Foreign Service Exam Prep

Government/International Organization Resumés

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FAQs

The following questions and answers cover issues that have been raised most often over the 24 years our company has provided specialized test preparation and career coaching to clients across Canada, throughout the United States, and around the world. If you have a concern not dealt with below, please email us at info@foreignserviceexamprep.com, or call our office at 613.567.9229.

1.	How does your company know what the federal government is looking for on exams, at interviews and in other recruitment procedures, such as in-basket tests, statements of interest, resumes and cover letters? We have coached people for various government entry and promotion exercises for over twenty years – longer than many of those employed in government personnel operations. In terms of test preparation knowledge, we take government tests every year to stay current, and we update study materials accordingly. Our preparation for interviews, in-basket tests, statements of interest, and resumes/cover letters is based on four things: longstanding analysis of recruitment and promotion processes, consultations with government personnel staff and interviewers, over fifteen years experience designing and delivering behaviourally-based training programs independently and for an international consulting firm, and debriefings we conduct with clients following different recruitment and promotion exercises. Because of our perspective and research, we deliver study materials and explicit advice useful for almost all types of government hiring and promotions. Our personal coaching dispels the rumours and conjecture which surround government personnel procedures, and enables clients to excel against the competition.

2.	What is the federal government’s view of your organization’s programs? The government cannot ‘officially’ endorse, nor can staff publicly voice opinions on, an individual private-sector company. Because of this general policy, officials usually are neutral when questioned about us, or they simply suggest that people check us out themselves. However, literally hundreds of federal officials have referred clients to us on a personal basis over the years, including family members, neighbours, colleagues and other contacts. Politicians in all parties regularly refer constituents to us for assistance as well. Government officials who have recommended our services include three past Clerks of the Privy Council; current and former Deputy Ministers and Assistant Deputy Ministers from various departments, agencies and Crown corporations; present and past Heads of Canadian Missions abroad; and other executives and support staff in jobs throughout the federal government. Politicians who have sent us clients include two past Prime Ministers, current and former Cabinet Ministers, sitting and retired Members of Parliament, and several Senators. Testimonials by selected senior officials are included among the Client Comments on our website.

3.	Are advanced degrees, high marks—and in some cases—foreign language skills essential to be interviewed and hired by the federal government? No, although exceptions occur as specified in certain government position descriptions. Government hiring is based virtually exclusively on what are known as ‘competencies’, or selected skills and qualities, which are tested in exam and interview questions. Advanced degrees, marks, scholarships, languages and experience are not counted because they cannot be quantified by government examiners. The competency-testing approach, while often incomprehensible to highly qualified external applicants for government jobs, is consistent with internal methods used for evaluating and promoting government employees. Our strength is to help you use your background, bolstered by our study materials and personal coaching, to satisfy the competencies tested in the exams, interviews or other exercises required to obtain the government position you want.

4.	How have the tests and the academic criteria to apply for FS jobs changed recently? The government competition to recruit FS officers over the past 20-plus years has been marked by innumerable changes in testing and in the qualifications specified for candidates. Many of these changes seemed illogical and were extremely confusing to potential recruits. Changes to Foreign Service and Other Tests Between 1984 and 2005, the form of the Foreign Service exam changed six times, with four of the changes occurring from 1999 to 2005. Most surprising was that, after 1998, testing of candidates for the Foreign Service eliminated substantive questions about international affairs with the termination of the Foreign Service Knowledge Test (FSKT). Even in its last incarnation, the FSKT was weighted at only 10% of the cumulative score of the three tests (the FSKT, a writing test, and a cognitive test) used at that time. The crucial interview component of the FS entry process had eliminated substantive international affairs questions even earlier, in 1989. Changes to other tests involved in the overall FS entry process were puzzling as well. The writing element of the testing comprised an executive summary exercise for about twenty years. That was replaced after 2000 by a multiple-choice test which required no writing, but rather the selection of answers from options presented. Then, in the Spring, 2005 competition the summary exercise was reintroduced and the multiple-choice test dropped for FS candidates. The cognitive tests included in the process were also changed four times between 1984 and 2005. Adding to the general uncertainty about the FS entry process, recruitment was cancelled three times in twenty years and a lateral entry competition was held in 2000-2001 for advanced FS-1 and FS-2 positions. Details on all the variants in testing, and in academic criteria as summarized below, are provided in the attached chart. (Click here to download the chart.) *Academic Requirements for Candidates* Academic qualifications for candidates changed seven times over 20 years, going from and then back to a Bachelor’s degree in any discipline (1984-1992 and 1999-2005). From 1993 to 1998, academic requirements changed each year from Master’s degrees to designated Bachelor’s degrees, often with special languages demanded. The most astounding change occurred in 1994 when Political Science and International Relations degrees were not acceptable to enter the competition unless accompanied by certain foreign language abilities. In the Spring, 2005 competition the Bachelor’s minimum remained but each “stream”, or career path, added other variants, some academic and some experiential. Political/Economic candidates required two of four criteria: studies in Law, Public Admin, PoliSci/International Relations or Economics; work or study abroad; policy experience; or international organization experience. Trade candidates required one of three criteria: work or study abroad; experience related to business, economics, finance, law, engineering, science, technology, public admin, or international trade; or a language, either Hindi, Japanese, Korean, Mandarin or Russian. Immigration candidates required two of four criteria: academic work in migration, refugees, international development/globalisation, International or Canadian Studies; work or study abroad; immigration/refugee experience with government or an NGO; or leadership skills gained through experience. On the subject of language as a qualifying criterion, six different sets of language combinations have been used involving nine languages overall. Most frequent language requirements changes took place between 1993 and 1998, but another variant was incorporated in the Statement of Qualifications for Trade Officers only in the 2005 competition as noted already above. Perhaps most important, specialized language skills had for several years been tested once a candidate had performed well at the interview, to supplement the interview score. More recently, specialized language ability was still said to be “valued” by the government, but did not play a role in augmenting interview scores. *Conclusion* All these confusing changes in academic/linguistic qualifications and in the tests themselves make it difficult for Public Service Commission and even Foreign Affairs staff to give clear answers to inquiries. However, because we have followed FS recruitment as a business for over 20 years, we are able to provide informed and thorough advice on all aspects of the competition. The success of our clients in attaining FS jobs is testimony to our effective exam and interview prep information.

5.	Don’t I need to 'know someone' to get a position in the Foreign Service or in the other government job categories open in the annual Fall and Winter Post-Secondary Recruitment Campaigns? Absolutely not. The recruitment process for all types of entry-level officer jobs filled through the federal government’s annual campaigns is completely transparent. Attempts to influence selection rarely occur and never succeed. This is guaranteed by the government, and we have our own evidence to validate their claim.

6.	How long does it take to prepare for government exams, interviews or in-basket tests using your study materials and coaching? Government Exams Each person is different in terms of time needed to prepare properly for the tests now required. We recommend a minimum of 15 hours using the strategies in our Study Kit to learn how to take, and then practise on, all the tests. Depending on your results and concerns, you may benefit from redoing the tests in a few days, or discussing problems with someone who has looked over the Study Kit to help you. You can also book an Exam Tutoring session with us by telephone for further guidance. Government Interviews Because government interviews are not knowledge-based, you can prepare for them with us in a personal coaching session. Background materials designed expressly for government interviews are provided for review prior to the consultation, which takes place either by telephone or face-to-face depending on logistics. In-Basket Tests There are various types of government in-basket tests for which we deliver personal coaching. Before the consultation we send you background materials tailored to the specific in-basket test you are taking. The coaching can be held either by telephone or face-to face as location demands. Conclusion As to how far in advance you should prepare for particular government exams, interviews or in-basket tests, it’s up to you. Some of our clients like to prepare early to allow time to consider what the study materials or coaching covered; others prefer to wait until close to the critical day so that the advice provided in the kit or in a personal coaching session is fresh in their mind. In our view anywhere from 3 to 7 days between practice and the real event is adequate to use our advice to your greatest benefit.

7.	What other preparation is available to assist me in applying for federal government positions, or jobs with international agencies? No other counselling service in the world specializes in preparing clients personally for much-sought-after government and international opportunities. We can help you because we have worked in, and counselled candidates aspiring to, these types of jobs for over twenty years. We know exactly what is required of candidates by government and other institutional organizations with arcane personnel practices. Using this expertise, we work with you to craft your background and application material to give you a distinct advantage in highly competitive recruitment exercises. The Client Comments section on this website substantiates our international reputation for personal service and effectiveness.

8.	Why would I use a service outside the government to prepare for government job-entry or job-advancement competitions? Three straightforward reasons: i) we provide informed, objective advice based on longstanding experience with institutional hiring practices; ii) we deliver personal service that you do not get from the government’s generic websites, telephone voice systems, or junior staff who, when accessible, know little about the positions they discuss on the telephone or at public events; iii) we give you inside tips, which government materials and staff do not provide, to improve your performance on each step of the multi-faceted government recruitment process. Our sole purpose is to help you succeed. And our experience and reputation, covered in the Company Profile and Client Comments sections of this website, prove that we ably serve the interests and personal needs of individuals who come to us for help.

9.	How does your resume service differ from that of others in the business? Our service is distinct in four important ways from that of virtually all other providers of career guidance. First, our service is tailored personally to you and is delivered personally to you. It is not some generic lecture to a group, or theory derived from a book which you have to apply alone. Second, our help goes beyond your resume and involves several complementary elements: cover letter technique; selection, display and priming of references; creation of a convincing “sales pitch” useful in cold calls and interviews; and the unearthing of attributes from past experience to enhance your background. Third, we use language, text and format judiciously to elicit close review of your written material by employers. Fourth, unlike resume word processing outlets, peer-group services, psychological counsellors and placement consultants, we offer you over 20 years of multisectoral, high-level experience in career coaching which has served thousands of well-educated, ambitious clients around the world. (To view the Client Comments on the Resume/Job Search page, please click here.)

10.	What is your “success rate” in helping clients taking federal government exams, interviews and in-basket tests? Government Exams Overall, about 15% of candidates who take government exams reach the interview pool in job competitions. In contrast, about 40% of those who use our services advance to the interview stage. Government Interviews Typically, 15% to 18% of those interviewed for government positions get hired. On average, about 50% of the people we coach for an interview receive a job offer. Government In-Basket Tests Usually around 20% of candidates taking in-basket exercises attain a pass score. The success rate for clients we coach is above 70%. Conclusion Our “success rate” reflects the success of our clients in exams, interviews and in-basket tests for an array of job categories in federal departments and agencies. Many people simply “don’t know what they don’t know” about government hiring and advancement processes. We present clear, reliable information to bright candidates and show them how to use it to their advantage—with proven results.