This document provides guidance on crafting a resume profile statement, communicating achievements, and developing a LinkedIn profile headline. It includes examples of profile statements for a project manager and customer service professional, highlighting sectors, expertise, qualifications, and career highlights. Advice is given on telling achievement stories with measurable results. The importance of a LinkedIn headline to attract potential employers is discussed, along with elements to include and word selection considerations.
Practical Tips for Effective Career Discussions at Work (NICEC)Barry Horne
Based on research conducted by the [UK] National Institute for Career Education and Counselling, this document highlights key findings. It then offers practical tips for Givers and Receivers of Career Support in a tabular, staged format. Tips are presented for setting up career discussions, establishing trust, sharing information and agreeing action.
Practical Tips for Effective Career Discussions at Work (NICEC)Barry Horne
Based on research conducted by the [UK] National Institute for Career Education and Counselling, this document highlights key findings. It then offers practical tips for Givers and Receivers of Career Support in a tabular, staged format. Tips are presented for setting up career discussions, establishing trust, sharing information and agreeing action.
iPhone & iOS - Introduction au développement d'applications nativesFabrice Delhoste
Une introduction sans prétention au développement d'applications natives pour iPhone. N'hésitez pas à me faire part de vos commentaires s'il y a des erreurs, c'est ma première.
Assignment 4 Conducting an Interview – Capstone ProjectDue Week.docxrock73
Assignment 4: Conducting an Interview – Capstone Project
Due Week 10 and worth 350 points
Congratulations! You have the foundation for your HR department in place, and you are ready to select your staff. You must make sure that you are selecting the best talents for your HR department. You are now receiving resumes from recent graduates of Masters of Human Research Management (MHRM) programs, and you must prepare to interview the candidates.
Write a six to seven (6-7) page paper in which you:
1. Review the resume and cover letter you received from your job posting in the Week 8 discussion (PLEASE FIND THE ATTACHMENT BELOW AND USE INFORMATION FROM THE RESUME AND COVER LETTER TO COMPLETE THIS ASSIGNMENT). Next, critique the competitive advantage you are predicting from the potential candidate. Provide a rationale for your critique.
2. Indicate the interview type you will be using (i.e., phone, video, in person). Next, determine one (1) challenge that may arise with this type of interview. Develop a plan to mitigate this challenge and minimize its impact on your interview.
3. Create the interview form. Use the job description from Week 7 Assignment 3 (STAFFING THE HR DEPARTMENT, ATTACHED BELOW) to write the interview questions.
· Note: The interview form should be incorporated into the paper and is counted towards the total page length requirement for this assignment.
· Hint: Review the article “Types of Interviews”
4. Conduct the interview with your potential candidate via Google Hangouts, video conferencing, telephone or any other appropriate technology. Input the interview information onto the form you created.
5. Write a brief summary of your experience conducting the interview. Indicate in the summary whether or not you have chosen this candidate for the position. Include the ethical decision-making abilities that went into your decision. Provide a rationale for your decision.
6. Format your assignment according to these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
· Cite the resources you have used to complete the assignment. Note: There is no minimum requirement for the number of resources used in the assignment.
Dear hiring manager:
Upon consideration of your posting for Training and Development Manager at Rays of Light, I felt compelled to submit my resume for your review. As an experienced Workforce Planning Coordinator, I’ve participated in courses and have contributed to the development of new training programs.
With nearly two decades of experience in human resources, most recently performing an interim role in training ...
LoCC Measurable Improvement in Your Development ProcessJoseph Horwedel
Presentation to the League of California Cities Planning Commissioners Institute on Measurable Improvement in Your Development Process in 2009 at Anaheim, CA. The presentation looked at common methods to assess your process, review measurement tools and look at pitfalls based on the experiences in San Jose from outside consultant reviews and on going process improvement efforts.
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
iPhone & iOS - Introduction au développement d'applications nativesFabrice Delhoste
Une introduction sans prétention au développement d'applications natives pour iPhone. N'hésitez pas à me faire part de vos commentaires s'il y a des erreurs, c'est ma première.
Assignment 4 Conducting an Interview – Capstone ProjectDue Week.docxrock73
Assignment 4: Conducting an Interview – Capstone Project
Due Week 10 and worth 350 points
Congratulations! You have the foundation for your HR department in place, and you are ready to select your staff. You must make sure that you are selecting the best talents for your HR department. You are now receiving resumes from recent graduates of Masters of Human Research Management (MHRM) programs, and you must prepare to interview the candidates.
Write a six to seven (6-7) page paper in which you:
1. Review the resume and cover letter you received from your job posting in the Week 8 discussion (PLEASE FIND THE ATTACHMENT BELOW AND USE INFORMATION FROM THE RESUME AND COVER LETTER TO COMPLETE THIS ASSIGNMENT). Next, critique the competitive advantage you are predicting from the potential candidate. Provide a rationale for your critique.
2. Indicate the interview type you will be using (i.e., phone, video, in person). Next, determine one (1) challenge that may arise with this type of interview. Develop a plan to mitigate this challenge and minimize its impact on your interview.
3. Create the interview form. Use the job description from Week 7 Assignment 3 (STAFFING THE HR DEPARTMENT, ATTACHED BELOW) to write the interview questions.
· Note: The interview form should be incorporated into the paper and is counted towards the total page length requirement for this assignment.
· Hint: Review the article “Types of Interviews”
4. Conduct the interview with your potential candidate via Google Hangouts, video conferencing, telephone or any other appropriate technology. Input the interview information onto the form you created.
5. Write a brief summary of your experience conducting the interview. Indicate in the summary whether or not you have chosen this candidate for the position. Include the ethical decision-making abilities that went into your decision. Provide a rationale for your decision.
6. Format your assignment according to these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
· Cite the resources you have used to complete the assignment. Note: There is no minimum requirement for the number of resources used in the assignment.
Dear hiring manager:
Upon consideration of your posting for Training and Development Manager at Rays of Light, I felt compelled to submit my resume for your review. As an experienced Workforce Planning Coordinator, I’ve participated in courses and have contributed to the development of new training programs.
With nearly two decades of experience in human resources, most recently performing an interim role in training ...
LoCC Measurable Improvement in Your Development ProcessJoseph Horwedel
Presentation to the League of California Cities Planning Commissioners Institute on Measurable Improvement in Your Development Process in 2009 at Anaheim, CA. The presentation looked at common methods to assess your process, review measurement tools and look at pitfalls based on the experiences in San Jose from outside consultant reviews and on going process improvement efforts.
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
A presentation delivered to Edith Cowan University students taking the unit, Attracting and Retaining People. It:
* introduced the BlessingWhite X Model of Engagement, a simple way to explain engagement to executives, managers, and employees;
* emphasised research findings on effective conduct of career discussions; and
* recognised the importance to employer and employee of managing departures with dignity
* outlined processes undertaken at departure notification events when career transition services are deployed
Career Management for the Nervously Employed: Performing and Planning in Turb...Barry Horne
Turning up, putting your head down, and working hard are commendable actions that may led to recognition and career progression. In a volatile, uncertain, complex and ambiguous world, however, such an approach to career management is insufficient.
This presentation offers employees who are nervously employed, and experiencing job insecurity, career management tips.
The tips are based on reflections of working with hundreds of employees who have experienced role redundancy.
Explored themes include:
* Awareness and anticipation of emerging change;
* Helpful ways of thinking about careers;
* Career management proactivity and agility;
* Engaging, contributing, and achieving at work.
Viewers are encouraged to be alert, prepared and dignified in the face of potential organisational change.
Career Navigation in Turbulent Times (WIOG)Barry Horne
A presentation delivered to Women in Oil and Gas In February 2016. In the context of industry turbulence, its purpose was to encourage attendees to take stock and reflect on their career experiences. Specific topics covered included:
* Language used when describing careers (and associated metaphors)
* Rewards expected from working (i.e. career anchors)
* Employee engagement
* Quality career discussions
This slide emphasises the importance of incorporating professional networking when searching for business, professional or career opportunities. In particular, it stresses the need to proactively isolate hiring managers with the decision-making autonomy and budget to hire staff, rather than passively wait to locate advertised opportunities.
Future Career Success: John Curtin Leadership AcademyBarry Horne
A presentation delivered to undergraduate and postgraduate students and mentors of the John Curtin Leadership Academy in September 2014.
Its focus is on self-awareness, career research and decision-making in advance of actually seeking out job opportunities.
A brief presentation that considers the value of networking to:
* undertake career / labour market research;
* support opportunity search; or
* enhance employability.
The importance of networking to secure work opportunities is visually depicted.
Guidance is also offered on creating a profile statement supportive of networking and resume development.
Competing for Advertised Jobs (Golden Key International Honour Society)Barry Horne
A brief presentation delivered to the Golden Key International Honour Society focused on graduate preparation for active job search. Topics addressed include:
* Overall Search Strategy
* Advertised Recruitment and Selection Processes
* Principles for Resume, Cover Letter, and Responses to Selection Criteria Responses Development
* The Importance of Achievement Stories
* Resume Inclusions and Exclusions
* Employer Hiring Perspectives
* Interview Performance
* Social Media / Reputation Management
Career Development : Networking and Mentoring (2012)Barry Horne
A presentation delivered to Business Edge students at Edith Cowan University in September 2012. Its focus is on the value of networking and mentoring to individual career development and progression.
Effective Career Discussions (Taking Multiple Perspectives)Barry Horne
This presentation promotes expanded understanding of the manner in which employees perceive their careers and ways in which line managers, human resources managers, mentors, and career coaches can conduct effective career conversations that offer benefits to both the individual employee and the employing organisation.
Nine types of career metaphor are introduced to stimulate thinking about how employees may tend to perceive and speak about their careers (Inkson).
Career drivers (Schein) are introduced as a means of highlighting that employees are motivated differently (i.e. they are seeking different blends of rewards from working).
The Denham Career Development Model is introduced briefly to highlight the career tasks that employees undertake across their careers, while working with their organisations.
Benefits of developing an organisational career development culture are then highlighted (CIPD).
Research undertaken (Hirsch et al) into who carries out effective career discussions with employees in organisations is then presented, together with the contexts/settings in which those effective career discussions took place. Positive behaviours demonstrated by those carrying out effective career conversations with employees are then highlighted, together with the positive impacts of those career discussions.
Tips for the consideration of organisations seeking to develop strong career development cultures are then provided.
Effective Career Discussions (Taking Multiple Perspectives)
160921 InterNations
1. 9/21/16
1
Barry J Horne
Executive Career Coaching
M: (0425) 308 625
InterNations E : barryjh@amnet.net.au
September 2016 L: http://au.linkedin.com/in/barryhorne
1. Crafting Your Resume Profile Statement
2. Communicating Your Achievements
3. Developing Your LinkedIn Profile Headline
2. 9/21/16
2
Sector of Economy
Industries
Work Settings
Fields of Expertise
Areas of
Specialisation
Qualifications
Style
Horne (2016)
Project Manager, Mining and Construction Services
A Project Manager with over 5 years’ experience with
Australian subsidiaries of a global Group providing
equipment and professional services to the mining, minerals,
materials handling, and cement industries.
Areas of particular expertise include Commercial Project
Management, Claims Management, and Construction Law.
Possesses a capacity to work autonomously, and in project
teams, to solve complex, challenging business problems by
applying excellent investigative, conceptual, critical thinking,
planning, quantitative, and technology skills.
Practical experience and training in Project Management are
supported by formal qualifications in Construction Law,
Business Administration, and Accounting.
Horne (2016)
3. 9/21/16
3
Customer Service
A Customer Service Team Leader with over 20 years’ experience in
the Leisure and Entertainment industry. Possesses a strong capacity
to sensitively manage relationships with international VIP customers,
collaborate effectively with staff and clientele from diverse cultural
groups, develop high performing teams that deliver 5-star customer
service, ensure operational continuity, and improve processes and
procedures.
A versatile Customer Service professional whose career has
demonstrated flexibility and a willingness to assume responsibility.
Since 2003, roles held have been mainly in Contact Centre and
Customer Service roles. Early career experience was gained as
Owner and Manager of printing, newspaper and card shops
businesses. Telephone customer service skills include excellent
verbal pronunciation skills developed through amateur acting,
television commercial voiceover, and professional, part-time ABC
radio work.
Horne (2016)
•Profile Statement
•Employment Summary Table
•Core Competencies / Key Strengths
•Career Highlights
Unique
Sales
Proposition
•Employer Profiles
•Key Responsibilities (Stakeholders,
People, Operations, Financial)
•Role Accomplishments
Employment History
and Contexts
•Professional Memberships
•Training
•Qualifications
•Community / Recreational
Interests (Optional)
•Personal Information
•Referee Statement
Background (Supportive)
Information
Pyramid
Resume
Model
4. 9/21/16
4
Horne (2016)
Importance
} Provide Evidence of Success
} Indicate Capacity to Contribute
} Meet Challenges / Needs of Target Business
Settings
} Workplaces
} Community Service
} University / Study
} Leisure
Situations (5Cs)
} Complexity
} Challenge
} Change
} Crisis
} Chaos
Situation
When?
Where?
What?
Who (Role)?
Task / Tactic
How ?
Overarching
Approach
/Initiative Taken
Actions
How?
Logical Stages
and Phases
Results
Why (So What)?
Relate to
Business Goals
Horne (2016)
5. 9/21/16
5
Horne (2016)
An Achievement Story with no Results
is like a
Joke without a Punch Line!
Horne (2016)
At XYZ Limited at the end of 2009, I joined a Project
Team. The business had just started to build onsite
and had subcontracted the work to a Construction
Company.
A stream of subcontractor claims had been submitted
for payment.
Although contractor day work sheets had been signed
off by the business site supervisory staff, they were
unaware of the overall scope of work with the
Construction Company and tended to only verify work
completed.
6. 9/21/16
6
Horne (2016)
In the absence of close earlier scrutiny, I initiated a
comprehensive review of all project claims.
Horne (2016)
My review involved:
} Reviewing the agreed scope of work
} Liaising with site supervisory staff to understand
work undertaken and striking out claims that were
out of agreed scope
} Eliminating submitted claims that had not been
signed off by site supervisory staff
} Discounting claims that claimed excessive hours
per day per person working
} Deleting claims that could not be supported by
manning data, and
} Fully documenting all discrepancies.
7. 9/21/16
7
Horne (2016)
Armed with the review documents, the Project Manager
negotiated a downward revision of $x in standard and
variation claims made by the Construction Company.
At the conclusion of the review, I also met with site
supervisory staff to alert them to the types of
overcharging discrepancies discovered during the
review process.
After my review, site supervisory staff more vigorously
reviewed day work sheets, resulting in earlier
identification and rejection of spurious claims.
Horne (2016)
On joining an onsite Project Team, initiated a comprehensive review of
excessive Construction Subcontractor payment claims, which ultimately
led to a downward revision of $x (or %) in standard and variation
claims, more vigorous Site Supervisor scrutiny of day work sheets, and
earlier detection and rejection of spurious claims (XYZ Limited, 2009).
8. 9/21/16
8
Sammons (2015)
Importance
} Accompanies Name and Profile Across LinkedIn (see above)
} Will Potential Employers / Recruiters / Clients Click to View Your Profile?
Design Considerations
} 120 Character Limit
} Defaults to First Entry in LinkedIn Experience Section
} Scope to Tailor to Align with Career Agenda
9. 9/21/16
9
Horne (2016)
Sammons (2015)
Elements of Your Headline Statement
} Areas of Expertise
} Whom You Serve
} How You Help
Selecting Words
} Precise, Short Phrases / Keywords
} Leverage Resume Profile Statement
} View Profile Headlines of Others in Field/Industry (Advanced Search)
} Look at a Few Relevant Word Clouds for Inspiration
Reppler (2011). Job Screening with Social Networks: How Are
Employers Screening Job Applicants?
http://blog.reppler.com/2011/09/27/managing-your-online-image-across-
social-networks/
Sammons (2015). Linked to Influence. p22-24