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    Career Uo M Presentation Added Career Uo M Presentation Added Presentation Transcript

    • Career Search Skills Guide
    • Topics
      Career Planning
      Resume Writing
      Before the Interviews
      Facing the Interview
      At Your Work Place
      Recruitment and work life
    • Career Planning
      Fashion Designer
      What do you want be?
      Civil Servant
    • Why does one go for a career that’s not a good match?
      Opportunity Perception
      Parental influence
      Peer pressure
      Lack of knowledge or information
      Lack of resources
      Fairy Tales
    • Effective Career Management
      Which should be a:
      Systematic approach
    • Career Management
      Career Awareness
      Take ACTION
      Know yourself
    • Know Yourself…
      Identification of
      Areas to improve upon
      Personal Characteristics
    • Pointers for Exploring Careers…
      Know more about the career of your choice
      Nature of work
      Work roles
      Emerging trends
      Career path / Study route
      Related careers/ back-up options
      Career Talks
      Self Awareness Workshops
      Career Exhibition
      Career Guidance
    • Taking Action…
      Which career is most suited
      Best route to reach there
      Develop important skills needed
      Develop the right attitude for Success
    • Resume Writing Tips
      • Make your resume stand out!
      My Resume!
    • What is a Resume
      Webster’s defines resume as :
      “A SUMMARY”
      Your “ticket” to an interview
      A resource for filling out applications
      Evidence of what you have done
      A conversation starter
      Different for the college grad vs. someone with years of experience
    • 12
      Purpose and Impact
      Marketing Tool
      Designed to create a favorable first impression
      May get you an interview, won’t get you the job!
      Personal Account of Your:
      Education and Training
      Skills and Abilities
    • 13
      Purpose and Impact
      Provides an accurate, concise, and original presentation of who you are
      Resource for employer at interview
      Remember: Employers spend 4 - 5 minutes at most reviewing a Resume. Make each word count!
    • 14
      General Guidelines
      Generally one or two page (especially recent grads)
      Two/Three pages with extensive related experience
      Direct reader’s eye using headings and layout
      Choose standard font in 12 point size
    • 15
      General Guidelines
      Layout continued
      Leave ‘white space’ for uncluttered look
      One inch margins on all sides is standard
      Be consistent with:
    • General Guidelines
      Proofread! Don’t rely on Spell-check tool
      typographical errors
      Stress accomplishments and results
      Tailor contents to each position (e.g. rewrite Objective/revise Skills section)
      Omit information which could be used in a discriminatory way (e.g., religious affiliations, age, etc.)
    • Ten Resume DO’S
      Make sure it looks professional
      Use standard sized paper with Black & white printing
      Print on only one side
      Try to keep it short and sweet
      Format well and have white space
      Use bullets and powerful verbs
      Keep it positive
      Be honest, but don’t undersell yourself
      Use the vocabulary (keywords) of your field
      Keep your contact information current
    • Ten Resume DONT’s..more then 10..
      Have misspelled words or names
      Include too personal details..who cares?
      Have different type of edit modes.
      Make it too crowded with no white space
      Send it without a cover letter or with wrong address of another employer
      Have unexplained abbreviations
      Use personal pronouns
    • Ten Resume DONT’s..more then 10..cont..
      Use fonts smaller than 10 pt.
      Use a template-they’re tougher to alter
      Your email says as sexymama@..
      résumé lists an objective totally unrelated to the position
      job requires a particular type of experience and you have none, and you didn't acknowledge that or try to overcome it in your cover letter
    • 20
      Resume Key Components
      Your name
      Contact numbers, most common way of contacting
      email address - ONLY IF YOU CHECK DAILY!
    • 21
      Resume Key Components
      Gives resume focus, credibility and direction
      Be concise and logical - develop different resumes for different types of jobs
      Avoid cliches such as “like working with people”
      Emphasize short term aspirations
    • Resume Key Components
      List highest degree first, followed by other degrees received
      Degree level
      Major(s), minor(s) and emphasis if applicable
    • 23
      Resume Key Components
      EDUCATION continued
      Date to be conferred
      GPA if 3.0 or higher (in engineering, list if 2.5 or higher)
      Other colleges/universities attended, including Education Abroad
      DO NOT include Sunday School, Ordinary level details, School societies etc unless it add any value to your job that you apply. It just waste of filling pages of your resume.
    • 24
      Resume Key Components
      Summarize significant full and part time positions
      Include relevant volunteer work or internships
      Highlight responsibilities, skills developed, and accomplishments
      List job title, employer and dates of employment, followed by description
    • 25
      Resume Key Components
      EXPERIENCE continued
      Present information in reverse chronological order
      Create special sections (e.g. Related Experience, Research Experience, Marketing Experience)
      Use action verbs and sentence phrases, NOT complete sentences
    • 26
      Resume Key Components
      EXPERIENCE continued
      May include significant academic assignments and relevant extra-curricular activities
      List accomplishments and contributions you have made
      Quantify accomplishments, if possible
    • 27
      Resume Review Check List
      Does your resume look appealing?
      Is it clearly labeled, using appropriate headings?
      Does it highlight your skills and abilities?
      Have you had it critiqued by others?
      Have you triple checked for accuracy?
    • 28
      The Cover Letter
      Use standard business format
      Emphasize how your skills, education, experience can benefit the employer
      Close by indicating your interest in the position and follow-up plans
      Don’t forget to sign the letter!
    • The Cover Letter
      Paragraph one
      What position are you applying for and how did you find out about the position?
      Paragraph two
      Why do you want to work for this particular employer, and why should employer hire you?
      Paragraph three
      What’s your next step going to be? Indicate how you will follow through or express desire for an interview.
    • Essential attributes for a career in IT
      Being a quick problem solver
      Having good concentrating power
      Being quick and independent in taking decisions
      Being logical and to have an analytical approach
      To have patience and perseverance
      To be adaptable
      Effective communicater
    • Exercise:Show the example CVs that has different issues and identify those.
    • Before the Interview
      Be sure about the Venue, Time, whom to meet
      Study about the Company
      Prepare answers for possible questions with examples if applicable
      Get a hardcopy of your latest resume
      Dress appropriately
      More than anything PREPARE!!!
    • Facing the Interview
      Handshake sets the tone for the rest of the interview
      Smile! It's hard to smile when you're on the hot seat
      Use examples and experiences when answering. This matters a lot.
      Take the time to learn about the company
      Answer confidently
    • Facing the Interview…Cont
      Focus on what you can do for the Company rather what you get from the Company
      Be Honest
      Be Positive
      Ask about your roles & responsibilities and don’t jump to salary
      Keep an eye contact with everybody
      Ask if you don’t understand
    • Finding for Jobs
      Not so easy with recession.
      Companies have a excess manpower to select than before
      Resume covering all the technologies??
      Maintaining good rapport in Linked In, Amazon..etc.
      Facebooks tells most about you to the world. Beware.
      “More than anything keep your spirits high.”
    • Get rid of Negative thoughts
      It's All in How You View the World
      Can You Do It? Yes, You Can!
      But be Honest
    • Some mock Interviews
      Bad One:
      Good One:
    • Your First Days Working at a New Job
      • Make a Great Impression
      • Have a Positive Attitude
      • Show your team spirit
      • Learn co-workers names quickly
      • Ask questions/ask help
      • Take notes
      • Take Initiatives
      • Volunteer for things
      • Know your organization
    • Contd…
      • Punctual & good attendance record
      • Avoid office politics and gossip
      • Take advantage of after hour activities
      • Listen well
      • Show appreciation
      • Keep your lead informed
      • Set personal goals tally with organization
    • Developing Human careers
      • Selection
      • Job description
      • Person specifications
      • Recruitment
      • Performance
      • Appraisal
      • Rewords
      • Training and Development
    • Job description
      The job description defines the overall purpose of the job and the main tasks to be carried out within the role.
      Existing job description and terms and conditions of employment should be checked and confirmed to ensure they are up to date. Where a job description does not exist one can be created following job analysis.
      A robust job description is essential to successful recruitment and selection since it is the foundation upon which other processes are based.
    • Job description (cont…)
      The main points to be covered in the job description include the following:
      The location of the job within the organization structure (division, department and section).
      Title of the job, and the job code if available
      Job title of the person to whom the jobholder is responsible
      Job title of the person responsible to the jobholder, and the number of staff directly supervised
      Brief description of the overall purpose of the role
      Details of any technical procedures, tools machinery or equipment used by the jobholder
      Any special requirement to liaise or deal with contacts of high significant inside and the outside of the organization
      Physical location of the job and the amount of travelling required. Special circumstance attached to the job, such as shift, night work on-call, degree of overtime commitment, weekend working, physically demanding activities, etc……
      Responsible for budgets
    • Person specifications
      The person specification defines the personal characteristics, qualifications, and the experience required by the jobholder in order to do the job well.
      Any other special demands or requirements such as physical aspects and unusual working hours should be included.
      The information relating to qualifications and experience demanded by the job can only be derived following through job analysis that identifies the knowledge, skills and other behaviors required. The list of personal characteristics needs to be as precise as possible so that the assessment process can identify what candidate knows and can do.
      A danger in overstating the qualifications and experience demanded by the job is that it could lead to appointing a new employee who quickly becomes dissatisfied with lack of challenge and subsequently leaves.
      When the job requirements have been agreed with the line manager, they should be analyzed using a suitable structure.
    • Recruitment
      The term “recruitment” is often used conjunction with “selection” however the terms refer to two separate processes.
      Recruitment is a set of activities designed to attract a qualified pool of applicants of an organization.
      The process of selection, involves choosing from pool of applicants the person or persons who offer greatest performance potential.
      Typically, there are three steps in the recruitment process:
      Advertisement of a job vacancy
      Preliminary contact with potential job candidates
      Initial screening to create a pool of suitable applicants
    • Recruitment (cont…..)
      The issue of for an organization is to decide how best to fill the gap created by a vacancy. The internal process begins with the existence of a vacancy. To find a replacement, there needs to be some kind of description of the job and of the personal attributes required or desired in the ideal candidate, possibly in the form a person specification. The external process begins with accessing the channel s by which applicants might be found.
      Recruitment does not always automatically imply advertising, but if it does it must be effective. External advertising is expensive and may account for up to half the year’s salary for some jobs. Too loose or glamorous an advertisement may result in an unnecessarily large response that becomes time-consuming to deal with.
    • Recruitment (cont…)
      Some of the key factors include.
      National and local reputation of the organization
      Total rewards package offered
      Working conditions
      Intrinsic interest of the job
      Security of employment
      Opportunities for training and development
      Career prospects
    • Recruitment
      Except in special circumstances, the final advertising copy should be written to complement the assumed aspirations of the target population and include, in suitably abbreviated form.
      The job description
      Person specification
      Organization’s key selling points such as compensation
      Instruction of applicants
    • Selection techniques in overview
      • Steps in a typical selection process include
      • completion of a formal application form
      • interviewing
      • testing
      • reference checks
      • medical examination
      • final analysis and decision to hire or not hire
      • official job offer letter
    • Selection techniques in overview (cont…)
      • Any techniques used in selection should be
      • Reliable – give consistent results
      • Valid – accurately predict performance
      • Fair – select employees in a non-discriminatory way, particularly in terms of race and gender. This may be to fulfill legal requirements and the ethical frameworks under which the organization operates
      • Cost-effective – the costs of devising and operating the selection methods must be justified in terms of the benefits of selecting good applicants for the particular jobs in question.
    • Performance
      • It most commonly refers to whether a person performs their jobwell. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success
      • Performance is something done by the employee. This concept differentiates performance from outcomes. Outcomes are the result of an individual’s performance, but they are also the result of other influences. In other words, there are more factors that determine outcomes than just an employee’s behaviors and actions.
      • Effectiveness: relates to getting the right things done i.e. setting right targets to achieve an overall goal (the effect)
      • Efficiency: doing things in the most economical way (good input to output ratio)
    • Performance appraisal
      • This is also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of careerdevelopment.
      • Performance appraisals are regular reviews of employee performance within organizations
      • Generally, the aims of a performance appraisal are to:
      • Give feedback on performance to employees.
      • Identify employee training needs.
      • Document criteria used to allocate organizational rewards.
      • Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc.
      • Provide the opportunity for organizational diagnosis and development.
      • Facilitate communication between employee and administration
      • Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
      • A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes. In some companies, employees receive assessments from their manager, peers, subordinates and customers while also performing a self assessment.
    • Training
      • Training can be seen as a formal, often short term process where the organization attempts to increase an individual’s ability to better perform a particular set of tasks. It can take place off or on the job, be combination of both.
      • On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work.
      • Off-the-job training takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself.
    • Top Career search in nutshell
      • Know yourself - Take the time to identify your skills, values, interests, and personality. Determine your needs, wants, and passions.
      • Research and explore potential areas of interest. - Set up informational meetings with people in jobs or industries that you would like to explore, and learn as much as you can about these fields.
      • Hit the books - Find valuable advice in books and online guides about career development.
      • Be prepared to sell yourself - Write effective résumés and cover letters, and practice interview skills.
      • Network -Networking is the best job search strategy. You never know where your next internship or job opportunity could come from.
      • Use available campus resources. - Don’t forget that the Career and Academic Resource Center and the Office of Career Services are here to help you.
    • Thank You !