The document provides advice for job seekers on improving their job search process and standing out among applicants. It recommends keeping resumes concise and focused on achievements. It also advises applicants to carefully consider whether roles are a strong fit based on the job description, gain referrals by staying in touch with recruiters, and focus on opportunities with longevity over short-term contracts. Maintaining relationships and demonstrating relevant experience are emphasized as important tactics.
These slides will help you preparing for an interview.
Following up after a job interview is an important, yet often overlooked, part of the job search process. It allows you to thank the interviewer for his or her time while also reiterating your interest in the job and your potential to positively contribute to the company. However, following-up can be a delicate process and going about it the wrong way can actually hurt your chances. This article will address the most appropriate way to follow-up after a job interview to help you stand out from the other job applicants.
If the interviewer does not offer a timeline for their decision-making process, you are perfectly entitled to ask for one. Find out when they expect to let candidates know their decision, who in the company will be contacting the candidates (interviewer, HR manager), and through what means - email, phone call or letter.
This will give you the person’s correct contact information, including name, title, mailing address and email address, which will save you time when you are sending your thank you note and letter.You should do this as soon after the interview as possible, from your smartphone on the way out of the building, as soon as you get home, or at least the same evening as the interview. This shows the interviewer that you are both enthusiastic and organized and ensures that they will not forget you as a candidate.
Remember, jobs are not given based on examination marks.
One has to ace an interview. But, every interview does not end up with a job. So, don't lose heart. Analyse your shortcomings and keep going, till you achieve success. Best of Luck!
This guide presents 15 of the most common interview questions you will face in an interview for a recruitment role and what you need to think about in order to answer them fully.
These slides will help you preparing for an interview.
Following up after a job interview is an important, yet often overlooked, part of the job search process. It allows you to thank the interviewer for his or her time while also reiterating your interest in the job and your potential to positively contribute to the company. However, following-up can be a delicate process and going about it the wrong way can actually hurt your chances. This article will address the most appropriate way to follow-up after a job interview to help you stand out from the other job applicants.
If the interviewer does not offer a timeline for their decision-making process, you are perfectly entitled to ask for one. Find out when they expect to let candidates know their decision, who in the company will be contacting the candidates (interviewer, HR manager), and through what means - email, phone call or letter.
This will give you the person’s correct contact information, including name, title, mailing address and email address, which will save you time when you are sending your thank you note and letter.You should do this as soon after the interview as possible, from your smartphone on the way out of the building, as soon as you get home, or at least the same evening as the interview. This shows the interviewer that you are both enthusiastic and organized and ensures that they will not forget you as a candidate.
Remember, jobs are not given based on examination marks.
One has to ace an interview. But, every interview does not end up with a job. So, don't lose heart. Analyse your shortcomings and keep going, till you achieve success. Best of Luck!
This guide presents 15 of the most common interview questions you will face in an interview for a recruitment role and what you need to think about in order to answer them fully.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
Are you looking for a professional and compelling tech resume that stands out from the crowd? Look no further! The "A_Good_Tech_Resume.pdf" is a comprehensive and well-crafted document designed to showcase your skills, experience, and achievements in the world of technology. With search engine optimization (SEO) in mind, this description highlights the key aspects of the resume to ensure maximum visibility and impact.
This tech resume is meticulously tailored to catch the attention of hiring managers and recruiters in the fast-paced and competitive tech industry. It begins with a powerful summary that encapsulates your expertise, highlighting your technical proficiency and problem-solving abilities. By incorporating industry-specific keywords strategically throughout the resume, it is optimized to rank highly in search engine results.
The resume's structure is clean, professional, and easily scannable, making it effortless for recruiters to identify your qualifications and accomplishments. It includes a comprehensive skills section that showcases your proficiency in a wide range of technical tools, programming languages, frameworks, and methodologies. This emphasis on your skill set ensures that employers quickly grasp your capabilities and potential contributions.
The work experience section demonstrates your career progression and tangible contributions to previous employers. It highlights your accomplishments, showcasing successful projects, process improvements, and any measurable outcomes you achieved. By incorporating relevant metrics and quantifiable achievements, this resume demonstrates your impact and adds credibility to your claims.
Furthermore, this tech resume places significant importance on your educational background, certifications, and professional development. It ensures that your academic achievements and ongoing commitment to staying up-to-date with the latest industry trends and technologies are prominently displayed.
To enhance your resume's visibility, it is crucial to include relevant industry-specific keywords throughout the document. By aligning your qualifications with common search terms used by recruiters and employers, this resume maximizes its chances of appearing in search engine results.
In summary, the "A_Good_Tech_Resume.pdf" is a meticulously crafted and SEO-optimized resume designed to impress hiring managers in the tech industry. With its strategic use of keywords, emphasis on skills and accomplishments, and clean structure, this resume will undoubtedly enhance your chances of securing interviews and landing your dream tech job. Download the PDF now and take the first step towards a successful tech career!
In this ppt, we go in-depth on how to apply for jobs in India as a fresher. Be willing to put yourself out there, make the necessary calls, and apply for the relevant positions in every listing for fresher job openings that you come across—until you discover the right fit! So just let's start.
We can see frustrated job seekers all around from all industry and from all career levels.No matter how many places you applied or how many phone calls you received. One thing for sure job search is always exhausting but you can’t give up until you reach your destination. Rejections happen if you are over qualified, under qualified or qualified between 75-100% as per the job description.Getting an interview call from a good organization is like a festival these days.Always be passionate and focused on your profession and try to develop new skills, never close your door and never let your search stagnant. Remember one thing ‘the best candidate doesn’t always get a job’.
1. Job search can be a difficult process, even for a serial contractor to constantly be interviewing.
Having been in your shoes, I can certainly understand it can be a frustrating process applying
for roles you know you could easily do. It is difficult to get the immediate feedback and there’s
always the awkward phone call where you are trying to convince both yourself and the
consultant on the phone that you are right for this position.
In a quieter half of the year to what the Industry and the candidates might be used to when it
comes to recruitment. It’s worth noting that the clients are a lot more selective when it comes
to their hiring, as such, so are the recruiters when it comes to shortlisting and presenting
candidates.
I see it from both perspectives, and there are few things you can do to make sure you are
doing all the right things to get yourself back into a suitable position as soon as possible.
Your CV:
Your CV speaks volumes about you before you even have any direct interaction with the
Recruiter or the Hiring Managers. Therefore, It is absolutely vital that you keep it concise and
to the point.
As Recruitment Consultants, we spend a little longer on the CVs to understand your
experience before we pick up the phone to find out more. It is important to note that Hiring
Mangers simply won’t give your CV this time. It is a well known ‘fact’ that on average a Hiring
Manger spends around 6-10 seconds on reviewing a CV before an irreversible impression is
made.
Advice:
DO
- Keep it simple and to the point
- Describe your achievements in the role, focus on these – this is exactly what the Hiring
Mangers want to see on a CV.
- Check, check and check again for any errors, formatting issues – This is a reflection of
your approach to documenting and presenting information. If this isn’t spot on – you are
severely underselling yourself.
- Avoid using phrases such as “The role involves...” and certainly avoid talking about
yourself in Third Person.
- Finally, if you have any questions – ask your friends, colleagues or even your recruiter
to see if there is anything they would change.
Feedback:
Wherever possible, we would always give you feedback on your profile and suggest ways of
making it stand out. However, at initial application phases – due to the sheer volumes of
applications, I admit – it is difficult to give detail feedback on why you have not been
shortlisted for the position. More often than not, it comes down to having stronger candidates
that hit the mark.
Although there is always a grey area when it comes to considering applications; it is important
to note that we have a specific brief. Below are some of the criteria that apply;
2. - The client outlines exactly what they are looking for
- Where they are willing to compromise (The grey areas) Nice to haves and must haves.
- Finally “Are they right for the team/organisation?” – Culture fit
This of course comes down to your relationship with your consultant – we’ll come back
to that.
My Advice: If you are having to fill in the gaps and reach far afield to convince both yourself
and the consultant why you might be good for the role, this probably isn’t the right position for
you. Wait it out, the right roles will come along.
Even better, candidates who are upfront about their strengths and weaknesses in comparison
to the job brief are often the ones who see a higher hit rate on getting interviews.
Know your strengths:
Firstly, for any contracting position – the client is bringing this resource in because it is easier
and they can come in and hit the ground running. With that in mind, they will be looking for
previous experience in the similar role to the one you are applying for.
Although you might have a lot of transferrable skills, If your profile does not tick this boxes –
often it is difficult to pitch your details across on a role where we are already a step behind.
Advice: If you are comparing your profile to the job specification and it doesn’t align by 60%-
70% at least, this will be a difficult sell, ask your consultant for advice on whether this is the
right role or not before you proceeed.
Applying for Jobs:
Speaking specifically from a Projects and Change perspective, on average – I receive over
150 response for any Regulatory job advert I post. Of which, around 10% will be spot on for
the position... It’s a tough market; there is a higher supply than demand for candidates right
now. Hiring Managers can be very selective when it comes to progressing candidates, and as
a result – we have to be. Of course, this does mean many are left frustrated or wondering why
they haven’t been shortlisted for the role.
Bearing in mind, there are several other candidates on the Market with similar skill set who
would be more suited to the position.
Advice: Focus your search on roles with relevant experience to yours. This shows you as a
credible candidate. For us, if you are applying for any and every position advertised –
Although your name might be out there and you might be getting a lot of calls, it might have a
negative effect on your profile as the name that pops up against every job.
Be Selective:
Be selective when it comes to choosing the recruitment agencies you work with, it’s good
having your CVs going across on several roles and jumping at the first one that comes might
seem financially viable – However, take into account the next role might have on positions
going forward.
3. A short term contract with a higher rate might sound incredibly appealing in the moment – a
short gap on your CV to get into a longer term, more stable contract might just make the
difference between you and another candidate at a later stage.
The role, number of renewals and longevity within those roles are the types of qualities the
Hiring Managers look for in a good CV.
Given the opportunity,
- Avoid jumping ship too soon. Stay within your role for at least 12-18 months as a
contractor before considering a move
- Take into account the type of organisation you step into and its impact on your career
- If you have had a few short term contracts on your CV, be selective and think about the
bigger picture. Choose a role that offers you the longevity rather the higher contract rate
Finally:
As much as I dislike picking the phone up to a candidate and letting them know I have no live
jobs for them, I appreciate a call that comes from a candidate I know. It is important to note
that your relationship with the contact goes a long way when it comes to finding your next
position.
- Stay in regular contact with your consultant, drop them an email every few weeks if you
haven’t heard much from them. When something relevant comes up, you’ll be first
person we think of
- Although, it isn’t always the case – make time to meet your consultant, it gives both
yourself and us the chance to see who you are working with and what they are like in
person.
Hopefully, that has provided you with a few tips and tricks on how you can find more success
from the jobs you’re applying to. On the Projects and Change desk, we are starting to see
demand for candidates from a Front Office Regulatory Change, Compliance Change and
strong Business Analysts with Custody and Asset Servicing experience. Please get in touch if
you’re interested in exploring these positions, one of our team will be happy to have a chat.