Eugene McCain is a goal-oriented individual with experience in various industries including public accounting, oil and gas, utilities, management consulting, and financial services. He has demonstrated excellence through promotions and awards over his career. McCain enjoys challenges, working in teams, and solving complex problems. His greatest professional strength is innovation and bringing fresh approaches to issues. He is looking for a new role that allows him to utilize his diverse skill set.
The document discusses four ways to motivate and manage employees effectively. It recommends hiring a diverse group of people from different backgrounds to bring new perspectives. It also suggests being flexible about work-life balance and allowing employees to pursue outside interests and education. The document advises building up employees by recognizing their strengths and letting them take on more responsibilities. Finally, it proposes thinking creatively about motivation, such as through fun incentives or by appealing to a higher purpose beyond just profits.
The author learned how to effectively manage employees through starting and running their own company over 16 years. Some lessons they learned include hiring a diverse group of people from different backgrounds to bring new perspectives, being flexible about employees' lives outside work, and building up employees by empowering them and recognizing their strengths and accomplishments. Unconventional motivational tactics like dyeing their hair blue helped boost employee morale during tough times. The author advocates focusing on purpose over profits to keep employees motivated and loyal to the company.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
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.
At Singapore Online Training , we believe that every individual has the potential and capacity to excel in life and contribute positively to their organisation’s growth.
Education is a lifelong process and with the right skills and competencies, coupled with proven methods of communication for information retention and ability to apply in areas of work, every individual has the opportunity to pursue their goals.
With a better workforce, World progresses!
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
Mrs. Amar Mahajan joined OLPE to gain guidance for starting her own business. Through the OLPE training, she gained confidence and knowledge about managing a business, and was able to secure a loan to open a successful health club. Mr. Arshad Khan joined OLPE unsure of his career path, but the training helped him identify and set up a business manufacturing aluminum blinds. He credits OLPE with teaching him the skills needed to succeed as an entrepreneur. Mr. Hasmukh Mody left his bank job to start his own business marketing prefabricated doors and sirens after completing the OLPE program, which increased his motivation and self-assessment abilities.
The document discusses four ways to motivate and manage employees effectively. It recommends hiring a diverse group of people from different backgrounds to bring new perspectives. It also suggests being flexible about work-life balance and allowing employees to pursue outside interests and education. The document advises building up employees by recognizing their strengths and letting them take on more responsibilities. Finally, it proposes thinking creatively about motivation, such as through fun incentives or by appealing to a higher purpose beyond just profits.
The author learned how to effectively manage employees through starting and running their own company over 16 years. Some lessons they learned include hiring a diverse group of people from different backgrounds to bring new perspectives, being flexible about employees' lives outside work, and building up employees by empowering them and recognizing their strengths and accomplishments. Unconventional motivational tactics like dyeing their hair blue helped boost employee morale during tough times. The author advocates focusing on purpose over profits to keep employees motivated and loyal to the company.
Organizations are increasingly focusing on the development of frontline workers in order to differentiate their employer brand, build a strong employee value proposition, and to ensure they have the skills and knowledge needed to compete in the market place.
Alternative Pathways for learning allow organizations to focus their spending on workforce development, training, and tuition assistance strategically to build their workforce.
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.
At Singapore Online Training , we believe that every individual has the potential and capacity to excel in life and contribute positively to their organisation’s growth.
Education is a lifelong process and with the right skills and competencies, coupled with proven methods of communication for information retention and ability to apply in areas of work, every individual has the opportunity to pursue their goals.
With a better workforce, World progresses!
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
Mrs. Amar Mahajan joined OLPE to gain guidance for starting her own business. Through the OLPE training, she gained confidence and knowledge about managing a business, and was able to secure a loan to open a successful health club. Mr. Arshad Khan joined OLPE unsure of his career path, but the training helped him identify and set up a business manufacturing aluminum blinds. He credits OLPE with teaching him the skills needed to succeed as an entrepreneur. Mr. Hasmukh Mody left his bank job to start his own business marketing prefabricated doors and sirens after completing the OLPE program, which increased his motivation and self-assessment abilities.
The document provides advice for experienced workers on dealing with ageism in the job market. It suggests that older workers focus on their strengths like wisdom, experience, and ability to see the big picture. Additionally, it advises maintaining a positive attitude, energy, and appearance; highlighting relevant experience and examples in interviews; considering consulting or part-time work; and leveraging networks for support.
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
The document discusses how to attract and retain top talent in the payments industry. It outlines that employees are seeking competitive compensation, non-monetary benefits like flexible work hours and professional development, strong leadership, and opportunities for growth. It provides tips for companies such as understanding market compensation, clearly defining job roles, leveraging networks for recruiting, acknowledging accomplishments, and obtaining feedback to create an engaging work culture and increase retention.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
The document describes a 4-day workshop called "Make Your Presence Felt" aimed at helping executives improve their personal branding, executive presence, and communication skills. The workshop is led by Elena Asgar and Gary Sandhu and uses activities, videos, feedback and coaching to teach skills like presenting, influencing, storytelling and relationship building. It discusses developing a credible professional presence, powerful messaging, body language, voice techniques and more. Clients reportedly see significant impacts on their effectiveness from applying the strategies learned. The workshop is offered to companies with various options that include coaching, materials and faculty travel arrangements.
Warren Buffett spends a significant amount of time each day reading and thinking rather than making impulsive decisions. This approach has helped him succeed in business. Internships can help students gain work experience and improve their chances of finding employment after graduation by developing skills and networking opportunities. Media strategists work with clients to develop marketing strategies and identify the best channels to reach target audiences.
The document provides guidance on conducting effective employee performance appraisals by reframing them as opportunities for coaching and development, rather than criticism. It recommends starting with a discussion of company and employee visions to ensure goals are aligned. Performance should then be reviewed using coaching questions that focus on successes and resources needed rather than problems. SMART goals that are specific, measurable, attainable, relevant and time-bound should be set and reviewed monthly to provide accountability and ensure progress toward goals and visions. The overall approach transforms appraisals into positive experiences that enhance performance through ongoing coaching and partnership between managers and employees.
The document is a portfolio for Nguyen Thi Hong Nhung that includes her contact information, background, knowledge and skills gained from various courses, artifacts from those courses such as presentations and reports, and her resume. The portfolio showcases her qualifications for a career in human resources management and demonstrates strengths in areas like communication, leadership, and financial management.
This document provides information about the Employer Branding Summit in Italy, which will discuss attracting and retaining talent. The summit will share the latest developments in employer branding worldwide and implications for European leaders. Attendees will learn practical strategies for developing an employer brand from concept to competitive advantage. They will also learn how employer branding impacts employee engagement, customer sales, and corporate performance. Past attendees have included CEOs, HR directors, and representatives from global brands. Testimonials praise the focus on sharing experiences over consultancy promotions.
Top 10 business coach interview questions and answerszingding974
This document provides resources for interview preparation for a business coach position, including common interview questions and answers. It lists the top 10 business coach interview questions: 1) Why do you want this job? 2) What have you learned from mistakes? 3) What challenges are you seeking? 4) Describe a typical work week. 5) What is your biggest weakness? 6) Why should we hire you? 7) What do you know about the company? 8) Why do you want to work here? 9) Did the salary attract you? 10) Do you have any questions? For each question, it provides a sample answer addressing the relevant skills and experiences the interviewer would want to hear. It also includes additional links to
Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...Mentor Club
As a recruiter, my job entails finding the right talent. My daily schedule is planned out according to what kind of a person my company is looking to hire.
A chief benefit of working as a recruiter is the fact that you’re adding value to the business directly! However, this can be considered a challenge too since it can affect your company in a good/bad way.
One of the biggest challenges is to hire people for night shifts. It’s difficult to find people who are willing to work in night shifts.
As a recruiter, you have to approach people and convince them to join your company. This requires commendable communication skills.
The document is a summary of a webinar about preparing a strong application package for an MBA program. It discusses the webinar agenda which includes a Q&A session, an overview of application components, a review of a sample application, and frequently asked questions. It also provides details about the profiles of sample applicants to Harvard Business School and INSEAD including their experiences, career goals, and accomplishments.
The document is a summary of a webinar about preparing a strong application package for an MBA program. It discusses the webinar agenda which includes a Q&A session, an overview of application components, a review of a sample application, and frequently asked questions. It also provides details about the profiles of sample applicants to Harvard Business School and INSEAD including their experiences, career goals, and accomplishments.
Big-box retail chains could greatly benefit from building a college intern conversion program. Implementing a comprehensive intern program can save businesses time and money by converting successful interns into full-time entry-level management positions. The document outlines the benefits of internship programs for both businesses and interns. It discusses leveraging intern talent, developing intern skills through training and mentorship, and retaining top interns for future opportunities. Building an intern conversion program aligns with processes needed for a successful internship experience and competitive advantage.
The 10 finest trendsetter in grooming courses 2021Merry D'souza
MJ Gorgeous Makeup & Academy in Bengaluru provides makeup courses and services with a focus on inner growth and well-being to reflect one's personality. Founder MJ Shekhar left her corporate job to pursue her passion for makeup and creativity full-time. In addition to makeup training, the all-women academy offers counseling services to help women with life's challenges. The academy sees increasing demand for grooming courses as people recognize the importance of appearance for confidence and career success. MJ Gorgeous aims to financially empower its students by ensuring they become successful makeup professionals.
1) The document provides information about obtaining an MBA degree, including the benefits of an MBA, different MBA program options and routes, and advice from MBA students and professionals.
2) It discusses how an MBA can advance one's career through opportunities for higher salaries, job security, and expanding one's professional network. It also notes an MBA provides skills applicable to starting one's own business.
3) Student testimonials and advice from professionals emphasize the value of an MBA for developing new capabilities, gaining diverse perspectives from classmates, and positioning oneself for leadership roles and higher earnings potential after graduation.
Employer branding IS the new black! I delivered this interactive session on Employer Branding at SocialHRCamp 2014 (#SHRC14) at the Achievers Canadian HQ in Liberty Village, Toronto.
This document describes a career coaching program that helps unemployed young adults and recent graduates find jobs. It offers services like resume writing, interview coaching, networking opportunities, and mentorship from professionals who have navigated tough job markets. The program claims to take a personalized approach and carefully plan strategies to help clients gain experience, build their career, and achieve financial independence.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
The document discusses including a long-term goal (LTG) of achieving net zero greenhouse gas emissions in the second half of this century in the 2015 Paris Agreement. It provides background on the science supporting this goal to limit warming to 2°C, and outlines widespread support for the LTG from countries, cities, businesses, and civil society. Specific proposals are made for including recognition of the LTG in the agreement through references in the preamble, a ratchet mechanism to increase ambition over time, and a program of action to support initiatives working towards net zero emissions. Overall the document argues that establishing a clear long-term direction of net zero emissions is important to guide national climate policies and investments over the coming decades to transition away from
The document provides advice for experienced workers on dealing with ageism in the job market. It suggests that older workers focus on their strengths like wisdom, experience, and ability to see the big picture. Additionally, it advises maintaining a positive attitude, energy, and appearance; highlighting relevant experience and examples in interviews; considering consulting or part-time work; and leveraging networks for support.
The level that Kirkpatrick and Phillips forgot! This is the level that is the key for ongoing organisational improvement from an L&D perspective so you're training spend is not wasted. Download the report in full here: https://www.mtdtraining.co.uk/whitepapers/
The document discusses how to attract and retain top talent in the payments industry. It outlines that employees are seeking competitive compensation, non-monetary benefits like flexible work hours and professional development, strong leadership, and opportunities for growth. It provides tips for companies such as understanding market compensation, clearly defining job roles, leveraging networks for recruiting, acknowledging accomplishments, and obtaining feedback to create an engaging work culture and increase retention.
This document discusses the importance of employee development and challenges organizations face in prioritizing it. It argues that employee development should be targeted and customized based on needs assessments rather than generic training. Neglecting employee development can be costly and lead to disengagement, lower productivity, and poorer customer service. Developing employees through inspiring programs that support growth and defined career paths can make staff more committed and productive.
The document describes a 4-day workshop called "Make Your Presence Felt" aimed at helping executives improve their personal branding, executive presence, and communication skills. The workshop is led by Elena Asgar and Gary Sandhu and uses activities, videos, feedback and coaching to teach skills like presenting, influencing, storytelling and relationship building. It discusses developing a credible professional presence, powerful messaging, body language, voice techniques and more. Clients reportedly see significant impacts on their effectiveness from applying the strategies learned. The workshop is offered to companies with various options that include coaching, materials and faculty travel arrangements.
Warren Buffett spends a significant amount of time each day reading and thinking rather than making impulsive decisions. This approach has helped him succeed in business. Internships can help students gain work experience and improve their chances of finding employment after graduation by developing skills and networking opportunities. Media strategists work with clients to develop marketing strategies and identify the best channels to reach target audiences.
The document provides guidance on conducting effective employee performance appraisals by reframing them as opportunities for coaching and development, rather than criticism. It recommends starting with a discussion of company and employee visions to ensure goals are aligned. Performance should then be reviewed using coaching questions that focus on successes and resources needed rather than problems. SMART goals that are specific, measurable, attainable, relevant and time-bound should be set and reviewed monthly to provide accountability and ensure progress toward goals and visions. The overall approach transforms appraisals into positive experiences that enhance performance through ongoing coaching and partnership between managers and employees.
The document is a portfolio for Nguyen Thi Hong Nhung that includes her contact information, background, knowledge and skills gained from various courses, artifacts from those courses such as presentations and reports, and her resume. The portfolio showcases her qualifications for a career in human resources management and demonstrates strengths in areas like communication, leadership, and financial management.
This document provides information about the Employer Branding Summit in Italy, which will discuss attracting and retaining talent. The summit will share the latest developments in employer branding worldwide and implications for European leaders. Attendees will learn practical strategies for developing an employer brand from concept to competitive advantage. They will also learn how employer branding impacts employee engagement, customer sales, and corporate performance. Past attendees have included CEOs, HR directors, and representatives from global brands. Testimonials praise the focus on sharing experiences over consultancy promotions.
Top 10 business coach interview questions and answerszingding974
This document provides resources for interview preparation for a business coach position, including common interview questions and answers. It lists the top 10 business coach interview questions: 1) Why do you want this job? 2) What have you learned from mistakes? 3) What challenges are you seeking? 4) Describe a typical work week. 5) What is your biggest weakness? 6) Why should we hire you? 7) What do you know about the company? 8) Why do you want to work here? 9) Did the salary attract you? 10) Do you have any questions? For each question, it provides a sample answer addressing the relevant skills and experiences the interviewer would want to hear. It also includes additional links to
Hiring Right People Requires a bit of Luck and lot of Hard Work - Malavika Ac...Mentor Club
As a recruiter, my job entails finding the right talent. My daily schedule is planned out according to what kind of a person my company is looking to hire.
A chief benefit of working as a recruiter is the fact that you’re adding value to the business directly! However, this can be considered a challenge too since it can affect your company in a good/bad way.
One of the biggest challenges is to hire people for night shifts. It’s difficult to find people who are willing to work in night shifts.
As a recruiter, you have to approach people and convince them to join your company. This requires commendable communication skills.
The document is a summary of a webinar about preparing a strong application package for an MBA program. It discusses the webinar agenda which includes a Q&A session, an overview of application components, a review of a sample application, and frequently asked questions. It also provides details about the profiles of sample applicants to Harvard Business School and INSEAD including their experiences, career goals, and accomplishments.
The document is a summary of a webinar about preparing a strong application package for an MBA program. It discusses the webinar agenda which includes a Q&A session, an overview of application components, a review of a sample application, and frequently asked questions. It also provides details about the profiles of sample applicants to Harvard Business School and INSEAD including their experiences, career goals, and accomplishments.
Big-box retail chains could greatly benefit from building a college intern conversion program. Implementing a comprehensive intern program can save businesses time and money by converting successful interns into full-time entry-level management positions. The document outlines the benefits of internship programs for both businesses and interns. It discusses leveraging intern talent, developing intern skills through training and mentorship, and retaining top interns for future opportunities. Building an intern conversion program aligns with processes needed for a successful internship experience and competitive advantage.
The 10 finest trendsetter in grooming courses 2021Merry D'souza
MJ Gorgeous Makeup & Academy in Bengaluru provides makeup courses and services with a focus on inner growth and well-being to reflect one's personality. Founder MJ Shekhar left her corporate job to pursue her passion for makeup and creativity full-time. In addition to makeup training, the all-women academy offers counseling services to help women with life's challenges. The academy sees increasing demand for grooming courses as people recognize the importance of appearance for confidence and career success. MJ Gorgeous aims to financially empower its students by ensuring they become successful makeup professionals.
1) The document provides information about obtaining an MBA degree, including the benefits of an MBA, different MBA program options and routes, and advice from MBA students and professionals.
2) It discusses how an MBA can advance one's career through opportunities for higher salaries, job security, and expanding one's professional network. It also notes an MBA provides skills applicable to starting one's own business.
3) Student testimonials and advice from professionals emphasize the value of an MBA for developing new capabilities, gaining diverse perspectives from classmates, and positioning oneself for leadership roles and higher earnings potential after graduation.
Employer branding IS the new black! I delivered this interactive session on Employer Branding at SocialHRCamp 2014 (#SHRC14) at the Achievers Canadian HQ in Liberty Village, Toronto.
This document describes a career coaching program that helps unemployed young adults and recent graduates find jobs. It offers services like resume writing, interview coaching, networking opportunities, and mentorship from professionals who have navigated tough job markets. The program claims to take a personalized approach and carefully plan strategies to help clients gain experience, build their career, and achieve financial independence.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
The document discusses including a long-term goal (LTG) of achieving net zero greenhouse gas emissions in the second half of this century in the 2015 Paris Agreement. It provides background on the science supporting this goal to limit warming to 2°C, and outlines widespread support for the LTG from countries, cities, businesses, and civil society. Specific proposals are made for including recognition of the LTG in the agreement through references in the preamble, a ratchet mechanism to increase ambition over time, and a program of action to support initiatives working towards net zero emissions. Overall the document argues that establishing a clear long-term direction of net zero emissions is important to guide national climate policies and investments over the coming decades to transition away from
O edifício Havilah é um empreendimento de 28 andares com dois apartamentos por andar. Os apartamentos possuem entre 172 e 174 m2 de área útil com três opções de planta, três vagas de garagem e preparação para ar condicionado split. A área de lazer inclui academia, piscinas, salão de eventos e espaço gourmet com churrasqueira.
Create and Innovate something. Something that will add value to peoples lives. These are examples of creators and innovators that have been very successful. The financial reward will come to those who do.
O documento resume as atividades realizadas pelo Grupo de Educação Especial do Agrupamento de Escolas de Abação, incluindo uma receção aos alunos, um workshop de olaria, atividades sobre deficiência e inclusão, uma horta pedagógica, e um espetáculo teatral. O grupo agradece a todos aqueles que tornam os seus dias mais coloridos e felizes.
James Bond films were knows for the action pact story lines and innovative vehicles that came along with the action packed thrillers. In “For Your Eyes Only” (similar to the one below), Bond uses the first Esprit (a white one) to drive to the estate of a Cuban hit-man in Madrid.
Originally, Luke was working in a group to evaluate editions of a music magazine, but the group was unable to record their evaluation. As a result, Luke is now evaluating the editions individually. While working in a group provided a variety of ideas, working individually was necessary since the group couldn't rely on each other.
Branding project for MKT 435 at Miami University. Teams were tasked with branding a new polyurethane glue product, Spyder Glue, and presenting our work to the creator. Our team was selected as the top presentation from the class.
This document summarizes research on how organizations can maximize the transfer of training to the workplace. It finds that only 30% of employees currently apply knowledge from training to job skills. Two key factors that influence transfer are training design and organizational support. Organizations that provide support after training, such as feedback and goal setting, see greater returns on their training investments through increased job performance. The document also reviews literature showing that supervisor and peer support improves training transfer when the work environment reinforces trained behaviors.
Empowering MSMEs - Role of Banks & Financial Institutions, IT, Skill Developm...Resurgent India
MSMEs are nurseries for entrepreneurship, often driven by individual creativity and innovation, and make significant contribution to country’s GDP, manufacturing output, exports and employment generation. Moreover, MSMEs are imperative for achieving the national objective of growth with equity and inclusion.
This document discusses various types of software testing techniques used in the software development lifecycle (SDLC). It begins by describing different SDLC models like waterfall, prototyping, RAD, spiral and V-models. It then discusses the importance of testing at different stages of SDLC and different types of testing like static vs dynamic, black box vs white box, unit vs integration etc. The rest of the document elaborates on specific black box and white box testing techniques like equivalence partitioning, boundary value analysis, cause-effect graphing, statement coverage and basis path testing.
This document provides an overview of software testing concepts and processes. It discusses the importance of testing in the software development lifecycle and defines key terms like errors, bugs, faults, and failures. It also describes different types of testing like unit testing, integration testing, system testing, and acceptance testing. Finally, it covers quality assurance and quality control processes and how bugs are managed throughout their lifecycle.
Quality is everyone's responsibility at Spotify and testing should be automated for routine tasks to improve efficiency. While testing is important, the overall goal is for it to be a fun process that goes beyond just finding bugs.
This document provides tips for leveraging social media to grow a business. It advises businesses to post tailored content on different social media channels instead of the same message everywhere. Businesses should also ensure their social media content stays on-brand. Contact information is provided for an accounting firm that can help businesses with their tax needs.
Testing is the process of identifying bugs and ensuring software meets requirements. It involves executing programs under different conditions to check specification, functionality, and performance. The objectives of testing are to uncover errors, demonstrate requirements are met, and validate quality with minimal cost. Testing follows a life cycle including planning, design, execution, and reporting. Different methodologies like black box and white box testing are used at various levels from unit to system. The overall goal is to perform effective testing to deliver high quality software.
5 109 interview questions and answers - part 1 of 2Xitij Thool
The document provides 59 common interview questions and sample excellent responses. It is intended to help job applicants prepare for interviews by providing examples of strong answers to typical questions. Some of the questions covered include describing personal goals, how college experience relates to the desired career, qualifications for the position, examples of accomplishments, and descriptions of ability to work as part of a team. The responses give specific career-related details and emphasize skills and experiences relevant to the potential job.
Insights to land your ideal tech role in AustraliaRachel Chong
In partnership with Australian Computer Society's Young Professionals Summit 2019, this is a presentation to international graduates who are seeking to land roles within the technology industry. It provides an overview of Australia's tech scene, what companies are looking for, interview tips and how to stand out. Presented by Rachel Chong, Principal Consultant (Technology) at MitchelLake.
Don Beson has over 30 years of experience in a variety of industries including automotive, insurance, aerospace, technology, and economic development. He holds a Master's degree in Management and a Bachelor's degree in Business Administration. According to his resume, he has expertise in sales, marketing, customer service, problem solving, communication, and managing teams. He emphasizes an approach of under-committing and over-delivering for customers.
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.
Lenard Kritchman is passionate about innovation in digital media and software applications. He has over 30 years of experience in business management, having founded and successfully run multiple ventures. Kritchman believes that strong customer focus, social responsibility, and sustainability are key ingredients for success in today's business environment. He is skilled in systems analysis, operations improvement, and using data to understand customer needs and behavior. Kritchman is also dedicated to achieving company goals and driving growth.
This document describes workshops and training programs led by Amiit Dabke, an inspirational speaker. It provides:
1. An overview of the types of workshops offered, including topics like attitude adjustment, communication skills, customer service, and leadership development.
2. Details on program formats which range from half day to multi-day sessions and can be customized based on needs.
3. Background on Amiit Dabke's qualifications and experience in soft skills training, as well as positive feedback from past workshop participants.
The document discusses a training company called Outside In that provides expertise in customer insight and value proposition creation. They have trained over 35,000 people from 250,000 employees worldwide in disciplines innovation methods. Their training covers topics such as generating insights, creating value propositions, and deploying insights throughout an organization's innovation process.
Outside In - Innovation and Insights Consultancy CredentialsMat Shore
At outside InTM we believe passionately that you can teach the core language and skills of disciplined insight and value proposition creation to commercial teams and R&D folks alike. Glowing testimonials from a roster of global clients suggest that we are able to build competency in even the most complex markets and organisations.
Unlike other training consultancies we don’t teach anything else but value proposition creation,so we are the experts. Watch our video to find out exactly what we cover.
https://www.youtube.com/watch?v=WVcBcwnO1cQ
This document summarizes a summer internship project at an education and job placement company. The internship involved duties in marketing, business development, and general management. The intern learned skills in team management, client handling, time management, and gained industrial experience. The intern conducted research on the company's business development and customer retention strategies to attract and retain customers. Some limitations of the internship study included difficulties communicating with customers and officials due to time constraints. Recommendations include increasing promotions and revising lengthy recruitment policies.
Emmanuel Adediran Ojo is a seasoned social media expert with over 5 years of experience managing social media for major corporations and political campaigns in Nigeria. He holds degrees in Business Administration and has extensive experience in social media strategy, engagement, analytics and content creation. In his cover letter, he promotes his skills in growing social media presences, building relationships, and achieving targeted results for organizations. His resume provides details of his qualifications, skills, responsibilities and experience managing social media across several previous roles.
Examples of the types of work I have done and for whom, with outcomes and nice things people have said about my work. Always happy to talk through in more detail.
ROI Online is a new-age internet marketing company that revolves around a core set of values and beliefs. Our culture code is implemented internally within our organization as well as through our customers.
Cover letter templates that would fix your cover letter stress!Ita John
Our sample cover letters will help you to land the job you so desire!
Getting the perfect cover letter in front of the employer is one of the keys to your success
The document summarizes the presenter's professional experience in a university entrepreneurship program called the Venture Creation Lab (VCL). It discusses how the program helped develop skills like leadership, business management, time management, creative thinking, and problem solving. It also highlights key learnings around basic financial knowledge, communication skills, and developing a growth mindset. Finally, it proposes implementing this experience by starting a technology consulting business called Argo Consultancy focused on helping tech companies expand into new markets globally.
This document summarizes a job posting for a Graduate Marketing Trainee position. The summary includes:
- The position involves providing assistance to the marketing team on various projects and developing skills and knowledge to support the department. The trainee will learn all marketing department processes and engage in corporate social responsibility initiatives.
- Key responsibilities include administrative support, effective communication, client relationship building, and attending meetings. The trainee will also work with a mentor on personal development goals.
- Requirements include a degree, experience with software systems, strong teamwork and communication skills, and the ability to work flexibly and independently. The ideal candidate is self-motivated, organized, and professional.
Avaali is a consulting and professional services organisation focused on supporting upper-mid to large enterprises to create and execute their digital road map
Dr. T.K. Jain provides a 10 point orientation program for future entrepreneurs. The points include: (1) choosing ideas that can quickly generate cash within 2-3 years; (2) ideas that have aspirational value; (3) ideas that are slightly ahead of current times; (4) understanding customers beyond just marketing; (5) evolving products needed in the future; (6) starting small; (7) creating assets only if needed for the long term; (8) being prepared to close the business; (9) hiring "intrapreneurs" and inspiring them; (10) sharing your success story to gain support and scale the business. The document encourages entrepreneurs to focus on ideas and customers
This document provides information about working at IFA Global, including its purpose, culture, roles, responsibilities, and growth opportunities. IFA's larger purpose is to profitably manage clients' money through innovative strategies. Employees are treated as partners and have the potential to earn a share of company revenues. IFA focuses on providing a collaborative learning environment where employees can advance their skills over 5-7 years from an analyst role to director level compensation of over 1 crore with profit sharing. The culture emphasizes meritocracy, appreciation, coaching and ensuring employees and clients are successful.
2010 Renewing And Reenergizing Your Job Searchtgulian
I developed this presentation for a group LHH HR professionals that were going through a job transition. I used tips during my own job transition. And hope that others will find it useful.
1. EUGENE B. MCCAIN
264 Village Stone Circle
Summerville, South Carolina 29483
Cell Phone – 1.843.315.8010
Email Virtual Interview
1. Tell me aboutyourself?
- I am a goal-orientedindividual withapassionfornew ideasanda desire forexcellentoutcomes.I
have demonstratedmycommitmenttoexcellence inmanyways:Forinstance Iam a Wharton
School graduate,workedina varietyof industries androles.Mystrategicand innovatedthinking
have garneredpromotionsandawardsovermycareer.I have unique skillsthatIwouldlike to utilize
and furtherdevelop inthe nextphase of mycareer. Thisis the reasonwhyI approachedyour
industry.Ibelievethisindustrycouldutilize mybackgroundanddiversifiedskillset.
2. How didyoulike yourlastjob?
- There were somany aspectsof the job that I consideredenjoyable.Iamsomeone wholovesa
challenge,likesworkinginateam / individualcontributor,andlovestosolve complex problems.My
lastrole satisfiedall three elements.Mostof the work wascentered onteams.We had to work
aroundmarket/ clientrelationissuesthatwere complexgiventhe downturninthe economyand
dipinconsumerspending.We hadto developwaystoentice customers/clientstopurchase more
services.Myrole involvedgenerating andhoningideas fromthe teamandmoldingthese concepts
intocohesive winningstrategies.Ihope tofindthese typesof rolesinnew projects.
3. What didyou like leastaboutyourlastjob?
- What I likedleastaboutmylastjobwas resistance myteam sometimesencounteredfromcompany
executivestonovel ideas.Thischallenge Ihadto balance withthe manyaspectsof role I truly
enjoyedsuchas:I love a challenge,workinginateam, andsolvingcomplex issuesandproblems.My
role gave me satisfactioninall three elements:Ihadto work onhuman resource issuesthatwere
complex giventhe downturninthe economyanddipinthe revenue stream.Ididnotwant to
terminate employees,however,hadtomake adjustmentsinincomes/benefitstoweatherthe
economy.Ihad to be creative andsell these ideastoseniormanagement.Afternumerous
presentations,manyof myideaswere adapted.
4. Tell me aboutyour managementexperience?
- I have heldrolesinvariousindustry:PublicAccounting,Oil andGas,Utilities,Management
Consulting,andFinancial Services. Myresponsibilitieswere tosetdirectionforemployees,review
theirwork,andprovide feedback.Iparticularlyenjoyedthisworksince Ihadthe opportunityto
mentorstaff and developattributesinthem suchas:Goal Setting,CommunicationSkills,Coaching
Abilities,andExecution.
5. Tell me aboutyour clientmanagementexperience?
- WhenI was promotedtomanagement,one of the aspectsof the role I lookedforwardtowas
increaseddirectclientcontact.Overthe years,Ihave developedthe abilitytomanage clientsand
develop/strengthenrelationships.Ialsohave nurturedmynetworkingskillswhichhasenabled
myself tosecure newclientsanddevelopnew revenue streamsforthe organization.Inaddition, I
have increasedthe clientbase onaverage of 30 percentbefore the economicdownturn. This
achievementwasaccomplishedthroughincreaseclientexposure toensure thatclientserviceswere
exceedingexpectations.Allmetricswere benchmarkedandstronggoalstiedtostrategicandtactical
plans.These skillsIhope tobringto yourorganizationandgrow the company.
2. 6. What are yourshort termgoals?
- In the short term,I wouldlike tomanage large projectthatisaimingtoexpandservicesglobally.
Since we live inaglobal economy,thisparticularprojectmakessense tome.Ihave developed
international communicationskillsandunderstandEuropean,Asian,African,andSouthAmerican
culturesandnuances that seasonedexecutivesadmire.Iwill bringdiscipline,creativity,enthusiasm,
and cultural sensitivitiesandanynew role.Iknow that an organizationcouldbenefitfrommy
experience andexposure.
7. What are yourlongterm goals?
- My longtermgoal is to continue to provide excellentvalue addedservice toall myclients.Withthat
goal in mind,Iexpecttoexceedexpectationsandassume anincreasedlevel of responsibilitywithin
a reasonable periodof time.Witheconomicbusinessmodelscontinuouslyinchange,Icannot
identify aspecificrole ordepartmentatthistime.AsI continue togrow,mature,and gainexposure
to differentareasof the companyovertime,a targeteddepartmentandrole will be identifiedanda
directionwill be movedtotowardaggressively.Mypersonal motto,“FORWARD”.
8. Will youpursue highereducation?
- I see myself gainingmore skillsonthe jobwithinthisindustry.Sofromthat standpoint,one never
stopsadjustingthe learningcurve upward.WhetherornotI pursue further formal educationwill
dependinpart the needsof the industryandthe technologicalchangesthataccompanyeachand
every engagement. The abilitytothinkstrategicallyandexecutequicklyisthe bestcompetitive
advantage I can provide anemployerforthe year2015 and beyond.Thisinitiative alongwith
keepingcurrentamongchangingindustrystandardsandmaintainingprofessionaldesignationsand
creditsshouldsatisfymydesire toanemployer tostaycurrentand relevantinthe industry.
9. What will youcontribute tothe workplace?
- Professionalismandastrong desire tobringfreshthinking,direction,andexecutiontoward
achievinggoals inmynewrole. My strengthismyabilitytoadapt incontinuouslychanging
circumstancesandsituations whichenabledme togrow a customerbase despite declining
personnel andbudgetaryauthority.MyskillsblossomedasI receivedpromotionsandincreased
responsibility.
10. Tell me aboutsituationwhere youexperiencedconflictandresolvedit?
- In a previousrole,mydivisionwasexperiencingdecliningrevenue,executivesdidnotknowwhator
whowas responsible forthe downtown.Isuggestedall managersgettogethertodecide howto
assignnewroleswithmore responsibilities.By bringingpeopletogethertonegotiate througha
problem,assignclearerroles,anddesignprogramstoimprove the situation,Iassistedtoease
tensions.Ultimately,the companywasable toslow some of the decline andwinadditionalbusiness.
11. Tell me abouta situationwhere youledateamwell?
- On a projectas a team lead,Ileada successful transactionwithaclientthatenabledthe clientto
track inventoryacross 100 branch locations.The projectwasverycomplex.First,Ioutlinedthe
scope,phases,activities,tasks,dependencyrelationships,andfinallymetrics.Second,Iestablished
goalsto attainvariouspointsinthe projectand keptthe teamon track. Third,I createda positive
environment.The projectwasdeliveredontime.
12. What ismy greatestweakness?
- My biggestweaknessfromaprofessional standpointissometimesIgettoodetailedinthe workand
have the same expectationof others.Iampassionate inmycareereffortsbuthad to learnto
maintaina balance inmylife soto allow teammemberstomaintainabalance intheirlives.So
prioritizingworkandestablishingscope of workisalwayskey.Ihave to make sure as to not working
my teamstoohard.
3. 13. What ismy greateststrength?
- My greatestprofessionalstrengthisinnovation.Ilove tobringfreshnovel approachestoissuesand
drawingonthe talentsof dynamiccolleaguesinordertobringcreativitytowork.My personal
innovationallowsme todesignnew managementprocessesforcompaniesandblendnew
technologiesinordertoachieve aggressivegoals.GiventhatanyjobthatI interview forwillrequire
some level of innovation,Iamhappyto carry thisflagas a badge of honor movingforward. My
thoughtsondailyworkare, itis nolongeraboutworkinghard – the goal isto be intelligent andwork
EFFICIENTLYand SMART.
14. In whatareas doyou needtodevelopprofessionally?
- The way I needtodevelopistogarnermore experiencemanaginglarge teams.Inaddition,Icould
improve mypublicspeaking.Ihave takencoursesthroughoutmycareerand will continuetopursue
improvementnoworinthe future.
15. What isyour managementstyle?
- As a manager,I am straightforwardand to the point.Igive cleardirectionsandhonestfeedback.I
encourage cooperationamongstaff,helptodevelopskillsinsubordinates,since Iconsider
professionaldevelopmenttobe the core of any job,projector assignment.
16. Tell me abouta time where youexhibitedinitiative?
- In a previousrole,innovative ideasgeneratedby staff nevermade ittoandwere appreciatedby
seniormanagement.Ichampionedaseriesof lunchmeetingsbetweenseniormanagementand
staff called,“skiplevel”meetings,whichopeneddoorsforideastobe exchangedalongwithother
information.Asaresult,new ideas couldbe exploredbyexecswhocoulddevelopandimplement
them. Thisnew paradigmalsoenabled topdecisionmakers tostayabreastof personnel needsand
customerfeedback.
17. How doyou deal withstressat work?
- To deal withstressful situations,Ialwaystake time atthe endof the day to reflectonthe day’s
eventstoanalyze whatI couldhave done better.WhenInotice a prolongedproblem,Itake action
to bringabout change.Ihave foundthat takingtime toreflectinconjunctionwithcontrolled
breathingexercisesare keycomponentstomanagingstress.A longquietwalkdoesnothurtas well.
18. How doyou motivate people?
- People are motivatedbydifferentthings.Itryto learnmore about my teammemberstobetter
understandwhatmotivatesthemsuchas:
A. Level Of Responsibility
B. More VacationTime
C. Financial Rewards
D. PublicRecognition(Praise)
So I learnedtocarve out time andunderstand/appreciate eachstaff memberneeds
19. Walkme throughyourcareer?
- I receiveddegreesandcomprehensive trainingthroughout mycareer.Isoughtjobsand was
recruitedheavilyforvariousroles.Iselectedassignmentsthatwouldallow me touse analytical and
people skillsdeveloped.Inaddition,Ihave hadvariousrolesthatenabledme tocombine analytical,
communication,andstrategyprinciples.Iexcelledandwaspromotedthoughthe durationof my
career.My core abilitiesincluded:Auditing,Accounting,Finance,Sales,ProjectManagement,Risk
Management,andFinancial Services.Inaddition,Iworkedinthe followingindustries:Public
Accounting,Operations,Start-Ups,andConsulting
20. What elementsmake youanexcellentteammember?
- In my opinion,there are fourattributesthatmake a goodteam member
A. CommitmentToTeamwork