RECRUITMENT IN MTL
EXTERNAL JOB ADVERTISEMENTS AND APPLICATIONS
Thank you for considering a career with Malawi Telecommunications Limited.MTL stands on pillars of Core Values which are Customer Focus, Continuous Improvement, Management by Example,Teamwork and Empowerment, Professional Standards and Highly Ethical. If you believe in these Core Values then this is your time to join us. This guide provides you with information about selection processes in MTLand helpful hints for you if you wish to apply for a position advertised.
MTL is a transparent company and in line with its Core Values, wants to ensure that candidates understand what is happening throughout the selection process. This guide has been designed for this purpose.
The Merit Principle
Selection in MTL is based purely on merit. This means that competitive selection processes are used to assess candidates’ suitability for a position. This in two stages, firstly by evaluating candidates’ Curriculum Vitae against the requirements of the position applied for and secondly through an interview with those shortlisted for interview.
The Application Process
To apply for a position in MTL you must submit your application via MTL’s online recruitment system. A separate email address is provided for each vacancy, so make sure you select the right one! MTL only accepts applications through its online system which helps it to ensure that there is a transparent and fair recruitment process.
MTL is a non-discriminatory, equal opportunity employer and welcomes applications from disabled as well as able candidates. Candidates may wish to specify any special requirements they have in relation to the selection process, for example, mobility assistance, visual aids, or signing for hearing impaired candidates.
The Selection Process
CV Evaluation Committee
All CVs submitted by the closing date are evaluated. This is done by a CV Evaluation Committee who decide on the criteria to be used for evaluation before any CVs are looked at. The “CV Evaluation Criteria” are the most important requirements that a person must satisfy if they are to do the job successfully.
Once all the CVS have been evaluated, a short list is drawn up of those to be asked to attend an interview – the short list.It is important therefore that you construct your CV in a way that it will be noticed.
Depending on the number of CVs submitted the shortlist could be as short as two or as long as ten, but generally will be 4-6.
Please bear in mind that your CV will only get you to the interview, it will not get you the job!
Before interviewing those on the short list, the Interview Panel will decide on the “Interview Selection Criteria”. The CVs of the shortlisted candidates have already been seen and evaluated, so the “Interview Selection Criteria” are different from the “CV Evaluation Criteria”. The Interview Panel will evaluate the suitability of the candidates for the job, not the qualifications and experience – this has already been done at the CV Evaluation Stage.
The “Interview Selection Criteria”seek to evaluate personality, to confirm the experience and achievements stated in the CV and to assess the candidate’s ability to fit in with the people they will be working with in the job.
Each interviewee’s performance during the interview is compared against the “Interview Selection Criteria”. Once the interviews have been completed, the Interview Panel discusses the interviewees’ scores and performances and recommends the successful candidate.
What does this mean for you?
What this means is, if you are to succeed in being selected for the short list and, once on the short list being selected for the job, you need to show yourself in the best possible light, both in your CV and during the interview. Essentially you need to sell yourself.
1.1. A summary of the most important points you want to bring to the attention of the CV Evaluation Committee. This is likely to include
1.1.1. Specific achievements
1.1.2. Personal attributes you wish to stress (such as leadership skills, team player, ability to meet tight deadlines, attention to detail) which are relevant to the position you are applying for
1.1.3. Where you see your career or job progression going.
1.2. Your employment history, showing the jobs and positions you have occupied.
1.2.1. You should mention key achievements against each job (e.g. “improved fault rectification time from an average of 4 hours to an average of 90 minutes”).
1.2.2. You should “dimension” the job (e.g. “responsible for 50,000 customers generating MK2.5m annual revenue and 5 staff”).
1.2.3. This should be presented in reverse chronological order – latest job first
1.3. Your academic achievements
1.3.1. List your qualifications, with grades if good
1.3.2. List courses attended, if relevant to the job you are applying for.
1.4. Any personal details that are relevant or that you wish to be taken into account.
2.1. Your CV gets you to the interview, it does not get you the job!
2.2. A brief, crisp CV will retain the Evaluation Committee’s interest. A long, badly constructed CV will not, and may result in a poor evaluation because your strengths and your suitability for the job are not readily apparent.
2.3. Remember you are competing against other applicants – you must persuade the Evaluation Committee you should be on the short list for interview.
3.1. This gives you the opportunity to draw the attention of the CV Evaluation Committee to a couple of key points in your CV that are relevant to the job you are applying for.
1.1. Understand the contents of the job:
1.1.1. Read the Job Advertisement thoroughly and understand it.
1.1.2. Brief yourself: if you know someone who is in a similar job, ask them what is involved in doing the job well; what are the key points that you are likely to need to address; what changes they would make to be more efficient or do the job better.
1.1.3. The better you are informed about the job, the better you will perform in the interview.
1.1.4. Think of some questions that you can ask that demonstrate you have thought about the job and how you would approach it.
2.1. Demonstrate that you are the person for the job.
2.2. Take the interview seriously.
2.3. Dress appropriately.
2.4. Relax, but be sharp!
2.5. Remember that the Interview Panel wants you to do well at the interview; you have already been shortlisted and the Panel wants to make sure they select the best person for the job. Sometimes questions may seem hostile but they are not; the Panel asks questions to enable them to make the correct decision – help them!
2.6. Answer questions honestly – if you don’t know the answer, say so; if you don’t understand the question ask for it to be repeated.
2.7. Answer questions concisely.
2.8. Show that you WANT the job – engage with the Interview Panel, ask your own questions.
And please remember that this is a competitive process. There will be other applicants for the job and, if you are not successful in any particular application it does not mean that you have failed. What it does mean is that out of the applicants for the job another applicant fitted the requirements better or performed better at the interview at that particular time.
There is a lot of information on the internet about CV writing and interview techniques. You are encouraged to do your own research as part of your preparation.
“We are an equal opportunity Employer”