This document outlines a career navigation workshop. It discusses establishing relationships with potential employers before job openings arise through mentorship and regular contact. This proactive approach is advocated over passive job searching which leaves opportunities to chance. Self-assessment and refining an elevator pitch are emphasized as initial steps, followed by identifying target companies and developing ongoing advisory relationships through consistent updates. Maintaining front-of-mind presence is key to being selected internally when opportunities do emerge to avoid external searching.
Career Transition in Today\'s Job EconomyKari Mirabal
Presentation outlining career transition challenges in today\'s tough job market. Presentation includes how to prepare, market yourself, and network for success utilizing social media.
A tool that can help reduce your job search by 50% and get you closer to the opportunities you want. It's the one pager that's the ultimate job search tool.
Your hiring journey is supposed to give you accurate information and insight about your candidates. Instead, it takes you on a biased tour of the version of themselves they think you want to see. Which leaves you playing a guessing game about the performance of your next hire.
Read ‘The New Hiring Journey’ to find out how flipping your hiring journey on its head turns that guessing game into a scientific analysis of your candidates.
Career Transition in Today\'s Job EconomyKari Mirabal
Presentation outlining career transition challenges in today\'s tough job market. Presentation includes how to prepare, market yourself, and network for success utilizing social media.
A tool that can help reduce your job search by 50% and get you closer to the opportunities you want. It's the one pager that's the ultimate job search tool.
Your hiring journey is supposed to give you accurate information and insight about your candidates. Instead, it takes you on a biased tour of the version of themselves they think you want to see. Which leaves you playing a guessing game about the performance of your next hire.
Read ‘The New Hiring Journey’ to find out how flipping your hiring journey on its head turns that guessing game into a scientific analysis of your candidates.
A guide to hiring based on my book, "Hello, Startup". Learn who to hire, where to find them, how to interview them, and how to make an offer they can't refuse.
Recording: https://www.youtube.com/watch?v=jaSmYLymc0U
Book: http://www.hello-startup.net
Career management and job search TROUBLESHOOTING 301/401---The interview, adv...Greg David
Part 2 in a 2 part series. Learn the painful mistakes nearly all job seekers make that prevent them from being selected for interviews, advancing in the interview cycle, or being selected for hire. If you struggle with interview activity or keep coming in number 2 or 222, this program will help. Information shared will help you improve your job search interview success, learn all the seemingly little things that prevent you from being hired quickly, and allow you to radically shorten the length of your overall job search.
Imposter Syndrome is the feeling that you are less qualified or less accomplished than your peers. Though it's easy to identify, it's also dificult to navigate, especially as careers become more fast-paced in nature.
Whether you're looking for your very first job, switching careers, or re-entering the job market after an extended absence, finding a job requires two main tasks: setting and following through on your goals and using the latest tools to enter the job market. Assuming you've chosen a career objectives and are currently searching for jobs, here are several ways to actually get a job.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
We analyzed over 7.5 million current job postings (that's big data!) in 21 job categories to give you the highest demand keywords to use on your CV/resume. (A collaboration between JobIsJob and Donna Svei)
Prepare for the job search through personal assessment and research of companies and positions of interest. Learn about the employer's hiring process and what your process should look like as a proactive job searcher. Learn about free job search resources available to Murray State University students and alumni.
A guide to hiring based on my book, "Hello, Startup". Learn who to hire, where to find them, how to interview them, and how to make an offer they can't refuse.
Recording: https://www.youtube.com/watch?v=jaSmYLymc0U
Book: http://www.hello-startup.net
Career management and job search TROUBLESHOOTING 301/401---The interview, adv...Greg David
Part 2 in a 2 part series. Learn the painful mistakes nearly all job seekers make that prevent them from being selected for interviews, advancing in the interview cycle, or being selected for hire. If you struggle with interview activity or keep coming in number 2 or 222, this program will help. Information shared will help you improve your job search interview success, learn all the seemingly little things that prevent you from being hired quickly, and allow you to radically shorten the length of your overall job search.
Imposter Syndrome is the feeling that you are less qualified or less accomplished than your peers. Though it's easy to identify, it's also dificult to navigate, especially as careers become more fast-paced in nature.
Whether you're looking for your very first job, switching careers, or re-entering the job market after an extended absence, finding a job requires two main tasks: setting and following through on your goals and using the latest tools to enter the job market. Assuming you've chosen a career objectives and are currently searching for jobs, here are several ways to actually get a job.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
We analyzed over 7.5 million current job postings (that's big data!) in 21 job categories to give you the highest demand keywords to use on your CV/resume. (A collaboration between JobIsJob and Donna Svei)
Prepare for the job search through personal assessment and research of companies and positions of interest. Learn about the employer's hiring process and what your process should look like as a proactive job searcher. Learn about free job search resources available to Murray State University students and alumni.
Larsen Globalization is a staffing company dedicated to the localization industry since 2000. Founded in London UK and expanded through the Americas Region in 2006.
Currently we have active offices in Europe and US with experience placing hundreds of language professionals all over the world. We work for clients in Asia, South America, North America and throughout the European Union.
Our clients are both buyer-side companies across various industries
and LSPs.
We mainly focus on retained executive search or contingent full-time permanent placement. Occasionally we do contract staffing as well.
This presentation was part of the American Translators Association (ATA) conference in Scottsdale, AZ and outlines tips and tricks to help Language Service Providers (LSP) hire top talent and maximize their workforce.
This presentation is a compilation of the practices I would’ve taught myself in 2003 when I first got into Recruiting. It’s based on a lot of trial-and-error, personal development, and learning from people and organizations that were smarter than me.
It’s a blueprint of the best practices to shape how any company recruits and hires.
The four step interview technique guaranteed to suss out your time wastersHarriet Grimshaw
Have you ever offered a job to the ‘perfect candidate,’ only to be faced with an unexpected rejection?
We’ve put together a four step interview technique, along with 26 targeted example questions that will quickly expose your time-wasters and allow you to move forward with only your most committed, serious and passionate candidates.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
The Tragedy of Bias in Technical Hiring in Five Acts (Grace Hopper 2014)Kelsey Anderson Foley
Why do some companies succeed in hiring women engineers while others struggle with even attracting qualified female candidates? This talk will follow fictitious hiring manager Monty Gue from startup Roam.io and savvy engineer Julie Ette through the recruiting and interviewing process while exposing subtle biases in hiring practices that drive technical women elsewhere. Using recent behavioral psychology research on judgment and bias, it will provide insight for better approaches.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Unleashing the Full Potential of People, Teams and SOLVAY, presented by Bruce...Patrick Van Renterghem
Bruce Fecheyr-Lippens (then SVP, Global Head Agile Working, Digital HR, People Analytics, and HR Director Excellence Center at Solvay) presented the digital workplace environment of Solvay #DWA19 #presentation #digitalworkplace #huapii
20090817 Alumni Association Wolverine Boot Camp Nyc Workshop
1. Career GPS - Navigating the Best Path to Your Destination Al Cotrone, Director Career Development and Student Affairs
2. Agenda Greetings and Introduction How did I get here? Status from Ann Arbor Workshop Interrupt the Speaker, Really!
3. A Different View of the Search There are dozens of companies (in addition to your own?) out there that have the exact ideal job for you, but… Opportunities arise on their own timeline (usually NOT when we want them!) Chances of your bad day being the day your spot is open is slim
4. Also… The %s of cold responses that yield is low Who gets the job?...someone who knows someone! By the time it hits the listing, it’s already filled! Internal is better than external
5. The Prescription, then, is Clear: Start well before the timeline begins and establish a relationship Extend it across the timeline untilthe point where they have the opportunity and you are the warm introduction …So how does one do this?
6. The Program – M Go Blueprint! Self-assess Refine understanding and elevator story (Only then should you) Prepare resume Identify company potentials that “should have” the job you seek Establish 1-2 protégé relationships per week Add each and every contact to your update list (and then update them!)
7. What’s Passive and Why it Doesn’t Work That’s why lists and search firm inquiries are actually passive – even if you do them every day! They ALL look good when you’re passive They make you the outside candidate Why leave it to chance – That is NOT how you got where you are in life today!!!! Taking Charge versus Being Passive
8. Advantages to staying home The job you seek may be at your current employer Go to your employer first Use the search skills discussed today internally You may be able to avoid the “Executive’s Curse” Avoid a vindictive job search Looking over your shoulder Better to ask first than threaten when it is too late (trust broken) Give them the chance to ignore you – they won’t
9. Why is Clear Focus Needed? The impression created to everyone that you come into contact with What is an “interview” in our society? How does hiring really happen? Remember Those who keep options open…don’t Someone who can do anything…can’t
10. Imperative to Start with Self-Assessment 5. HR/Job Postings 5. 4. 4. Develop Strategic Relationships 3. 2. 3. Now! Do your resume. 1. 2. People in front of whom you can be somewhat ignorant 1. Self-assessment
11. Career Leader Version of Skills Career Leader – Different universe of “skills” 8 to choose from: Application of technology (streamlining) Quantitative analysis Theory development and conceptual thinking Creative production Counsel and mentor Manage people Enterprise control Influence through language and ideas
12. Career Leader Reward Areas Lifestyle Autonomy Power & Influence Variety Manage & Direct Security Positioning Altruism Recognition Prestige Colleagues & Affiliates Intellectual Challenge Financial Considerations
13. Al’s Zone Times Spreadsheet Activity List 5 zone times List some skills used in your zone times Indicate environments from zone times
14. Resumes Change from, “Here’s what I’ve done, so what can I be?” or “Here’s everything I’ve ever done – something has got to match” to… “Here’s the ideal career for me, now, what from my past should I highlight to present this image to the recruiter?”
16. Self-Assessment and Resume, then Can help you to know where you should be going Can show a potential employer where you’ve been that’s germane to where you’re going But how to get there?
17. Three Types of Networking Sales Maintenance Career Search
18. Four Types of Stories Four types of stories The truth (too much detail) Elevator story (15 sec) Personal odyssey (3 min) Behavioral Response Elevator (15 second speech) Receptions At this moment looking forward Personal Odyssey (3 min) One-on-one at career fairs, interview opening The journey from undergrad to now through to the future Behavioral – examples in CAR format
19. Protégé Approach (#1 of 2) Not: “got any jobs?” (You actually are not seeking now, so perfect) Rather, seek advice, accept (create) a mentor – flattery gets you everywhere Someone to listen to me!!!! How to be an insider
20. The Update Mechanism (#2 of 2) Sorry, they aren’t looking on your behalf Stay front of mind – how? Still never ask for anything (panhandler) Business reality of the timeline Resume – always - yes But – how do you be the one chosen?
21. The Program M Go Blueprint! Self-assess Refine understanding and elevator story Resume Company potentials X-ref companies into databases for people Establish 1-2 protégé relationships per week Add each and every contact to your update list
22. Don’t Ever Start Your Job Search! HR and the request for an interview starts a clock ticking on a decision (remember the timeline) Instead, establish an ongoing, advisory relationship Be disciplined about regular updates It’s really too simple And it’s guaranteed to work!
23. Imperative to Start with Self-Assessment 5. HR/Job Postings 5. 4. 4. Develop Strategic Relationships 3. 2. 3. Now! Do your resume. 1. 2. People in front of whom you can be somewhat ignorant 1. Self-assessment
24. Alumni Association: http://alumni.umich.edu/jobs Find a Job Post a Job CareerBeam Career Counseling Services Wolverine Occupational Resource Center (self-assessments, company info and more) Regional Career Events – club events Alumni Networks – mentoring Blue Hiring Blue – U-M employers looking to hire U-M alumni InCircle – social networking/career advice message board/job board Career Information for Students Panel of Experts