1. Maneuvering the Maze of Employment at Mayo Clinic
Connie Carlin
Human Resources
Mayo Clinic CP

2. Agenda Application System Tips for Applying Job Options
Good Things to Know
Interviewing Process
Question & Answer

3. Mayo-Rochester Application System
Rochester jobs are posted at:

5. Application System New applicant tracking system January 1, 2011
Contact staffing specialist for questions re: job specific questions
For more technical questions call the Employee Service Center at

6. Job Search Tips www.mayo-clinic-jobs.com Automated email job alerts
Search criteria using:
Keyword search, Job posting #, Date, or Free text
Category Search

7. Mayo Clinic Rochester Job Posting
Posting #, title, overview, qualifications, posting dates, salary, contact
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8. Mayo Health System Application System
Health System jobs are posted at:

12. Application System at Mayo Health System sites
Questions about MHS positions, contact Site Recruiter

13. Tips for Applying
Creating your online profile will take approx minutes
Need to apply to each position you are interested in.
Mayo doesn’t keep resumes “on file”--always apply and/or reapply to positions of interest.
Once completed it is simple to apply to other positions.
Keep your profile updated
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14. Tips for Applying Ability to attach your resume and other documents
Cover letters, letters of recommendation
Once you apply to a position, the system will not allow you to attach additional documents to your application--so be careful to add all required documents before you submit your application.
Cover Letters
not required but recommended
Managers are able to view all documents attached
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15. Tips for Applying
Take notice of each specific position you are applying to and the minimum pay rate for that position.
Pay attention to the basic qualifications as listed in job posting as candidates will be screened to these qualifications.
Salaries vary
Contact SS about salary ?’s
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16. Job Options Entry level Part-time, supplemental, temporary
Keep skills up
Part-time, supplemental, temporary
Keep “foot in the door”
Volunteer Opportunities
Often forgotten by applicants. Last tab.
US citizenship, convictions, previous employment
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17. Good Things to Know Jobs are posted for a minimum of 3 days
Typically we have large volumes of applicants
Pay attention to the qualifications of the job
Time frames can vary depending on the position
Check the site frequently
Need to ensure your resume/profile stick out
Don’t apply if you don’t meet the requirements
Call SS with any questions
Tweak resume/profile –use keywords/phrases from job posting
Timeframes of posting, interviews being scheduled, offers.
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18. Good Things to Know Communication from Human Resources
After you apply you will receive an auto-generated listing the job (s) that you have applied for
We will let you know your status most often via ; if selected for an interview, may receive or phone call
If not selected for interview, you will receive an notifying you that you are no longer being considered
Feel free to contact SS with any questions regarding your status
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19. Interviewing Process
May be 1x1, phone interview, panel, or all of the above
Most interviews at Mayo Clinic are behavioral based
The Role of Human Resources
The Role of the Hiring Manager
HR—facilitates the process, screens for managers
Managers make final decisions
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20. Behavioral Questions and the Response
Past Behavior Predicts Future Performance
Be Specific (SHARE Model)
S. Situation
H. Hindrance/Challenge
A. Action Taken/What Did You Do
R. Result
E. Evaluation/What Did You Learn
Take Your Time, Ask for Clarification if Needed!
Example: “How we deal with service failures can have significant impact on customer retention and loyalty. Describe a great success you had with turning a service failure around.”
No--Every day when I worked in the customer service dept. I dealt with this. Angry customers call me all the time and I end up turning most of these situations around by listening and helping them out.
Yes--specific example
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21. Behavioral Interviewing
Past Future
Performance Performance
Questions are based on skills, competencies and
behaviors that are critical for success in the role.
Assists interviewers in rating soft skills, such as
interpersonal skills, teamwork orientation, leadership, etc.
Candidates are asked to describe how they handled
actual situations that relate to the skills needed to be
successful in this role.
Behavioral interviewing is a structured interview based on the principle that future performance is best predicted by past performance. All candidates being interviewed are asked the same set of questions.
Behavioral: We would all say that we have good teamwork skills. However, a better way for an employer to assess whether or not they fit within their organization is to have you describe what teamwork skills means to you. How you have demonstrated these skills in the past.
Tell us a story.
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22. Interviewing Process Usually interview at least 2 people per position
You will hear back after an interview either directly from Human Resources, the Manager or via notification
Questions– contact Staffing Specialist

23. Questions??

24. CP