Get an insight into a CEO’s mind this February with MUST University’s Newsletter! Learn how to develop leadership qualities and take charge of your career this month as we bring you an informative cover story that will help you grow leadership skills. Meet Joe Biden and see how he managed to create an impact for the American people; and travel with us to the much-hyped 85th Academy Awards. All this and much more in our edition this month!
We all know masterpieces rarely happen without some creative risk-taking, but how empowered do creative teams feel when it comes to breaking the mold? The Creative Group and AIGA surveyed more than 750 creative professionals, and the results may surprise you.
Originally presented at GDC 2004, this was a candid, no-holds-barred look at why my first start-up company, Escape Factory, ultimately failed. There are plenty of stories out there about game studios that succeed, but not enough about studios that fail.
This presentation was also in part an attempt to make good on a promise to our angel investor to share all the lessons we learned setting up Escape Factory.
The document is a magazine issue from OneRecruit that discusses various topics related to recruitment and interviews. It includes articles on why recruitment is a game to win, how skills matter in job interviews, things to avoid in interviews, what HR is, how to dress for interviews, and salary negotiation tips. It also provides summaries of additional articles on topics like creating the perfect cover letter, resume tips, online learning, and questions to ask in an interview. The magazine is intended to provide relevant information to both job seekers and human resources professionals.
The document provides tips for enhancing your job search when you are out of work. It recommends maintaining a positive attitude and treating your job search like a full-time job. Networking is key, as most jobs are found through connections, so you should leverage your personal and professional networks. You should also directly contact companies of interest and utilize job boards to get your resume in front of potential employers. With persistence and the right approach, the right job opportunity will come.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
9 things you need to do to build your dream teamNaomi Simson
The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
Creativity Lessons From Five Top In-House Creative TeamsRobert Half
Get an inside look at how five top in-house creative teams, including Disney’s Yellow Shoes Creative Group, McKesson, National Parks Conservation Association, Square and Target, are leading the charge and inventing the future for their companies.
The employer-employee relationship is broken. Managers face a seemingly impossible dilemma: You can’t afford to offer lifetime employment. But you can’t build a lasting, innovative business when everyone acts like a free agent. The solution: Stop thinking of employees as family or free agents, and start thinking of them as allies on a tour of duty.
Co-authored by Reid Hoffman, founder/chairman of LinkedIn, and Ben Casnocha and Chris Yeh, The Alliance teaches managers how to recruit, manage, and retain the entrepreneurial employees your business needs to succeed in the networked age.
This deck is a visual summary of our book: http://amzn.to/1kWQB4j
The "tour of duty" is the way you organize the Alliance at work. In this context, a tour of duty represents a commitment by employer and employee to a specific mission of finite duration. We see this approach as a way to incorporate some of the advantages from both lifetime employment and free agency. Like lifetime employment, the tour of duty allows employers and employees to build trust and mutual investment; like free agency, it preserves the flexibility that both employers and employees need to adapt to a rapidly changing world.
We all know masterpieces rarely happen without some creative risk-taking, but how empowered do creative teams feel when it comes to breaking the mold? The Creative Group and AIGA surveyed more than 750 creative professionals, and the results may surprise you.
Originally presented at GDC 2004, this was a candid, no-holds-barred look at why my first start-up company, Escape Factory, ultimately failed. There are plenty of stories out there about game studios that succeed, but not enough about studios that fail.
This presentation was also in part an attempt to make good on a promise to our angel investor to share all the lessons we learned setting up Escape Factory.
The document is a magazine issue from OneRecruit that discusses various topics related to recruitment and interviews. It includes articles on why recruitment is a game to win, how skills matter in job interviews, things to avoid in interviews, what HR is, how to dress for interviews, and salary negotiation tips. It also provides summaries of additional articles on topics like creating the perfect cover letter, resume tips, online learning, and questions to ask in an interview. The magazine is intended to provide relevant information to both job seekers and human resources professionals.
The document provides tips for enhancing your job search when you are out of work. It recommends maintaining a positive attitude and treating your job search like a full-time job. Networking is key, as most jobs are found through connections, so you should leverage your personal and professional networks. You should also directly contact companies of interest and utilize job boards to get your resume in front of potential employers. With persistence and the right approach, the right job opportunity will come.
The document discusses strategies for recruiting and retaining top talent. It suggests focusing on company culture fit over just expertise when hiring. It also recommends providing opportunities for employees to grow, maintaining engaging work, and recognizing accomplishments to keep current employees motivated. Proper onboarding, developing relationships among coworkers, and continual hiring of top performers are other tactics covered.
9 things you need to do to build your dream teamNaomi Simson
The document provides 9 things to do to build a dream team: 1) Know your purpose, 2) Get your people involved, 3) Make everyone accountable for culture, 4) Recognize progress, 5) Build trust through transparency, 6) Create opportunities to connect, 7) Hire for attitude and train for skill, 8) Reward value with value, and 9) Build advocacy. The key is connecting each individual to something meaningful and showing their contribution counts through autonomy, advocacy, transparency, and empowering each team member as a custodian of culture. This transforms the team into a place people want to be a part of to do their best work.
Creativity Lessons From Five Top In-House Creative TeamsRobert Half
Get an inside look at how five top in-house creative teams, including Disney’s Yellow Shoes Creative Group, McKesson, National Parks Conservation Association, Square and Target, are leading the charge and inventing the future for their companies.
The employer-employee relationship is broken. Managers face a seemingly impossible dilemma: You can’t afford to offer lifetime employment. But you can’t build a lasting, innovative business when everyone acts like a free agent. The solution: Stop thinking of employees as family or free agents, and start thinking of them as allies on a tour of duty.
Co-authored by Reid Hoffman, founder/chairman of LinkedIn, and Ben Casnocha and Chris Yeh, The Alliance teaches managers how to recruit, manage, and retain the entrepreneurial employees your business needs to succeed in the networked age.
This deck is a visual summary of our book: http://amzn.to/1kWQB4j
The "tour of duty" is the way you organize the Alliance at work. In this context, a tour of duty represents a commitment by employer and employee to a specific mission of finite duration. We see this approach as a way to incorporate some of the advantages from both lifetime employment and free agency. Like lifetime employment, the tour of duty allows employers and employees to build trust and mutual investment; like free agency, it preserves the flexibility that both employers and employees need to adapt to a rapidly changing world.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
You’ve invested a lot of time and money recruiting and hiring the right talent for your small to mid-sized businesses (SMB). The last thing you want to do is let all that hard work go down the drain when an employee leaves for another opportunity.
But, many SMBs ask, “How do I keep the talent I worked so hard to recruit?” Borrowing “big company” tactics can help you build a truly effective employee retention program.
In this Slideshare, you’ll learn:
- Eye-opening statistics on employee attrition’s business impact
- How to be an effective manager that keeps teams happy
- Tangible tips, tricks, and examples of employee retention programs companies have used
Hiring time-vs-money a better more affordable way to Hire.Jamilah N. Lawry
I am an independent recruiter working with RecruitLoop, a curated community of professional recruiters who help companies hire faster and smarter. RecruitLoop connects professional recruiters with clients who have hiring needs and the recruiter bills by the hour. We save our clients 80% from traditional fees.
Our approach enables clients to have as little or as much involvement in the recruitment process as they wish.
Would you have time to jump on a quick call to chat about your hiring needs?
Thanks,
Jamilah Lawry
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
The document discusses addressing "killer questions" early in a startup to avoid potential problems. It identifies some key questions around whether the founding team has complementary skills and a shared vision, passion, and values. It also stresses the importance of careful hiring and building a support network to draw on external expertise during challenges. Addressing these human factors early through open communication and establishing a strong culture can help minimize risks and make the difficult startup process more manageable.
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact.
2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging about the company based on research findings, ensuring messages are honest and backed by employee experiences.
4. Promote the talent brand internally and externally using various channels and engage employees as ambassadors.
5. Continually measure and refine the talent brand strategy based on analytics and ongoing research.
Be Found And Find A Job Fast Webinar 6 18 2010Anita Lauhoff
The webinar covered strategies for using LinkedIn effectively in a job search, including completing a profile, building a professional network, researching companies and positions, and networking. Recruiters seek candidates who are active on LinkedIn and can showcase their brand and value. The presentation provided tips on customizing outreach messages to recruiters and hiring managers, as well as practicing an elevator pitch to concisely communicate qualifications and experience.
Positivity 101: How to Lead in Times of ChangeGloboforce
Employees are facing more uncertainty, change, and unknown in their work lives. What impact does this have on morale and company culture? How can leaders ensure smooth transitions?
New research shows what specifically will make employees more likely to be happy or excited about change.
Read this book to learn how most employees approach change, the impact of recognition and transparency on attitudes at work, and the business benefits of positivity.
Coolest Companies Based in the Bay Area O.C. Tanner
Part of the Coolest Companies to Work For award series. The top companies within the Bay Area are were selected, and here we highlight some of the great things about them.
Glen Cathey, Cathey Advisory Group
Are you interested in learning how to maximize your sourcing and recruiting ROI? In this session, Glen Cathey, senior talent acquisition leader and author of BooleanBlackBelt.com, will dive into 3 areas of opportunity for you to significantly increase your sourcing and recruiting effectiveness:
Hacking human capital data: how to search LinkedIn to find more of the right people more effectively and increase response rates.
Human hacking: how to leverage social engineering to earn a higher response rate on your outreach efforts, how to convert passive candidates into active candidates and how to increase referrals.
Hacking time: a simple yet highly effective strategy for working smarter to increase your sourcing and recruiting productivity.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
2. Assessing Yourself And Your SituationJohn Buckley
This document provides advice and information for those undergoing career transition or self-analysis. It discusses assessing one's situation, priorities, and options like temporary work. Self-analysis involves evaluating personality, skills, interests, and past work experiences. Transition options covered include temporary jobs, consulting, education, and volunteering. The document also addresses maintaining happiness in a current role or company and negotiating severance packages. Financial considerations like benefits, taxes, and expenses are reviewed.
Being a Cultural Warrior: 3 Proven Practices for Driving Engagement and Effic...Snag
Whatever your organization is designed to deliver, whether it’s a product or a service, you will win or lose based on how well your people are able to work and perform as a team. If you have have the best processes in the world, but your people don’t really care, you can be good, but you will never be awesome. And if you aren’t after awesome, what are you after?
With extensive experience in the manufacturing biz, Beau Groover, the former Director of Lean Supply Chain with Serta Simmons Bedding and Founder and President of The Effective Syndicate, will share what he’s learned from two decades in the service industry that will help you align your people, processes and products ... and make your business thrive.
Check out our joint presentation, ‘Being a Cultural Warrior,’ with TalentStream and Beau Groover to:
-- Define clearly what the vision, mission and values are that represent your brand and motivate your team
-- Uncover how to effectively evaluate your team … and yourself
-- Understand what being a Cultural Warrior looks like, the strategy to get there, and how it'll improve customer service from the ground up
-- Get tips on how to improve process efficiency and produce highly predictable results
-- Learn how to develop a successful organizational structure, including succession planning, leadership development and teamwork coaching
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
Research common interview questions to familiarize yourself with what may be asked. Practice answering questions out loud or in mock interviews to improve your response time and confidence. Research the company you are interviewing with to impress the interviewer by demonstrating knowledge of their goals and operations. Being prepared in this way can help make a good impression at your upcoming job interviews.
Creating A Sustainable Employee Engagement CultureDavid Perry
The document discusses 10 keys to creating a sustainable employee engagement culture through common cause. The keys are grouped under the principles of challenge, communication, and compensation. Under challenge are: setting vision and goals, expecting executive excellence, and allowing creative license. Communication keys include: dialogue with a positive attitude, positive reinforcement, allowing no-fault adaptation, and involving employees in decision making. Compensation keys are: exceeding industry norms for pay, long-term financial ties to the company, and over-the-top rewards for top performance.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
You’ve invested a lot of time and money recruiting and hiring the right talent for your small to mid-sized businesses (SMB). The last thing you want to do is let all that hard work go down the drain when an employee leaves for another opportunity.
But, many SMBs ask, “How do I keep the talent I worked so hard to recruit?” Borrowing “big company” tactics can help you build a truly effective employee retention program.
In this Slideshare, you’ll learn:
- Eye-opening statistics on employee attrition’s business impact
- How to be an effective manager that keeps teams happy
- Tangible tips, tricks, and examples of employee retention programs companies have used
Hiring time-vs-money a better more affordable way to Hire.Jamilah N. Lawry
I am an independent recruiter working with RecruitLoop, a curated community of professional recruiters who help companies hire faster and smarter. RecruitLoop connects professional recruiters with clients who have hiring needs and the recruiter bills by the hour. We save our clients 80% from traditional fees.
Our approach enables clients to have as little or as much involvement in the recruitment process as they wish.
Would you have time to jump on a quick call to chat about your hiring needs?
Thanks,
Jamilah Lawry
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
The document discusses addressing "killer questions" early in a startup to avoid potential problems. It identifies some key questions around whether the founding team has complementary skills and a shared vision, passion, and values. It also stresses the importance of careful hiring and building a support network to draw on external expertise during challenges. Addressing these human factors early through open communication and establishing a strong culture can help minimize risks and make the difficult startup process more manageable.
Congratulations Graduate! Eleven Reasons Why I Will Never Hire You.Mark O'Toole
Over the past 20 years, I’ve been in hiring roles and have received thousands of resumes from new college graduates. I’ve interviewed many for real jobs and done my share of informational interviews. Sometimes I’ve hired people into entry-level positions. More often though, I haven’t.
Those who did not get the job were sometimes just not the right fit. Other times, they were trumped by a more impressive candidate or victim to some other random event mostly out of their control.
Too many had the background to make the cut or at least garner a second interview. But disastrous interviewing skills brought you down.
Here are my top reasons why I will never hire you.
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Employer brand playbook provides a 5-step process for crafting a highly social talent brand:
1. Get buy-in from executive leadership and support the case with data on business impact.
2. Listen to current employees and candidates through research to understand perceptions of the company brand.
3. Craft targeted messaging about the company based on research findings, ensuring messages are honest and backed by employee experiences.
4. Promote the talent brand internally and externally using various channels and engage employees as ambassadors.
5. Continually measure and refine the talent brand strategy based on analytics and ongoing research.
Be Found And Find A Job Fast Webinar 6 18 2010Anita Lauhoff
The webinar covered strategies for using LinkedIn effectively in a job search, including completing a profile, building a professional network, researching companies and positions, and networking. Recruiters seek candidates who are active on LinkedIn and can showcase their brand and value. The presentation provided tips on customizing outreach messages to recruiters and hiring managers, as well as practicing an elevator pitch to concisely communicate qualifications and experience.
Positivity 101: How to Lead in Times of ChangeGloboforce
Employees are facing more uncertainty, change, and unknown in their work lives. What impact does this have on morale and company culture? How can leaders ensure smooth transitions?
New research shows what specifically will make employees more likely to be happy or excited about change.
Read this book to learn how most employees approach change, the impact of recognition and transparency on attitudes at work, and the business benefits of positivity.
Coolest Companies Based in the Bay Area O.C. Tanner
Part of the Coolest Companies to Work For award series. The top companies within the Bay Area are were selected, and here we highlight some of the great things about them.
Glen Cathey, Cathey Advisory Group
Are you interested in learning how to maximize your sourcing and recruiting ROI? In this session, Glen Cathey, senior talent acquisition leader and author of BooleanBlackBelt.com, will dive into 3 areas of opportunity for you to significantly increase your sourcing and recruiting effectiveness:
Hacking human capital data: how to search LinkedIn to find more of the right people more effectively and increase response rates.
Human hacking: how to leverage social engineering to earn a higher response rate on your outreach efforts, how to convert passive candidates into active candidates and how to increase referrals.
Hacking time: a simple yet highly effective strategy for working smarter to increase your sourcing and recruiting productivity.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
2. Assessing Yourself And Your SituationJohn Buckley
This document provides advice and information for those undergoing career transition or self-analysis. It discusses assessing one's situation, priorities, and options like temporary work. Self-analysis involves evaluating personality, skills, interests, and past work experiences. Transition options covered include temporary jobs, consulting, education, and volunteering. The document also addresses maintaining happiness in a current role or company and negotiating severance packages. Financial considerations like benefits, taxes, and expenses are reviewed.
Being a Cultural Warrior: 3 Proven Practices for Driving Engagement and Effic...Snag
Whatever your organization is designed to deliver, whether it’s a product or a service, you will win or lose based on how well your people are able to work and perform as a team. If you have have the best processes in the world, but your people don’t really care, you can be good, but you will never be awesome. And if you aren’t after awesome, what are you after?
With extensive experience in the manufacturing biz, Beau Groover, the former Director of Lean Supply Chain with Serta Simmons Bedding and Founder and President of The Effective Syndicate, will share what he’s learned from two decades in the service industry that will help you align your people, processes and products ... and make your business thrive.
Check out our joint presentation, ‘Being a Cultural Warrior,’ with TalentStream and Beau Groover to:
-- Define clearly what the vision, mission and values are that represent your brand and motivate your team
-- Uncover how to effectively evaluate your team … and yourself
-- Understand what being a Cultural Warrior looks like, the strategy to get there, and how it'll improve customer service from the ground up
-- Get tips on how to improve process efficiency and produce highly predictable results
-- Learn how to develop a successful organizational structure, including succession planning, leadership development and teamwork coaching
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
Research common interview questions to familiarize yourself with what may be asked. Practice answering questions out loud or in mock interviews to improve your response time and confidence. Research the company you are interviewing with to impress the interviewer by demonstrating knowledge of their goals and operations. Being prepared in this way can help make a good impression at your upcoming job interviews.
Creating A Sustainable Employee Engagement CultureDavid Perry
The document discusses 10 keys to creating a sustainable employee engagement culture through common cause. The keys are grouped under the principles of challenge, communication, and compensation. Under challenge are: setting vision and goals, expecting executive excellence, and allowing creative license. Communication keys include: dialogue with a positive attitude, positive reinforcement, allowing no-fault adaptation, and involving employees in decision making. Compensation keys are: exceeding industry norms for pay, long-term financial ties to the company, and over-the-top rewards for top performance.
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.
The document provides information about Candover Green Ltd, a leading international sustainability recruitment and executive search consultancy. It details their 20+ years of expertise in environmental, engineering, and sustainable sectors. They offer recruitment, career advice, and guidance to businesses and individuals. Contact details and links to their website and social media profiles are provided to obtain further information about their services.
The document provides tips for improving one's job search, including promoting oneself effectively on one's resume, networking proactively, creating a unique resume that stands out from other applicants, and getting feedback on one's resume. It emphasizes preparing well, highlighting accomplishments, and marketing oneself confidently to potential employers in order to increase one's chances of finding a job.
7 new rules for writing the perfect cover letterSumit Saini
The document provides 7 tips for writing an effective cover letter:
1. Focus the cover letter on demonstrating interest in the company and how you can help them, rather than focusing on yourself.
2. Keep the letter short at 3 paragraphs or less so it can be read in 10 seconds. Catch the reader's interest in the first sentence.
3. Pick 2-3 skills from the job description and provide examples of how you have those skills. Back up claims with numbers.
4. Do not just rehash your resume but highlight relevant experiences and exceptional achievements.
5. Address the cover letter to the specific hiring manager.
6. Customize the tone of the letter to the
The document provides guidance on leveraging networking to find a new job. It discusses building perspective by understanding job market trends. A flexible marketing plan with multiple career field options is recommended. The "Diamond-Centered Interview" approach outlines interview best practices for candidates and employers. Closing the sale, following up, and coping with rejection are also addressed. Common job search questions are answered and networking resources are provided.
Top Ten List of Things Learned in Practicumeroper1
This document provides 10 tips for succeeding in the professional world, as summarized below:
1) When writing a resume, tailor your cover letter to the specific company and highlight how you can help them. Use strong action verbs to describe your skills and qualifications, as your resume makes a first impression.
2) Maintaining relationships with media contacts and staying up-to-date on current events through social media is important for public relations professionals.
3) Prepare for job interviews by dressing professionally, researching the company, and maintaining a positive attitude throughout the interview.
This document discusses 16 questions related to successfully managing one's career at any stage. It provides answers and advice on topics like discovering personal values, setting career goals, researching potential employers, networking, handling challenges, and making a difference. The document is written by four consultants from ICATT Consulting and is intended to help readers develop a blueprint for career success.
This document provides a 16-step guide to starting a successful company. It begins by outlining the current favorable environment for entrepreneurship, with lower barriers to entry and costs of launching a startup. However, it notes that succeeding is still difficult, with only about a third of startups becoming profitable. The guide then details each of the 16 steps to launching a company successfully, including stress-testing your idea, building a founding team, drafting a business plan, establishing a company name and domain, developing a prototype, protecting intellectual property, incorporating, and raising initial funding. It provides objectives, tools, and advice for each step. The overall document serves as a comprehensive blueprint for entrepreneurship.
Whether you’re in your first year of university or your last, the time to start planning your career is now. Learn how to prepare and make the most of your time at university in 8 steps, so that by the time you’re ready to graduate, you’re ready to launch straight into a successful career.
From learning how to decide what type of job, employer and workplace you want, to how to sell yourself and make valuable connections by networking, these tips will help uni students and graduates be prepared for the world of work and to find their place within it.
Planning for a successful career never stops. Once you’ve taken the 8 steps listed here, there are a number of other resources you can check out further advice on USQ’s Social Hub and USQ’s career resource centre, Career Hub.
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.
Let's face it - the competition for top talent is fierce, and the best employees are looking for more than just a job. They want options, and they want meaning. Check out these 7 areas HR can fine tune to ensure they're attracting and keeping the right talent around.
Five Steps to a world class onboarding program presentationEmilyBennington
Onboarding is gaining a lot of traction in business lately – and for good reason. When implemented effectively, onboarding programs have been proven to dramatically reduce expenses by helping your new staff assimilate faster, stay longer, and deliver better. For mid-to-senior level managers who want to learn how it works - including best practices from companies that are getting it right – this presentation is a must-attend. Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will show you how to design and implement a successful onboarding program for your intern and new grad hires that will address both YOUR organizational goals and THEIR career planning needs. You’ve made a significant investment recruiting top talent, right? So keep the promise you’ve made during the hiring cycle and give them the best possible chance to succeed in your organization FROM BEFORE DAY ONE.
This document contains terms and conditions for a career advancement guide. It states that while the publisher has tried to be accurate, the content may not be fully accurate due to the changing nature of information. It also notes that any perceived slights are unintentional, and that the book is not intended as a source of legal or professional advice. Readers are advised to use their own judgment and seek professional advice. The document then provides a table of contents that outlines the chapters in the book.
B. H. Burke & Co., Inc. presented at MAIA\'s Big Event 2011 in Boston. How to find producers, pay them, and what they should be doing (with new technology).
This document provides resources for job seekers applying to Estee Lauder, including cover letter templates, resume samples, interview questions and answers, and tips for Estee Lauder job interviews. It also includes links to download free ebooks with additional job searching and interviewing resources, such as cover letter samples, resume samples, interview questions and answers, and tips for job interviews, phone interviews, and more. The document contains examples of different types of cover letters, including application letters, referral cover letters, letters of interest, networking letters, and value proposition letters.
This slide many explains about how to be ready for a job and what should be prepared before attending the interview. These might be useful for the last minute look for your interview
The Big Turn On 2015: The Key to Engaging Employees with Internal StorytellingSocialChorus
A presentation by Anna Griffin, Senior Vice President, Global Marketing, CA Technologies, on The Key to Engaging Employees with Internal Storytelling, from The Big Turn On 2015, a SocialChorus event.
Similar to Discover New Horizons with MUST University (20)
Communicating effectively and consistently with students can help them feel at ease during their learning experience and provide the instructor with a communication trail to track the course's progress. This workshop will take you through constructing an engaging course container to facilitate effective communication.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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1. W o r l d ’ s L a r g e s t U n i v e r s i t y
MUST Matters
FEB 2013
2. Table Of Contents
TableOfContent
1 - Editorial
2 - Cover Story: CEO in the Making:
Get the CEO Mindset
3 - Expert Corner: Two Job Offers
4 - World Events: The 85th
Academy Awards
5 - Testimonial: MUST University
Helped Me Turn My Life Aroun
6 - Person in Focus: Vice President
Joe Biden
W o r l d ’ s L a r g e s t U n i v e r s i t y
2
3
4
5
6
7
3. W o r l d ’ s L a r g e s t U n i v e r s i t y
Dear Readers,
Having leadership qualities is definitely a plus. However, it is not necessary
for one to be at the managerial layer to develop and exhibit leadership skills;
nowadays, the need to lead, take charge and motivate is encouraged at all
levels in an organization. Find out how you can inculcate such leadership
skills with our Cover Story, ‘CEO in the Making – Get the CEO Mindset’.
Re-elected for a second term alongside President Obama, Joe Biden has
been known to act for the benefit of the American people; learn more about
him in our Person in Focus. By the end of this month, we shall get to witness
the much-hyped 85th Academy Awards. Get the inside scoop on your
favorite celebrities and films in our World Events
We hope you shall find this edition informative and interesting.
Happy Reading!
4. CEO in the Making: Get the CEO Mindset
03
So, we all know the traits a successful CEO should possess:
excellent leadership skills, dedication, honesty, creativity and
confidence. But just because you’re not yet a CEO doesn’t
mean that you can’t get into the CEO mindset. According to
Jeffrey Fox and Robert Reiss, authors of ‘The Transformative
CEO: Impact Lessons from Industry Game Changers’, it
doesn’t matter if you’ve just moved into your new cubicle or
whether you’re looking forward to claim the corner office,
you can start making the impossible happen right now.
Taking insight from the most ambitious, talented and
successful CEOs of our time, Jeffrey Fox and Robert Reiss
provide valuable lessons that will help you seamlessly
integrate CEO-like qualities in no time!
Be Hired By a Culture You Respect
Every company has its own values and organizational culture
that are in line with its vision and mission. Successfully
becoming a part of a company’s work culture leads to better
working relationships, better productivity and increased
motivation. When a company is able to find people who
share their vision, it automatically helps create an environ-
ment that encourages the exchange of innovative ideas.
Perform While Transforming
The need for change normally arises when a company is not
performing as well as it should. But it is during the time when
a company is doing well that disrupting the status quo and
ultimately bringing about positive change helps an organiza-
tion get closer to its goals. This depicts a drive to continu-
ously improve and better oneself. Just because you’re doing
well doesn’t mean that you can’t continue to grow. Remem-
ber, the biggest obstacle in the way of success is compla-
cency.
Be Willing to Take the Risk
When pitching forward a new idea, you put your reputation
at risk. Moreover, there is no guarantee that your idea will be
immediately approved. Yet, in the world of business,
taking risks is the only way to move forward. You will
make mistakes, but you will learn from them. Dan Amos,
CEO of the well-reputed company, Aflac, puts forward
three principles related to risk-taking: first, never risk a lot
for a little–it should be worth the shot; second, don’t risk
more than you can afford to lose. Third, consider the
odds. There are many factors that are beyond your
control. Keep your eyes and ears open for any possible
circumstance that could affect the outcome of your
project.
Beware of Your To-Do List
Having a to-do list can prove to be very helpful as it helps
you keep track of all the tasks that you’ve managed to
complete in a single day. Alas, ticking items off your list
doesn’t necessarily mean you’ve accomplished anything
meaningful or done something that has added value to
the company. The key here is to prioritize; figure out
which task or project will truly add value to a company’s
operations and achieve that target first. This way, you will
get done with more things, faster.
Nothing is Impossible
Turning a company around 180 degrees is not enough
for most CEOs. Many of them go to the extent of
challenging industry standards. CEO of Royal Caribbean
Cruises, Richard Fain says, “Our advertising describes us
as the 'Nation of Why Not.' And that is absolutely true.
We really do believe in 'Why not.'" Become known for
coming up with crazy ideas and solutions to problems
that haven't occurred yet. This attitude can help you
secure a spot at the head of the pack.”
5. Expert Column: Two Job Offers
04
Question:
I have graduated with honors in the field of computer science
and have just recently applied to a leading software company
for a job. Their HR department informed me that the hiring
process normally takes one whole month and that I would be
notified as soon as it was complete. During that time, I
received another job offer from a second, less-attractive,
software company. However, I have yet to receive a
response from my first choice employer. I am now consider-
ing sending a letter to them requesting a time frame for their
decision. However, I am afraid that it might leave a negative
impression. Please advise. Thanks.
Answer:
Your situation, though frustrating, is not uncommon. There
are many employers who face the same dilemma of having
to choose between two job offers from different companies.
There could be a number of reasons that cause delays in the
recruitment process: changes in budget and rescheduling of
interviews amongst others can affect the otherwise smooth
hiring process. Whatever the reason, the company to which
you have applied has indeed taken longer than promised.
That makes it perfectly acceptable for you to ask them about
the progress of recruitment and how soon you should expect
to be notified of your employment. Instead of writing them a
letter, try calling them; not only will it be quick, it will also
convey your interest in the position. This will help develop
further rapport between you and your potential employer as
well as facilitate you in gaining insight as to the needs and
priorities of the organization.
Lack of Satisfaction
Question:
I am currently working in an advertising agency and loving
every minute of it. The work is indeed very fulfilling and my
colleagues are great; even the work setting is more than
what I could’ve asked for. However, I feel that, despite
everything, there’s still something missing; I feel that I am
capable of doing so much more. My work at the advertis-
ing agency has definitely accomplished 90% of that – it’s
the 10% that continues to elude me. I don’t know what to
do. Would I have to move on in order to find work that
satisfies me 100%? Please help.
Answer:
Most employees dream to have a job that matches their
passion; it makes it all the much easier to get up in the
morning, as one is motivated to work. Although you have
experienced immense success as a result of your effort
and dedication, it sounds as if there is something lacking.
I suggest trying a dual approach: eliminating trivial and
mundane tasks and applying your passion.
Eliminating Trivial and Mundane Tasks
Let’s face it: there is not a single job on this planet that
does not consist of annoying tasks or details that are
more of an obstacle than an addition of value. However,
that does not mean that your passion has fallen out of
sync with your work. Rather than scrap the whole job
altogether, figure out ways to minimize the amount of
such tasks to save valuable time and to make work more
interesting.
Applying Your Passion
Becoming more involved is another way to make life at
work more invigorating and interesting; talk to your
manager about the ways in which you can apply yourself
that will not only add value to your work but also enhance
your experience in the field.
6. The 85th Academy Awards
05
It’s that time of the year again. Some of Hollywood’s biggest
stars and highly acclaimed directors will gather together on
one platform for a star-studded evening at the Academy
Awards which will mark its 85th anniversary this year. This
spectacular event has gotten everyone, young and old,
talking with fervor about who they think will be the winners of
the most coveted award for the year.
Although the list of nominees for all categories is the main
highlight of the evening and is therefore the centre of all
attention, there are other aspects of the famed ceremony
that prove to be enjoyable for many. The host, for example;
previously, the Academy Awards, in an attempt to appeal to
the younger audience, took on board Anne Hathaway and
James Franco as the hosts for the ceremony. Unfortunately,
both fell short of people’s expectations as the show lacked
the spark and intelligent wit that was normally associated
with the Academy Award ceremonies. Therefore, this time,
popular comedian and actor, Seth MacFarlane, has been
chosen to host the show. Mostly known as the creator of
‘The Family Guy’, Seth MacFarlane will try to apply his own
popular brand of humor to the Academy Awards in order to
bring clarity for the benefit of his audience.
The red carpet is another highlight for star struck fans waiting
to catch a glimpse of their favorite celebrities. One can bask
in the limelight of famous actors and actresses as they stroll
down the entrance to the Academy Awards, giving interviews
to media personnel and waving to their fans along the way.
In the end, however, it all boils down to the nominees. This
year, the list is a formidable one as it carries names of highly
acclaimed films that sport strong casts and solid story lines
that hit home. Many an actor and actress also stand to win
an Academy Award which will cement their image as a
serious actor for many years to come. Some of the nominees
for various categories are listed as follows:
Best Actress in a Supporting Role:
Anne Hathaway for ‘Les Miserables’, Amy Adams for
‘The Master’, Sally Field for ‘Lincoln’, Helen Hunt for ‘The
Sessions’, Jacki Weaver for ‘Silver Linings Playbook’
Best Animated Feature Film:
‘Brave’, ‘Frankenweenie’, ‘ParaNorman’, ‘The Pirates!
Band of Misfits’, ‘Wreck-it Ralph’.
Best Actor in a Supporting Role:
Alan Arkin for ‘Argo’, Robert De Niro for ‘Silver Linings
Playbook’, Philip Seymour Hoffman for ‘The Master’,
Tommy Lee Jones for ‘Lincoln’, Christoph Waltz for
‘Django Unchained’.
Best Cinematography:
Claudio Miranda for ‘Life of Pi’, Seamus McGarvey for
‘Anna Karenina’, Robert Richardson for ‘Django
Unchained’, Janusz Kaminski for ‘Lincoln’, Roger
Deakins for ‘Skyfall’.
Best Actress in a Leading Role:
Jessica Chastain for ‘Zero Dark Thirty’, Naomi Watts for
‘The Impossible’, Jennifer Lawrence for ‘Silver Linings
Playbook’, Emmanuelle Riva for ‘Amour’, Quvenzhané
Wallis for ‘Beasts of Southern Wild’.
7. MUST University Helped Me Turn My Life Aroun
06
Being a single mom and bringing up two young children is quite a challenge. Couple this with a terrible financial situation
and your life becomes hell.
My life had not always been like this, though; it was not too long ago when all four of us – my husband, I, and our two
beautiful young children – lived like one big, happy family, free from all worries. But then, the unthinkable happened – my
husband died in a car accident on his way home from work one evening. I was devastated, left to fend for myself and my
two young children. I felt I was going to suffer nervous breakdown. However, things began to look up when a neighbor, out
of sympathy, referred me to a consulting agency. Alas, the hiring manager at the agency expressed reservations about my
academic profile—I only had a bachelor’s degree and no work experience. She was kind enough though to tell me about
MUST University, a premier online institute that provides top-quality and flexible education. Given my situation at the time, I
figured it was worth a shot.
After conducting a little bit of research on the university in terms of the quality of programs and the acceptance rate of its
degrees, I enrolled in MUST University’s MBA program. I couldn’t have made a better decision – I was able to study from
home which meant I could spend as much time as I wanted with my children. Moreover, I was provided with all the
relevant study material that I needed for the courses as well as valuable teacher support and guidance.
Pretty soon, I found myself walking into the same consulting agency that had turned me down months ago with my MBA
degree in hand. Now, I am a successful consultant who caters to numerous clients. MUST University gave me the
opportunity to help rebuild my life for myself and for my children. Thanks, MUST University!
Deborah Matthews, California.
8. Vice President Joe Biden
07
Vice President Joe Biden has come to represent the majority
of American households existing in the United States today;
a single parent bringing up two young children amid financial
constraints and lack of support, soon after the sudden death
of his wife, Neilia Biden, and their 1-year-old daughter in a
tragic automobile accident. His struggle to ensure a normal
life for his two sons where they had access to the best things
in life, even when the chips were down, symbolizes the great
efforts many American single moms and dads make every
day to provide for their families. That’s what makes Joe
Biden so relevant; his life is living proof that by braving a
variety of obstacles, one can reap the rewards of persistence
and determination. This is what, ultimately, helped him
succeed in clinching the Vice President post during the 2009
election.
Joseph Robinette “Joe” Biden Jr. is the 47th and current
Vice President of the United States of America, jointly elected
with President Barack Obama. His life has mostly revolved
around politics; he joined the U.S Senate in 1972 at the
tender age of 29, making him the 6th youngest senator in
U.S history. He was re-elected to the Senate a total of 6
times and has earned the title of being the 15th longest-
serving senator in the history of the United States.
Joe Biden was also an active member of the Foreign Rela-
tions Committee. During his tenure, he helped bring about
U.S military assistance during the Bosnian War and was also
a strong advocate of the Iraq War Resolution in 2002. While
serving as chairman of the Senate Judiciary Committee, Joe
Biden worked on issues related to drug policy, crime preven-
tion and civil liberties, aiming to enhance the standard of life
for American citizens.
Joe Biden is the first Roman Catholic and the first Delawar-
ean to be elected to the post of Vice President. His role as
Vice President is monumental as he has made numerous
contributions to the Obama stimulus package which was
designed to counter the adverse effects of the late-2000’s
recession. His ability to negotiate with Congressional Repub-
licans played an integral role in the creation of the Tax
Relief, Unemployment Reauthorization and Job Creation
Act of 2010. This act helped remove a long-standing
taxation deadlock. Other contributions made by Joe
Biden as Vice President included the Budget Control Act
of 2011 which resolved the year’s debt ceiling crisis and
the American Taxpayer Relief Act of 2012 that addressed
the issues circulating the impending ‘fiscal cliff’.
Now, again, Joe Biden has been re-elected for a second
term as Vice President of the United States and it seems
that, this time, he is bringing more resolve and is armed
with new and innovative ideas that will not only bring
change but will also help enhance the living standards of
the average American citizen, so that every one of them
has the chance to live the American dream.
9. www.mustuniversity.com
Phone:
1-866-533-MUST (6878)
Request Callback , Chat and Email Us
http://www.mustuniversity.com/preapplication/contactus/contactus.aspx
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