rushing off spending their entire weekends preparing all these documents, I wanted to share some observations. I have discovered common themes and frustrations with KSC requirements. At the same time, I have listed solutions to prevent jobseekers from wasting their time and effort:

1. There is a high incidence of “fake” jobs. I have found that many vacancies have “internal candidates” also applying for the job. This means when the vacancy is advertised publicly, then to most of us, we think it’s an equal playing field, when it really isn’t. Why are these jobs advertised in the first place, most people ask? It is extremely frustrating. From a HR perspective it is political correctness and equality laws going too far! When candidates request my assistance to write a KSC response sheet, the first thing I ask them is whether they have called the manager/ officer in charge of the vacancy (usually found at the bottom of advertisement) to ask them if the job is real. I ask them to call the organisation and ask if there is someone already “acting in the job” or if there are “internal candidates” also applying. If there are, I tell my clients to not bother applying. Now to many people this may be a defeatist attitude, however, I’m a realist. I’ve worked in organisations, where 99 times out of 100, the internally-referred candidate gets the job. Period. So the lesson here is plain and simple. Check first by calling before wasting time preparing documents for nothing.

2. KSC responses differ from organisation to organisation. When I consult with candidates, I also ask them if they have checked about what format is required for the responses. I ask them to call and get back to me. I don’t proceed with anything, unless they find this out as this could mean, once again, misguided effort. The 3 most common formats are:

• The STAR System (Situation+Task+Action+Result)- candidates need to give a specific historical example, which demonstrates factual evidence to each criterion. This is most common with universities and government organisations.
• The Summary System- candidates need to address all the criteria in a summarised format within a single page, making references that cover all criteria. Some federal government departments and corporate organisations use this format. This system can also be applied within the coverletter. The actual advertisement will point out that “only applicants that have addressed the criteria” will be considered. So addressing the criteria within the coverletter is necessary.
• The Overview System- candidates need to write “overview points” to each criterion listed. It could include specific or general examples that give a continuous / holistic overview of experience gained from a variety of jobs and not just one job. It means that under each criterion, there could be several short dot points / sentences that highlight a “history” of demonstrated experience.

Quite explicitly, it is easy to see how frustrating it can be to write responses to KSC. Personally, I’ve had candidates whom I have assisted miss out on job interviews, because they were specifically told by employers they responded to the KSC in the wrong format, which is really a terrible excuse. In this case, I think there is too much emphasis on the technicality of KSC responses within the recruitment process where high-calibre candidates have missed out due to misjudging the process. Damn shame!

3. Some jobs clearly have unrealistic expectations. I’ve been assisting candidates for many years and have discovered that some jobs are just plain ridiculous in what they ask for. I’ve read advertisements where rather than asking for just experience they have been specific about the number of years. Some have asked for experience using unique software that can only be found within the set environment, so as an outsider one pretty much doesn’t have any chance getting in. Some have asked for experience in processes or systems within a unique environment, which to most candidates, means an explicit no, despite clear, transferable and highly-regarded credentials. I often think that these advertisements and criteria have been created, because the employer already has someone in mind. They have manipulated the recruitment process to minimise the possible competition in a supposed open and equal playing field. Fair? Definitely no! However, how will we ever find out? In such situations where advertisements and selection criteria are clearly biased, I tell my clients not to bother. Or if they are persistent, then I want them to make verbal contact with the recruiting officer, to ensure some verbal guarantee the job isn’t fake or rigged.

Every jobseeker knows the amount of effort that goes into preparing KSC responses. The effort can prove to be aimless and misguided if the proper due diligence is not performed. The public perception of alleged bias, unrealistic expectations and perceived snobbery in processes, is indicative of recruitment processes gone mad.

If employers really want to simplify recruitment processes and regain public trust and confidence in their brand, then they need to use private recruitment companies. Period. Private recruitment companies exist for the very reason of maintaining integrity in all aspects of the recruitment process. They don’t need over-complicated KSC to judge and assess the right candidates. There is a recruitment company for every industry out there. So HR departments or business managers really don’t have any excuse not to use the services of an external recruitment agency.

On a final note, the “jobs for mates” assessment that surrounds many institutional and governmental jobs won’t go away until there is an explicit and transparent shift in how KSC is used to identify and select suitable talent. However, until that happens, or more organisations decide to use external recruitment agencies, then the responsibility lies with candidates properly addressing KSC. Therefore, the lessons learned from the home truths about KSC, can only serve as a positive motivational tool for jobseekers to how being accountable can ensure every piece of effort counts.

1. Currently unemployed people- this includes experienced professionals and graduates who are living off their savings until they get a new gig, currently on welfare payments, or holding down casual survival employment
2. Transitional people- recently unemployed experienced professionals (includes retrenched) and graduates who are new to unemployment (includes students who have just graduated from courses and early school leavers)
3. Newly arrived migrants- recently graduated from a local institution, and migrants who have come here from professional backgrounds overseas (the assumption is they are not working in their preferred fields in the local market)
4. Returning to work people- carers and parents returning to workforce (have had period of “unemployment” as they have cared for others)

These jobseekers face significant hurdles in trying to bridge gaps, validate experience and verify authenticity of employment. Common questions asked by recruiters include:

• What have you been doing in the meantime whilst looking for work?
• How have you kept your skills up-to-date?
• Besides your qualifications, why do you think you are suitable for this new job?
• What were you doing between this period of time?
• Why are you applying for this lower-end job when you have a lot of experience?
• Tell me about your current experience in relation to this new job?
• Tell me about your local experience?
• What did you do after you graduated?
• Who are your referees that can vouch for the required skills?
• Do you know how to use this particular software?

My solution is for jobseekers to consider undertaking a voluntary work placement / professional internship, whilst they look for preferred career employment.

Voluntary work may not be for everyone. For some, it is impossible. I appreciate that some internships allow you to get paid, but let’s assume you won’t, so we are all on the same page. I am proposing unpaid, voluntary work. I am proposing that for the groups mentioned above, it is a viable solution that should be considered immediately to enhance employability.

Here are my ABCs of volunteer work and internships and my reasons:

• Advocacy: In today’s market, having current “local” professional referees make an explicit difference. They act as “guarantors” that you are who you say you are. Period. Credible local industry professionals willing to put their reputation on the line for you matter and should be on your résumé. Having referees from current experience can help leverage your appeal- it’s not what you know, but whom you know.
• Bridges: Fixing gaps in unemployment or work skills are an issue for many jobseekers. A voluntary work placement / internship can fix this. Critically, your current or most recent job, despite being voluntary, carries the most weight with employers and recruiters, who want as many guarantees from you to mitigate the risks in choosing you.
• Currency:  Today, voluntary work is as good as paid employment as it shows you are willing to work hard to maintain skills and experience that are “current.” The thinking behind this focuses on employers choosing candidates who don’t require a lot of investment- including training, education and induction. It is too much of a risk to choose someone who doesn’t know about key software, processes or pressures.

There are many benefits to completing a voluntary work placement / internship including:

• Improving localised language, communication and interpersonal skills
• Acquiring exposure to a specific workplace culture
• Developing strong teamwork skills balanced with the exercise of individual responsibility
• Gaining real hands-on, current experience within a local industry
• Putting to practice knowledge learned from an acquired qualification
• Gaining an opportunity to practice a passion or interest
• Acquiring exposure to specific industry practices, processes, softwares and systems
• Acquiring exposure to unique pressures and expectations within a specific environment
• Gaining credible professional referees
• Building specific industry contacts and networks

The pay-off is explicit. However, it comes down to how necessary you think it is to make this supposed sacrifice. People who think it is wrong to do work for free need a reality check. The negative questions conjured up about voluntary work shouldn’t be about morality. It should be about sustainable pathways to success. In today’s highly competitive market, voluntary work has explicit benefits for all consenting parties involved.

I have many clients who work two or three jobs. They are doing voluntary work in their preferred career areas, whilst doing something else completely unrelated and possibly menial just to survive. Many do not receive welfare support.

These clients understand the end pay-off, despite the initial trade-off. They understand having a degree doesn’t make them unique. They understand local and current referees matter. They understand the questions being asked in interviews. Consequently, they value how their immediate investment in voluntary work is a reliable pathway to success.

I personally have had great success with clients that have completed voluntary work placements / internships. Of the hundreds of clients I have helped organise voluntary internships for- one hundred per cent of them have found career employment. Organising voluntary internships is a service I offer through my company, Career Insight.

My recruiter contacts are very thankful for my intervention in helping get “nearly-there” candidates over the line and to a point where they are marketable.

In some cases, the employers that originally granted them to do voluntary work within their organisations hired them into paid employment, once positions became available. They were considered “internal” candidates for advertised vacancies, which made them the front-runners for jobs. A win-win-win for all parties concerned.

Overall, voluntary work placements / Internships are not a long-term solution, but are an immediate, short-term solution, where there are also benefits for employers, as they are getting an extra set of hands to undertake specific tasks important to the business.

I don’t believe what Tony Abbott says that unemployed people can’t be choosers. That is wrong. As a career counsellor that goes against everything I stand for.

Hence, I believe if you are truly passionate about a particular line of work, then you need to do things to be relevant and stay relevant; you need to make sacrifices that are short-term, but have a long-term effect; and most importantly, you need to be willing to act on your career aspirations and not just talk about them.