Being A People Person
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There are three key steps to an effective staff recruitment process: 1) Identifying your organization's needs by considering strengths, weaknesses, important qualities, and lessons learned from past hires to create a clear job description. 2) Finding possible candidates through various advertising methods like the newspaper, word of mouth, and targeting educational institutions. 3) Ensuring a robust appointment process with an application, shortlisting, interviewing, making an offer to the successful candidate, and creating an employment contract.
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Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top notch and bullet proof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern between good and bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Career Transition Roadmap
The document provides a career change roadmap for an individual, outlining steps taken from December 2008 to January 2009 to define a new career path. Key steps included assessing skills and interests, researching occupations, deciding on a specific target occupation, and beginning to develop a marketing plan for the job search. The individual's personality type analysis suggested careers where they can observe people, determine needs, and create structured plans to help others. Potential positions identified include librarian/archivist, grant coordinator, and researcher.
Ace Employee Tips Li Mar 2010
The document discusses the role and services provided by the Aboriginal Centre of Excellence (ACE). ACE supports Aboriginal recruitment and retention in the public service. It provides expertise, research, and guidance to employers. ACE also focuses on employee development through orientation, onboarding, career development, and keeping employees motivated. The document outlines strategies for effective recruitment, including being prepared for interviews, and tips for new employees, such as requesting orientation packages and supports from managers and coworkers. It emphasizes the importance of ongoing learning, networking, and career growth opportunities.
Effective interview skills
This document provides an overview of the interview process, including:
- The bases of selection including job descriptions, specifications, and HR planning.
- Types of recruitment like internal and external recruiting.
- The steps of the selection process such as application, testing, interviews, references.
- Types of interviews including structured, unstructured, behavioral, and situational.
- Tips for successful interviews such as preparing questions, conducting the interview, and evaluating performance.
- Common problems that can occur like unqualified interviewers and biases.
- Key communication and interviewing skills needed like active listening, questioning, and establishing rapport.
Resources successful interviews
This document provides tips for preparing for and succeeding in a job interview. It recommends researching the company and understanding the position in order to show how your strengths match the role. The document outlines a strengths-based interview strategy of highlighting 3 strengths and giving examples of how you've demonstrated each. It also provides guidance on answering different types of questions, creating an interview portfolio with evidence of your skills, and sending a thank you letter after the interview. The overall message is that thorough preparation and communicating your strengths and fit for the role are key to interview success.
Development Career Planning Slides Nov 2009.Pps
The document discusses development and career planning between managers and employees. It provides frameworks to guide career conversations, including short and long term career objectives from both the employee and manager's perspective. It also identifies reasons why employees stay or leave organizations, and suggests development approaches for different employee situations based on their work abilities, interests, and attitudes. The overall message is that ongoing, quality career discussions between managers and employees can drive higher performance and engagement.
Internships for Working Students - Commuters
This webinar addressed 5 frequently asked questions about internships for working students. It defined internships, explained the benefits of doing one, outlined different types of internships. It provided guidance on finding internships through online resources, events, and networking. The webinar also offered tips for making the most of an internship through hard work, follow up, and evaluation. Finally, it discussed how the Career Center can help students with internship counseling, resume/interview preparation, and identifying opportunities.
Career development process
The document outlines the career development process, which includes six main steps: assessing yourself, exploring options, making a decision, taking action, evaluating your decision, and developing an action plan. It provides details on each step, including important questions to consider and factors to research. The purpose is to help individuals thoughtfully choose a satisfying career through self-reflection, information gathering, decision making, and planning for the future. Regular evaluation is encouraged to adapt to shifting priorities over time.
Selection Skills
The document provides information on selection skills training objectives and techniques. The objectives are to understand different selection tools and their appropriateness, learn competency-based selection and interviewing skills, and understand the need for psychometric testing. It then covers various selection methods like interviews, tests, references checks and assessment centres, and how to effectively conduct the selection process.
Pursuing The Position Final
This document outlines the goals and topics covered in a cohort program to prepare candidates for the position of superintendent. Over the course of 10 months, topics include preparing application materials like resumes and letters of recommendation, researching vacant positions, preparing for interviews, negotiating contracts, and transition planning. The calendar provides details on the content covered each month to help candidates distinguish themselves during the application and selection process.
Appendix: Interviews
This slideshow was created to accompany the interviewing appendix chapter of Communicate! by Kathleen S. Verderber, Rudolph F. Verderber and Deanna D. Sellnow. Publisher: Wadsworth/Cengage Learning. ISBN-13: 978-0-495-90171-6
Interview
This document provides information about interviews for a job or course. It discusses preparing for different types of interviews, including structured, unstructured, panel, group, behavioral, situational, stress and telephone interviews. It offers tips for successful interviews such as dressing appropriately, being prepared with examples of your skills and experience, asking questions, and following up after the interview. The document also covers common interview questions, competency-based interviews, psychometric tests and dos and don'ts for interviews.
MDRT - Canada Presentation (April 2013)
This document summarizes best practices for creating and leading a 21st century financial advisory practice. It discusses establishing a unique team, receptive delegation, eliminating complexities, and achieving operational excellence through establishing best practices. Specific topics covered include designing a team based on shared values and skills, creating a delegation culture, streamlining processes, implementing feedback systems, and continually improving all aspects of the business. The overall message is that financial advisory practices should focus on these areas to excel in today's environment.
Recruitment Refresher Training
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
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Being A People Person
- 1. Being a People Person The inside on staff!
- 4. Uncertainty Funding/ Programmes Limit training Options Career Path Or lack of… Hours Who wants work for 3 hours a day Money You get what you pay for Barriers to finding quality OSCAR Staff
- 10. Professional Development Appraisal Goal Setting Self/ Peer Reflection