change your career, Changing your career can feel slightly scary. But when you know the right steps to take and start moving forward with the change, you'll find things a bit easier, tips to change my career, tips to change your career
Having a strong employer brand can make a big difference when it comes to attracting and retaining the best talent in the marketplace.
Employee profiles that shine a spotlight on your team members are one easy way to promote your employer brand. Here we take a closer look at effective employee profiles.
The document provides information about career training workshops offered by Orange County One Stop. The training schedule includes sessions on career mapping, resume writing, interview skills, personal branding, and job search strategies. It also discusses concepts like developing a personal brand and using a candidate-centric model to help job seekers.
Slides from the recent ABS PR Seminar, changing skills for changing times.
Tracy Playe's can be downloaded from: http://prezi.com/ska23isrjrch/maximising-the-impact-of-social-media-engagement-on-small-budgets/
The document provides information about career services and resources available to students and graduates of Macquarie University. It outlines services like one-on-one consultations, workshops, resume and LinkedIn reviews to help with career planning, job searching, and the transition from university to employment. Suggestions are also provided for each year of study to help build employable skills through part-time work, student organizations, internships, and professional experience programs. Graduate profiles share experiences of utilizing university career services and transitioning to full-time roles in various industries.
Hiring & Managing Small Business Employees Training TranscriptSirra Ndow
The idea of owning running a business is exciting and can be very rewarding. However, becoming a successful business owner can also be very challenging. It requires the right mindset, perspective, attitude, traits & know-how.
Our Free Business Training is designed to give you an insight into what it means to own a business and provide you with the basics to get you started off on the path to success.
This compact but complete 10 session program will cover topics from accessing if business ownership is the right path for you, planning, opening your business to growing and expanding.
This webinar discusses the importance of personal branding and using an ePortfolio to stand out from the crowd in today's competitive job market. It covers why traditional job searching is less effective, the concept of branding yourself, and using social media and a video resume to clearly communicate your unique value. Attendees learn how an ePortfolio qualifies as innovative marketing that can help secure interviews and set them apart from other candidates.
Hays provides recruitment services worldwide. Their Globalink team helps candidates relocate from the UK/Europe to Asia-Pacific by preparing resumes and CVs, arranging interviews, discussing visa requirements, and addressing other relocation issues. The document provides tips for writing strong resumes and CVs, including highlighting relevant experience, quantifying accomplishments, explaining gaps, and tailoring documents to specific jobs. It also offers advice for preparing for interviews, such as researching companies, planning questions to ask, dressing professionally, practicing responses, and anticipating common behavioral interview questions.
Having a strong employer brand can make a big difference when it comes to attracting and retaining the best talent in the marketplace.
Employee profiles that shine a spotlight on your team members are one easy way to promote your employer brand. Here we take a closer look at effective employee profiles.
The document provides information about career training workshops offered by Orange County One Stop. The training schedule includes sessions on career mapping, resume writing, interview skills, personal branding, and job search strategies. It also discusses concepts like developing a personal brand and using a candidate-centric model to help job seekers.
Slides from the recent ABS PR Seminar, changing skills for changing times.
Tracy Playe's can be downloaded from: http://prezi.com/ska23isrjrch/maximising-the-impact-of-social-media-engagement-on-small-budgets/
The document provides information about career services and resources available to students and graduates of Macquarie University. It outlines services like one-on-one consultations, workshops, resume and LinkedIn reviews to help with career planning, job searching, and the transition from university to employment. Suggestions are also provided for each year of study to help build employable skills through part-time work, student organizations, internships, and professional experience programs. Graduate profiles share experiences of utilizing university career services and transitioning to full-time roles in various industries.
Hiring & Managing Small Business Employees Training TranscriptSirra Ndow
The idea of owning running a business is exciting and can be very rewarding. However, becoming a successful business owner can also be very challenging. It requires the right mindset, perspective, attitude, traits & know-how.
Our Free Business Training is designed to give you an insight into what it means to own a business and provide you with the basics to get you started off on the path to success.
This compact but complete 10 session program will cover topics from accessing if business ownership is the right path for you, planning, opening your business to growing and expanding.
This webinar discusses the importance of personal branding and using an ePortfolio to stand out from the crowd in today's competitive job market. It covers why traditional job searching is less effective, the concept of branding yourself, and using social media and a video resume to clearly communicate your unique value. Attendees learn how an ePortfolio qualifies as innovative marketing that can help secure interviews and set them apart from other candidates.
Hays provides recruitment services worldwide. Their Globalink team helps candidates relocate from the UK/Europe to Asia-Pacific by preparing resumes and CVs, arranging interviews, discussing visa requirements, and addressing other relocation issues. The document provides tips for writing strong resumes and CVs, including highlighting relevant experience, quantifying accomplishments, explaining gaps, and tailoring documents to specific jobs. It also offers advice for preparing for interviews, such as researching companies, planning questions to ask, dressing professionally, practicing responses, and anticipating common behavioral interview questions.
Excel and Outlook Training Workshop by Career Santa. Contact for Syllabus, Timings, Certification and other information about the upcoming batches of Excel and Outlook Training Workshop
The document provides resources for companies to improve their onboarding process for new hires. It includes templates and guides for pre-boarding, the first day experience, essentials for the first month, and tools for the first quarter. The onboarding toolkit contains samples for welcome emails, orientation agendas, intranet content, check-in questions, and surveys to help new employees successfully transition into their new roles and feel engaged and supported in their first months on the job. The goal is to provide everything needed to create a powerful onboarding experience and make a great first impression that reduces turnover.
The document provides guidance on conducting structured interviews to hire the right salespeople. It outlines the costs of losing a salesperson and emphasizes establishing a vision, values, and criteria. The interview process focuses on gathering information through funnel questioning to assess a candidate's person, history, and situational skills. Key areas of inquiry include why they want the job, their career path, accomplishments, skills, values, and future goals. The goal is to hire individuals whose values align with the company and have a proven track record of sales success.
The document discusses the benefits of completing an internship through Massey University's Internship in Business program. It provides testimonials from past interns who discuss their experiences. Key benefits highlighted include gaining valuable real-world experience, developing professional skills and networks, and increasing employment opportunities post-graduation. Internships allow students to apply their classroom learning, explore career fit, and establish industry contacts to further their careers.
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
The document provides 8 tips for improving technology job postings:
1) Write postings as marketing tools to appeal to candidates rather than as job descriptions.
2) Speak to what motivates candidates like challenging work, growth opportunities, and impact.
3) Describe benefits rather than just listing features or facts about the company.
4) Draw candidates in with identity questions in the first few sentences.
5) Use industry standard terms rather than internal acronyms.
6) Enhance formatting with bulleted lists, color, and white space.
7) Make the application process quick and easy on your website.
8) Get help rewriting postings
This document provides information from a career workshop workbook presented by Children's Restoration Network (CRN). It includes testimonials praising the resume building and interview preparation portions. The document then provides guidance on crafting resumes, covering employment history, addressing gaps, interviewing basics and questions. It also lists Georgia Department of Labor career center locations.
Navigating the Seven C's of OnboardingShelly Myers
The document discusses the seven C's of onboarding: contact, candidate experience, compliance, connection, culture, clarification, and consistency. It provides tips for each stage of onboarding such as conducting in-person training, blending learning methods, providing feedback, and setting goals to create an effective onboarding process that reduces turnover. The seven C's framework helps organizations shape employees' experiences from pre-hire to assimilation within the company culture.
Your Job Search Marketing Documents: How to Make Your Resume and Cover Letter...John (Ed) Andriessen
Your Marketing Documents: How to Make Your Resume and Cover Letter Stand Out
When hiring managers are presented with hundreds of resumes, how do you get your resume and cover letter to stand out?
Ed Andriessen and Kevin Lewis, Business Marketing experts will show you how to change your resume from a typical list of job titles and bulleted responsibilities into a marketing document that describes your unique value and the contributions you can bring to an organization
This presentation will cover:
• Why you should change your resume into a marketing document?
• What is really going on in the typical hiring manager’s office?
• What type of resume format will gain attention in a positive way?
• What do you need to add and what should you leave out of a resume?
• How do you use SARs and PARs to demonstrate your accomplishments?
• Should you send a cover letter and what specifically should the cover letter say?
Join us for this informative session that will change your resume from a boring list into an exciting marketing document that gets you interviews.
The document discusses internships and their importance for students. It defines internships and notes that they provide supervised practical experience related to one's field of study. Internships allow students to gain experience, increase their marketability and career options, and expand their professional network. The responsibilities of the university, employers, and students are outlined to ensure a positive internship experience.
This document discusses using social networking to promote career services. It encourages following and learning about guest speakers on sites like Facebook, Twitter and LinkedIn. Various social media platforms are described, including their uses and benefits for career services. Strategies are outlined for connecting with students, employers and other professionals through blogging, Facebook, Twitter and LinkedIn. The document provides tips on developing an office social media plan and managing multiple accounts.
This document provides an outline for an academic CV lecture. It discusses the differences between a CV and resume and the key headings and structures for an effective academic CV. These include sections for publications, research experience, teaching experience, skills, and references. The document provides examples of targeted, persuasive CVs and emphasizes tailoring the CV to specific employers by researching the company and job requirements. Students are encouraged to use action words and relate skills to the job in their work experience section.
The job description is for a Pastry Chef position at a casino. The Pastry Chef will oversee all aspects of the pastry department including baking fresh pastries and desserts daily, developing recipes, training staff, and ensuring food quality and safety standards are met. Responsibilities include supervising bakers, managing costs and inventory, and developing new menu items. Qualifications include a high school diploma or equivalent, 3 years of pastry experience including 2 years as a head pastry chef, and strong leadership, problem-solving, and communication skills.
The document provides guidance on writing an effective resume and job application letter for obtaining employment. It discusses what employers seek in new employees such as technical expertise and supporting abilities. It describes the key components of a resume including contact information, objective, education, work experience, awards, activities and references. Two major types of resumes are described: experiential for entry-level jobs and functional for advanced careers. Tips are provided for an attractive resume design and persuasive letter that emphasizes how the applicant's qualifications meet the employer's needs.
The document provides information about Design & Construct, a recruitment agency that specializes in placing candidates in design and construction roles. It outlines the agency's services for both job seekers and clients, including resume preparation tips, interview advice, guidance on receiving job offers and counteroffers, and tips for resigning from a position. Design & Construct aims to foster long-term relationships and act with professionalism and confidentiality.
Career Services provides students with resources to develop their careers including educational seminars, resume and interview preparation, career fairs, networking opportunities, and one-on-one advising. They help students identify target companies, create effective resumes highlighting skills and experiences, and prepare for interviews. Key services include assisting with internships/co-ops, resume and cover letter writing, mock interviews, job search strategies, and connecting students to employers through events and online recruiting platforms. The overall goal is to help students attain jobs and advance their careers during and after college.
The Recruiter Foundational Training program consists of five half-day live webinars over one week to train new recruiters. The training covers skills like resume reading, sourcing candidates, interviewing, and negotiating. Students return to work after each session to apply their new skills. There are also bi-monthly follow-up coaching sessions for two months after training. The goal is for trainees to be fully capable recruiters through this structured and interactive program.
The document provides guidance on preparing for a job interview. It discusses that most interviews are competency-based, assessing behaviors needed for the role. Common competencies include communication, leadership, problem-solving. The job specification outlines required skills that interviewers will ask behavioral questions about. Candidates should prepare specific examples demonstrating their relevant experience and skills. Candidates should match their experiences to the required skills and have multiple examples prepared for each. Common interview questions will ask candidates to provide examples of their skills and strengths. Candidates should relate answers back to the job requirements while discussing weaknesses positively.
If you have goals big enough to be daunting, and face barriers larger than you knew existed, you'll want to participate in this hands-on, interactive presentation. Drawing on the wisdom of leaders in science as well as myth and fairy tale, she'll help you practice five fun, creative tools you can use to enter the void of the Great Unknown and bridge the gap between the No-Longer and the Not-Yet to reach your goals in 2015.
Thinking about a career change but hesitate to go for it? What is stopping you? Whatever it is what if it is NOT actually true?
This slide presentation destroys five most common barriers to a career change
Want a more meaningful career?
Sign up for a complimentary webinar "I Refuse to Wait until Retirement to Start My Life! How to make a successful career change and why now is the best time to do it" at http://digitalagecareercoaching.com/go/webinar/
Excel and Outlook Training Workshop by Career Santa. Contact for Syllabus, Timings, Certification and other information about the upcoming batches of Excel and Outlook Training Workshop
The document provides resources for companies to improve their onboarding process for new hires. It includes templates and guides for pre-boarding, the first day experience, essentials for the first month, and tools for the first quarter. The onboarding toolkit contains samples for welcome emails, orientation agendas, intranet content, check-in questions, and surveys to help new employees successfully transition into their new roles and feel engaged and supported in their first months on the job. The goal is to provide everything needed to create a powerful onboarding experience and make a great first impression that reduces turnover.
The document provides guidance on conducting structured interviews to hire the right salespeople. It outlines the costs of losing a salesperson and emphasizes establishing a vision, values, and criteria. The interview process focuses on gathering information through funnel questioning to assess a candidate's person, history, and situational skills. Key areas of inquiry include why they want the job, their career path, accomplishments, skills, values, and future goals. The goal is to hire individuals whose values align with the company and have a proven track record of sales success.
The document discusses the benefits of completing an internship through Massey University's Internship in Business program. It provides testimonials from past interns who discuss their experiences. Key benefits highlighted include gaining valuable real-world experience, developing professional skills and networks, and increasing employment opportunities post-graduation. Internships allow students to apply their classroom learning, explore career fit, and establish industry contacts to further their careers.
This document provides resources for creating an effective onboarding program for new employees. It includes templates and samples for pre-boarding activities, the first day experience, first month essentials, first quarter tools, and ways to measure success. The goal is to help make a strong first impression, ensure new hires have what they need to be successful, and get feedback to continually improve the onboarding process. Templates include checklists, sample emails, surveys, and guides for goal setting and manager check-ins.
The document provides 8 tips for improving technology job postings:
1) Write postings as marketing tools to appeal to candidates rather than as job descriptions.
2) Speak to what motivates candidates like challenging work, growth opportunities, and impact.
3) Describe benefits rather than just listing features or facts about the company.
4) Draw candidates in with identity questions in the first few sentences.
5) Use industry standard terms rather than internal acronyms.
6) Enhance formatting with bulleted lists, color, and white space.
7) Make the application process quick and easy on your website.
8) Get help rewriting postings
This document provides information from a career workshop workbook presented by Children's Restoration Network (CRN). It includes testimonials praising the resume building and interview preparation portions. The document then provides guidance on crafting resumes, covering employment history, addressing gaps, interviewing basics and questions. It also lists Georgia Department of Labor career center locations.
Navigating the Seven C's of OnboardingShelly Myers
The document discusses the seven C's of onboarding: contact, candidate experience, compliance, connection, culture, clarification, and consistency. It provides tips for each stage of onboarding such as conducting in-person training, blending learning methods, providing feedback, and setting goals to create an effective onboarding process that reduces turnover. The seven C's framework helps organizations shape employees' experiences from pre-hire to assimilation within the company culture.
Your Job Search Marketing Documents: How to Make Your Resume and Cover Letter...John (Ed) Andriessen
Your Marketing Documents: How to Make Your Resume and Cover Letter Stand Out
When hiring managers are presented with hundreds of resumes, how do you get your resume and cover letter to stand out?
Ed Andriessen and Kevin Lewis, Business Marketing experts will show you how to change your resume from a typical list of job titles and bulleted responsibilities into a marketing document that describes your unique value and the contributions you can bring to an organization
This presentation will cover:
• Why you should change your resume into a marketing document?
• What is really going on in the typical hiring manager’s office?
• What type of resume format will gain attention in a positive way?
• What do you need to add and what should you leave out of a resume?
• How do you use SARs and PARs to demonstrate your accomplishments?
• Should you send a cover letter and what specifically should the cover letter say?
Join us for this informative session that will change your resume from a boring list into an exciting marketing document that gets you interviews.
The document discusses internships and their importance for students. It defines internships and notes that they provide supervised practical experience related to one's field of study. Internships allow students to gain experience, increase their marketability and career options, and expand their professional network. The responsibilities of the university, employers, and students are outlined to ensure a positive internship experience.
This document discusses using social networking to promote career services. It encourages following and learning about guest speakers on sites like Facebook, Twitter and LinkedIn. Various social media platforms are described, including their uses and benefits for career services. Strategies are outlined for connecting with students, employers and other professionals through blogging, Facebook, Twitter and LinkedIn. The document provides tips on developing an office social media plan and managing multiple accounts.
This document provides an outline for an academic CV lecture. It discusses the differences between a CV and resume and the key headings and structures for an effective academic CV. These include sections for publications, research experience, teaching experience, skills, and references. The document provides examples of targeted, persuasive CVs and emphasizes tailoring the CV to specific employers by researching the company and job requirements. Students are encouraged to use action words and relate skills to the job in their work experience section.
The job description is for a Pastry Chef position at a casino. The Pastry Chef will oversee all aspects of the pastry department including baking fresh pastries and desserts daily, developing recipes, training staff, and ensuring food quality and safety standards are met. Responsibilities include supervising bakers, managing costs and inventory, and developing new menu items. Qualifications include a high school diploma or equivalent, 3 years of pastry experience including 2 years as a head pastry chef, and strong leadership, problem-solving, and communication skills.
The document provides guidance on writing an effective resume and job application letter for obtaining employment. It discusses what employers seek in new employees such as technical expertise and supporting abilities. It describes the key components of a resume including contact information, objective, education, work experience, awards, activities and references. Two major types of resumes are described: experiential for entry-level jobs and functional for advanced careers. Tips are provided for an attractive resume design and persuasive letter that emphasizes how the applicant's qualifications meet the employer's needs.
The document provides information about Design & Construct, a recruitment agency that specializes in placing candidates in design and construction roles. It outlines the agency's services for both job seekers and clients, including resume preparation tips, interview advice, guidance on receiving job offers and counteroffers, and tips for resigning from a position. Design & Construct aims to foster long-term relationships and act with professionalism and confidentiality.
Career Services provides students with resources to develop their careers including educational seminars, resume and interview preparation, career fairs, networking opportunities, and one-on-one advising. They help students identify target companies, create effective resumes highlighting skills and experiences, and prepare for interviews. Key services include assisting with internships/co-ops, resume and cover letter writing, mock interviews, job search strategies, and connecting students to employers through events and online recruiting platforms. The overall goal is to help students attain jobs and advance their careers during and after college.
The Recruiter Foundational Training program consists of five half-day live webinars over one week to train new recruiters. The training covers skills like resume reading, sourcing candidates, interviewing, and negotiating. Students return to work after each session to apply their new skills. There are also bi-monthly follow-up coaching sessions for two months after training. The goal is for trainees to be fully capable recruiters through this structured and interactive program.
The document provides guidance on preparing for a job interview. It discusses that most interviews are competency-based, assessing behaviors needed for the role. Common competencies include communication, leadership, problem-solving. The job specification outlines required skills that interviewers will ask behavioral questions about. Candidates should prepare specific examples demonstrating their relevant experience and skills. Candidates should match their experiences to the required skills and have multiple examples prepared for each. Common interview questions will ask candidates to provide examples of their skills and strengths. Candidates should relate answers back to the job requirements while discussing weaknesses positively.
If you have goals big enough to be daunting, and face barriers larger than you knew existed, you'll want to participate in this hands-on, interactive presentation. Drawing on the wisdom of leaders in science as well as myth and fairy tale, she'll help you practice five fun, creative tools you can use to enter the void of the Great Unknown and bridge the gap between the No-Longer and the Not-Yet to reach your goals in 2015.
Thinking about a career change but hesitate to go for it? What is stopping you? Whatever it is what if it is NOT actually true?
This slide presentation destroys five most common barriers to a career change
Want a more meaningful career?
Sign up for a complimentary webinar "I Refuse to Wait until Retirement to Start My Life! How to make a successful career change and why now is the best time to do it" at http://digitalagecareercoaching.com/go/webinar/
1) The document provides an overview of change management and discusses various topics related to managing organizational change including definitions of change, phases of change, topics for change, different approaches to change, overcoming barriers to change, changing organizational culture, issues in the change process, roles of change agents and middle managers, training for change, and focusing on the human aspects of change.
2) It discusses factors that influence individual responses to change and levels of engagement during change. It also covers appreciative inquiry, career advancement, elements of an effective change program, and considerations before, during and after a change process.
3) The document concludes with a summary and questions to prompt further discussion and reflection on change management best practices.
This presentation is published based on the eight domains of National Standards for Sport Coaches (NSSC) from National Association for Sport and Physical Education (NASPE).
Erik Erikson proposed eight stages of psychosocial development across the lifespan. The stages involve resolving crises of trust vs mistrust in infancy, autonomy vs shame and doubt in early childhood, initiative vs guilt in preschool years, industry vs inferiority in school-age children, identity vs role confusion in adolescence, intimacy vs isolation in early adulthood, generativity vs stagnation in middle adulthood, and integrity vs despair in late adulthood. Successfully resolving each crisis leads to stronger ego development and a healthy personality.
According to Freud, personality is largely established by age 5 and early experiences influence behavior throughout life. Freud believed personality develops through psychosexual stages in childhood where libido becomes focused on different erogenous areas. If stages are completed successfully, the result is a healthy personality, but fixation can occur if issues are unresolved. Erikson's theory describes psychosocial development across the lifespan through interacting with the social environment.
Erikson’s stages of psychosocial developmenthtenney37
The document outlines Erik Erikson's eight stages of psychosocial development, from infancy to late adulthood. Each stage presents an opportunity for individuals to develop new skills and overcome challenges that shape their identity and relationships. The stages include trust vs. mistrust in infancy, autonomy vs. shame and doubt in early childhood, initiative vs. guilt in preschool years, industry vs. inferiority in school-age children, identity vs. role confusion in adolescence, intimacy vs. isolation in early adulthood, generativity vs. stagnation in middle adulthood, and integrity vs. despair in late adulthood. Successful completion of each stage leads to positive outcomes, while failure can result in negative consequences.
The document discusses Erik Erikson's 8 stages of psychosocial development, including the important events and basic conflicts associated with each stage from infancy through late adulthood. Erikson believed that as people progress through these stages, they develop a healthy sense of trust, autonomy, initiative, industry, identity, intimacy, generativity, and integrity by successfully resolving the conflicts inherent within each stage. The stages are: 1) Trust vs. Mistrust, 2) Autonomy vs. Shame and Doubt, 3) Initiative vs. Guilt, 4) Industry vs. Inferiority, 5) Identity vs. Role Confusion, 6) Intimacy vs. Isolation, 7) Generativity vs. Stagnation
Erik Erikson's theory outlines 8 stages of psychosocial development across the lifespan. Each stage is defined by a psychosocial crisis between developing social and emotional skills. The document defines each stage from infancy through maturity, outlining the defining crisis, relationships, issues, virtues gained from resolving the crisis positively, and potential problems from failure to resolve the crisis at each period of development.
Erikson's Stages of Psychosocial DevelopmentDiana Flores
Erikson's psychosocial theory outlines 8 stages of development from infancy to late adulthood. Each stage involves resolving a psychosocial crisis between two opposing tendencies, such as trust vs mistrust in infancy. Successful resolution leads to healthy development and acquiring virtues like hope, will, purpose, and integrity. Unsuccessful resolution can result in maladaptive tendencies like withdrawal, inhibition, or despair. The document provides an overview of each stage's crisis, potential negative outcomes, and ideal virtue achieved with balanced resolution.
Erik Erikson developed eight stages of psychosocial development that occur throughout the lifespan. Each stage is characterized by a psychosocial crisis that must be resolved. If unresolved, it can negatively impact future development. The stages include: trust vs. mistrust (infancy), autonomy vs. shame and doubt (early childhood), initiative vs. guilt (preschool), industry vs. inferiority (middle childhood), identity vs. role confusion (adolescence), intimacy vs. isolation (young adulthood), generativity vs. stagnation (middle adulthood), and integrity vs. despair (late adulthood). Erikson's theory emphasizes the importance of social relationships at each stage of development.
Erikson's Psychosocial Stages of Developmetnsanko1sm
Erikson developed eight stages of psychosocial development across the lifespan: trust vs mistrust (infancy), autonomy vs shame and doubt (toddler), initiative vs guilt (preschool), industry vs inferiority (school age), identity vs role confusion (adolescence), intimacy vs isolation (young adulthood), generativity vs stagnation (middle adulthood), and integrity vs despair (late adulthood). At each stage, individuals face a psychosocial crisis that can result in healthy or unhealthy outcomes depending on how they are able to resolve the crisis. Erikson's theory emphasizes how social and cultural experiences shape personality development throughout life.
The document discusses reading skills and difficulties. It covers three main components of reading: decoding, comprehension, and retention. Decoding involves translating printed words to sounds, comprehension is understanding the text, and retention is keeping or remembering the information read. Some common reading difficulties include dyslexia, vocabulary issues, memory problems, attention problems, and difficulties with decoding, comprehension, or retention.
This document discusses effective reading strategies. It begins by introducing the group members and their topic on effective reading. It then covers key points about reading including what reading is, the importance of reading, reading skill development, and types of reading. The presentation goes on to discuss what makes reading effective and provides tips and strategies for readers to improve comprehension. These include previewing text, using mapping, KWL charts, and the SQ3R method. It emphasizes activating prior knowledge and using questioning to aid understanding.
Seven reasons staff leave - How to keep good staff from leavingThe Pathway Group
It doesn't matter what you build, invent or sell; your organisation can't move forward without people - Employee retention, especially of your best, most desirable employees, is a key challenge in organisations today. Keep hold of your staff and keeping staff happy makes great business sense in the long run. Why good employees will leave an organisation and what to do to prevent it
Effectively managing recruitment & selection - employing the right personThe Pathway Group
The document discusses recruitment and selection processes. It describes how proper job analysis, job descriptions, and person specifications help organizations avoid hiring the wrong candidates. This prevents issues like reduced effectiveness and unfair treatment of employees. The document also promotes Pathway Group training courses that help understand each step of recruitment and selection, how to perform job analysis, write job descriptions and specifications, provide feedback, and recruit legally.
Helping you to find the best Recruitment Methods for your organisation, Recruiting And Retaining The Best Employees, free recruitment service in birmingham. free recruitment service in walsall,
How to successfully navigate a career changeJobTatkal
Do you feel stuck in your current position? Do you frequently daydream about choosing a more satisfying career? Ouch, you may be posed with a zillion questions. Am I happy with what I do? Why should I quit this to work in a new space? How soon should I stop to avoid regretting later?
What is it you plan to do with your one wild and precious life?
Poet Mary Oliver's timeless words strike a chord, especially while you ponder over a career switch.
Let's explore how you can successfully switch industries and stay relevant in your new job path.
The document provides tips for recent graduates seeking their first job. It emphasizes the importance of being selective in the roles applied for by researching careers and employers thoroughly. Graduates are advised to consider why they want a particular role and what the day-to-day responsibilities entail. Additional tips include crafting a targeted cover letter highlighting how skills match the criteria and putting together a concise 2-3 page resume. With thorough preparation, research, and planning, graduates can improve their chances of landing the right first role.
What is Workplace Coaching and why you should implement it?The Pathway Group
What is Workplace Coaching and why you should implement it? Workplace Coaching for Team Leaders and First Line Managers ILM Award Level 3. You should develop understanding and competence in coaching skills, including the role, responsibilities, behaviours and characteristics of the workplace.
Coaching is more about asking the right questions than providing the right answers. Coaching is essentially about using effective questioning to help individuals
This document provides general tips for overcoming an interview for campus or off-campus positions. It describes an interview as a cautious climb up a mountain trail that traces one's life and career experiences. It advises preparing for interviews by remembering important career landmarks. Typical interview questions are listed and responses are suggested, such as discussing one's strengths, salary expectations, why the company should hire you, and questions you can ask the interviewer. First impressions, resume tips, and maintaining confidence are also addressed.
There is a lot of confusion about the role of career coaches, are we recruiters? Do we simply help with drafting CV? The attached slides set out some of the most common myths associated with career coaches
Mortgage Originator Jimmy Vercellino, specializing in VA loans, helps veterans use their VA loan benefit to their greatest advantage. For more details call us at 480-351-5904 or visit our site http://www.valoansforvets.com/
The views expressed here are those of the individual author and do not necessarily represent those of First Choice Bank (NMLS #: 177877) and First Choice Loan Services Inc. (NMLS #: 210764), 7600 E. Doubletree Ranch Road, Scottsdale AZ 85258. Equal Housing Lender. www.fcloans.com/disclaimer/
www.fcbhomeloans.com/privacy
7600 E. Doubletree Ranch Road #200
Scottsdale, AZ 85258
Phone: (480) 351-5904
Email: jimmyv@fcbmtg.com
http://www.valoansforvets.com
http://google.com/+valoansforvets
http://facebook.com/valoansforvets
You must have heard stories about people getting help from career coaches. If you haven’t tried getting into a career coaching program, you must be wondering what benefits this can have for a career person like you. Well, there are many ways you can benefit from a career mentor.
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.
Here are some answers to your questions about job references:
- References are used by potential employers to verify information on your resume, such as your previous job titles, dates of employment, job duties, and your work performance and qualifications. Good references are former managers, supervisors or coworkers who can speak positively about your skills and accomplishments.
- Past employers are commonly contacted to confirm your dates of employment, job title(s), and whether you are eligible for rehire. They may be asked about your job performance, work ethic, strengths/weaknesses, reasons for leaving, etc.
- Yes, employers do often contact references, either by phone or email. They want to hear firsthand from people who have direct
options other than Uni, Options other than University, Degree or apprenticeship: which works best in the job market? Which Is Better An Apprenticeship Or A Degree? Uni degree vs apprenticeship
How to choose a career after 10th and 12thPoonam Kherde
If you are done with your 10th/12th standard and are in the process of choosing the right career for yourself, then you might be facing questions like how to choose a career? and so on..
4 methods for inspiring your employees.pdfJose thomas
Axolon accounting software solutions in UAE are designed for small and medium-sized businesses. Automate administration and work from anywhere, at any time.
What is on the-job training, for staff and individualsThe Pathway Group
On-the-job training (OTJT) involves learning tasks directly from experienced workers. It can be effective for passing on skills but works best for unskilled or semi-skilled jobs where theoretical knowledge is less important. OTJT engages learners and allows them to ask questions, but it may slow businesses and carry safety risks. Apprenticeships combine OTJT with classroom learning, allowing trainees to earn a wage. Those already working can consider vocational qualifications like NVQs which are earned through on-the-job achievements and testing.
Similar to Changing your career, how to change your career (20)
Apprenticeship Branding Conference - Brochure powered by Pathway GroupThe Pathway Group
The first Apprenticeship Branding Conference - Amplify Powered by Pathway Group was a game-changer!
Over 18 exhibitors and 250 attendees gathered, making it one of the UK’s largest gatherings of inspirational leaders and practitioners from the Apprenticeship and Skills sector.
From inspiring stories by Olympian Derek Redmond to dynamic panel sessions, we explored the power of branding in apprenticeships, early careers and talent management, we shared best practices, and our key speakers tackled current challenges
We discussed how to engage communities, improve recruitment, and enrich the apprenticeship experience, ensuring apprenticeships are seen as a first choice.
With over 30 speakers and panellists, many attendees said they left more enlighted to amplify their brands to attract, engage, retain and grow top talent.
The organisations in attendance have spoken—there's a high demand for this event to become a key fixture in the apprenticeship and skills sector calendar.
THANK YOU to everyone who supported us. For more information visit https://apprenticeshipbranding.co.uk/ and stay connected to our social media.
Responsible Individual Training - F5 Foster Care.pptxThe Pathway Group
An independent fostering agency must have a registered provider and a responsible individual (RI) who represents the organization to Ofsted. The RI is accountable for ensuring legislation is implemented and has responsibilities in relation to managers, staff, children, and foster carers. The RI must follow the applicable National Minimum Standards and ensure the welfare of children in care.
Responsible Individual Training fostercare- F5 Foster Care UKThe Pathway Group
Responsible Individual Training for Foster Care provided complimentary by Safaraz Ali
www.safaraz.co.uk
Responsible Individual Training fostercare- F5 Foster Care UK
Responsible Individual Training UK"
"Foster Care Professional Development"
"Accredited Foster Care Training"
"Diversity in Foster Care"
"Inclusive Foster Care Training"
"F5 Foster Care UK Training"
"Foster Care Skills Enhancement"
"Leadership in Foster Care"
"Foster Care Excellence Programs"
"Equity in Foster Care Education"
RI Training
Responsible Individual Training for Foster Care
Birmingham College is looking for new partner organizations to support bids and tenders across various markets including employment, skills, business support, justice, and youth. As an established skills provider, Birmingham College wants to explore partnership opportunities with other established organizations that have experience delivering skills training in priority industry sectors. Birmingham College's mission is to enhance knowledge, develop skills, and change behaviors to positively transform communities.
the original content of the 1973 TPS manual1 was written by
the staff2 of Toyota Motor Corp. (OMCD - Operations Management Consulting Division.
By 1970, Toyota had a fairly stable production system internally and they made a decision to
assist suppliers by sharing their knowledge and skills. To do this, Toyota created a special
internal improvement group called Production Research Division (later renamed Operations
Management Consulting Division – OMCD)
his 1973 manual was also used as course materials by Ohno and his team – the Japanese
Management Association compiled their workshop materials and released it as a book in the
1978. Productivity Press translated it and released it as Kanban: Just-in-time at Toyota in
1986. While much of the Productivity Press book consists of the same materials as the 1973
TPS Manual, it is not presented in the same order.
Multicultural-Apprenticeship-Awards-2023-Compressed-Brochure.pdfThe Pathway Group
Celebrating Talent & Diversity
The Multicultural Apprenticeship Awards recognises multicultural British apprentices, their employers, and learning providers.
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Empowering The Nation - White Paper
This is the white paper what was written to go along with the Peer Meet up event that was conducted on the 13th October. This covers about unleashing potential in the employability and skills sector, the power of partnership working, the current landscape of the sector and where it might be going in the next 12-18 months.
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Powerpoint from the peer meet up online networking webinar that was conducted on the 13th October 2023. This covered topics such as recruitment, AI and the funding landscape.
Peer Meetup by Safaraz Ali 13.Oct.2023
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A Guide to Apprenticeships for the Higher Education Sector.pdfThe Pathway Group
A Guide to Apprenticeships for the Higher Education Sector.pdf
A guide to apprenticeships which is detailed to be about the higher education sector. Covers many topics such as: what is an apprenticeship and how they work, regulatory bodies, end-point assessments, delivery styles and how to keep up-to-date with industry changes.
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.pdfThe Pathway Group
All Matters Regulatory - Apprenticeship Training Material - Pathway Group.ppt
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All Matters Regulatory - Apprenticeship Training Material - Pathway Group.ppt
A powerpoint talking about the regulatory bodies when it comes to apprenticeships, along with what they do and how they work.
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material -...The Pathway Group
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material - Pathway Group.ppt
A presentation detailing the role that End-point assessment organisations play in apprenticeships, along with how to choose the right one for your company/training provider.
End-Point Assessment Organisations EPAOs - Apprenticeship Training Material -...The Pathway Group
End point assessment organizations (EPAOs) administer the independent end point assessments for apprenticeships. EPAOs ensure apprentices have gained the necessary knowledge, skills, and behaviors outlined in each apprenticeship standard. Ofqual regulates EPAOs for most apprenticeships, while the Office for Students regulates degree apprenticeship assessments. EPAOs use a variety of assessment methods, such as practical assessments, interviews, tests, and projects, to evaluate apprentices at the end of their training.
How Apprenticeships Work & Why They Work - Apprenticeship Training Material -...The Pathway Group
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How Apprenticeships Work & Why They Work - Apprenticeship Training Material -...The Pathway Group
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A powerpoint which covers topics such as different learning and teaching styles, along with delving into what they are and the advantages of them.
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How Independent Training Providers (ITPs) can survive and thrive in an inflat...The Pathway Group
The attached
white paper has been produced to help Independent
Training Providers (ITPs) negotiate the
uncertain economic and policy terrain.
We have a simple goal – to offer helpful
information to training providers to help
them survive and deliver what the UK needs –
a skilled, successful and happy workforce.
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
Go through the carousel and let me know your views 🤩
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
2. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
WHAT IS A CAREER?
A career is a path of work. It makes more than just a job title.
It is a significant part of a person’s life, with opportunities for
progression.
Being in the right career is important for:
Job satisfaction – feeling that your time and effort is being
put in the right place
Health – keeping your mental health in shape requires your
daily life to be reasonably stress and worry free
The workplace – It is better for a company to have staff
that truly want to be there
3. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
WHAT IS A CAREER CHANGE?
A change of career is not a shift in job – it’s a complete
move from one field to another.
Moving career is:
Exciting – especially if your job and field bores you or leaves
you feeling unfulfilled
Nerve-wracking – especially if the career is very different
Brave – because acknowledging your unhappiness, and
inviting doubt from others, is not always easy
4. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
BUT NOT EVERYONE WHO CHANGES
CAREER IS THANKFUL THEY DID
It’s important to carefully consider the reasons
why you want to change:
Is it:
The hours?
Your colleagues?
The work itself?
5. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
THE HOURS
Think about:
Flexible working – it is law for
employers to consider a flexible
working request. This could be:
A move from full to part time
Job-sharing
Doing the same hours over fewer days
And more
Are your hours not meeting your needs?
Would you prefer another pattern, or a stronger work-
life balance?
6. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
YOUR COLLEAGUES
Are colleagues holding you back, or making
work difficult? A change of job, not career,
might be the answer.
If you changed role within the organization, would you be more excited
about coming to work?
It might be a sign that you should change career if the type of worker
just doesn’t match you. You could be around:
The opposite/the same gender too much
People too commercially/academically minded
Too many/too few people!
7. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
THE WORK
The work could just not be right. Separate it from your
hours and your colleagues. If the others were ideal,
would the job be?
Consider talking to your employer:
They may introduce more challenge
They may pass some work to others
You’re not threatening to leave – you’re just
explaining that the work isn’t at a happy level
8. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
SO, ARE YOU SURE YOU WANT
TO CHANGE CAREER?
It’s not the hours, the colleagues, or the work. It’s the
whole lot. You need a change of career.
But where on Earth do you start?
You could be in two minds
Knowing where you want to go – you can jump straight
into the research and education
Knowing that you just need to get out of where you are
– you need to do some thinking and introspection
9. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
INTROSPECTION
Look at your skills, and what was missing from your last
career.
Use these questions as a guide:
What have you achieved in your career and which of
those are you proud of?
Have you enjoyed the challenges, or preferred the
steadier work?
How did promotions, if any, make you feel?
10. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
MORE INTROSPECTION
Write your answers down so they can become a solid guide.
Did your salary allow you live the way you wanted, and what
level could that reasonably be?
What expertise have you got to carry over elsewhere?
Then, finally…
Will you regret it if you don’t?
12. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
RESEARCH
This is about more than just the internet
Career within the same field – you may already have a fair
understanding of expectations, have spent time with
people in the role and know the general path
Career in a different field – this is likely to need much more
research about the environment and lifestyle
So what research can we do?
13. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
OBSERVATIONAL SHIFTS
Go for a day-in-the-life of with someone doing your dream
job.
Observational shifts are great because:
No responsibility – you will be free to learn
without committing to work, though you
probably won’t be able to help or do anything with risk
You have a whole day to ask questions – and while on the
job, the real issues will be at the fore
No training required – the benefits of work experience
without qualifying to do it
14. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
WORKING
Without a doubt, the best way to gain experience in a
field is to join in! If you can’t get paid work, unpaid is just
as valuable for learning.
Potential work opportunities are:
Internships
Part-time work
Voluntary work
Temp work
15. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
TRAINING PROVIDERS
Talk to a training provider. They’ll give
you an idea of the realistic prospects
of the career you want to move to.
They will know the training required
and be able to help you seek it.
They will also help you understand timescales and
how you might achieve the results around other
commitments.
16. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
RECRUITMENT CONSULTANT
Recruitment consultants, like
training providers, see career
changes regularly, and will have
valuable knowledge to take
advantage of.
They may assist with getting you
onto training courses or work
experience.
17. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
EDUCATION AND
TRAINING
With research about the job over, it’s time to figure out
whether you and your CV are up to the task.
A serious career will require a level of re-training – this
should be of no surprise.
Here are the steps you need to go through:
18. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
IDENTIFY THE SKILLS NEEDED
Skills are separate from qualifications. If you want to become
a carer, where are your caring skills?
You can build skills that are lacking with:
Training courses
Work experience
Both!
Don’t underestimate how much the type of person you are
counts as much as how qualified you are.
19. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
IDENTIFY INDUSTRY QUALIFICATIONS
Think cost and time.
If you can’t afford full-time education, try and work part-time.
If the skills are relevant to your current job, they may even pay
towards the course!
Part-time education is great because:
You keep earning while you learn
You remain a part of the workforce and can grow from that
The learning is at a slower pace – great if the course is a
high level
20. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
TRY SMALL COURSES
It is sometimes best to do much smaller
courses to first ensure you are capable
and willing to do bigger ones.
Try free courses online, with sites like
FutureLearn. These offer bite-size dips
into the academic field of your dream
career.
21. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
DISCUSS WITH A CAREERS ADVISOR
Some people aspire to better themselves but can’t
get the academics down – and this is very common.
A career’s advisor will have a clear vision of how to
reach success and can support you from start to
finish.
They may be your route to work experience and
should have a method and contacts to achieve this.
22. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
NETWORK
Networking is key when venturing to a
new career. Be it through friends, family
or more professional networks, knowing
others will boost your opportunities for
experience and put you in good
standing for recommendations. You can
also gain an insight into life on the job.
Try looking for a professional network in
your area that welcomes candidates.
23. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
FIND A MENTOR
A mentor, or a career advisor, can
be an informal arrangement or
someone like a career consultant.
They will keep you on your path,
helping you through tough times
and allowing you to achieve the
good times.
They may already have a network that
you could take advantage of.
24. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
IN SUMMARY
First establish why you want to change careers – and if it’s a
problem that can’t be changed within.
If a career change is definitely the right thing:
Do observational shifts, internships and voluntary work
Get part-time and temp work where you can
Identify what skills and qualifications you will need
Try smaller courses so you are prepared for them
Use experts like career’s advisors to guide you!
25. Call a specialist Careers Advisor at Pathway – 0121 707 0550 or visit http://www.pathwaygroup.co.uk/
YOU DON’T NEED TO DECIDE ALONE
Why not contact one of our careers advisors at Pathway
Group who can guide you on the path to a change?
Call Pathway on 0121 707 0550
Visit our website at http://www.pathwaygroup.co.uk/
www.facebook.com/pathwaygroup
www.twitter.com/pathwaygroup
www.linkedin.com/company/pathwaygroup