Learn how to apply for jobs by creating a Marketing Plan, Identify Potential Industries, By-Pass Gate Keepers & Get your Resume in the Hands of Hiring Manager!
The document outlines plans to expand a company dashboard and profiles on a platform. It discusses adding case competitions, quick contests, a GrouperTank feature to track student engagement, and job postings. It provides details on setting up and managing each of these areas from the company perspective.
This document provides career advice and summaries job market trends. It discusses the current job market environment as volatile, uncertain, complex and ambiguous. However, with vision, understanding, clarity and agility this "new normal" can be navigated. Emerging industries include big data, STEM fields, social media and technology. Freelance work is increasing and recruiters now focus on long-term relationships and proactive sourcing. Personal branding, networking and continuing education are important for career reinvention and success.
How to Optimize Your LinkedIn Profile (In-Depth Guide)DonnaNicoleBradley
Jobseekers like LinkedIn too because it’s one of the most effective ways to establish a presence online. Best of all, LinkedIn’s basic features are free for professionals like you.
A LinkedIn profile is a marketing piece. Your profile provides enough information to get people to connect with and contact you.
The document discusses how digital technologies have transformed recruiting over the last 10 years, replacing paper applications with online job boards, career pages, and applications. While these technologies provide more opportunities and avenues for recruiting, they can also become overwhelming due to the large amount of data. The document argues that to effectively recruit using these tools, businesses need to be specific in how they advertise positions and candidates need to be explicit in how they advertise themselves, in order to connect qualified candidates to open positions.
nternational SEO and Content Clustering | John Caldwell | CreatorSEO / ABC Di...Enterprise Ireland
This document provides an overview of a presentation on search engine optimization given by John Caldwell. Some key points covered include:
- The importance of ranking highly in search results and being visible to users
- Factors that search engines consider like unique content, relevancy, and engagement
- Tools for analyzing search performance and competition
- Best practices for optimization like keyword research, link building, and content marketing
- Considerations for international SEO like localizing content and targeting different regions
- The differences and synergies between paid search/PPC and organic SEO strategies
- Tips to avoid issues like duplicate content across languages and sites
LinkedIn For Job Seekers Presented to "You Can Get Hired? Group May 2014Joanne Funch
It is imperative that job seekers have a 100% completed profile that will set them apart and show their skills.
This presentation was given to a group of job seekers in May 2014.
The document outlines plans to expand a company dashboard and profiles on a platform. It discusses adding case competitions, quick contests, a GrouperTank feature to track student engagement, and job postings. It provides details on setting up and managing each of these areas from the company perspective.
This document provides career advice and summaries job market trends. It discusses the current job market environment as volatile, uncertain, complex and ambiguous. However, with vision, understanding, clarity and agility this "new normal" can be navigated. Emerging industries include big data, STEM fields, social media and technology. Freelance work is increasing and recruiters now focus on long-term relationships and proactive sourcing. Personal branding, networking and continuing education are important for career reinvention and success.
How to Optimize Your LinkedIn Profile (In-Depth Guide)DonnaNicoleBradley
Jobseekers like LinkedIn too because it’s one of the most effective ways to establish a presence online. Best of all, LinkedIn’s basic features are free for professionals like you.
A LinkedIn profile is a marketing piece. Your profile provides enough information to get people to connect with and contact you.
The document discusses how digital technologies have transformed recruiting over the last 10 years, replacing paper applications with online job boards, career pages, and applications. While these technologies provide more opportunities and avenues for recruiting, they can also become overwhelming due to the large amount of data. The document argues that to effectively recruit using these tools, businesses need to be specific in how they advertise positions and candidates need to be explicit in how they advertise themselves, in order to connect qualified candidates to open positions.
nternational SEO and Content Clustering | John Caldwell | CreatorSEO / ABC Di...Enterprise Ireland
This document provides an overview of a presentation on search engine optimization given by John Caldwell. Some key points covered include:
- The importance of ranking highly in search results and being visible to users
- Factors that search engines consider like unique content, relevancy, and engagement
- Tools for analyzing search performance and competition
- Best practices for optimization like keyword research, link building, and content marketing
- Considerations for international SEO like localizing content and targeting different regions
- The differences and synergies between paid search/PPC and organic SEO strategies
- Tips to avoid issues like duplicate content across languages and sites
LinkedIn For Job Seekers Presented to "You Can Get Hired? Group May 2014Joanne Funch
It is imperative that job seekers have a 100% completed profile that will set them apart and show their skills.
This presentation was given to a group of job seekers in May 2014.
John Thorpe completed four live sessions totaling 5 hours at the GreenNC conference held on December 5th at the Raleigh Convention Center. The sessions included a morning keynote on public schools and the environment, a workshop on developing sustainable workplaces, a lunch keynote on green building market transformation, and a closing keynote on North Carolina's leadership in sustainable building practices.
This document provides an overview of commodity derivatives, including definitions of commodities, derivatives, and commodity derivatives. It explains that commodity derivatives allow farmers and businesses to hedge risks from fluctuating commodity prices by entering future or option contracts to lock in sale prices. Examples are provided of a farmer using futures to guarantee the price received for a future wheat crop and options to guarantee a minimum selling price. The role of commodity derivatives in price risk management is discussed.
This document provides an overview of Swastika Investmart Ltd., a stock broking and financial services company based in India. It details the company's vision, mission, leadership team, services offered including stock broking, derivatives, commodities, currency, and depository services. The summary highlights the company's growth over time in obtaining memberships in various exchanges and expanding its service offerings and client base to become a leading financial services provider in India with over 250 employees and 30 branches nationwide.
Reuters: Pictures of the Year 2016 (Part 2)maditabalnco
This document contains 20 photos from news events around the world between January and November 2016. The photos show international events like the US presidential election, the conflict in Ukraine, the migrant crisis in Europe, the Rio Olympics, and more. They also depict human interest stories and natural phenomena from various countries.
1) The document discusses the opportunity for technology to improve organizational efficiency and transition economies into a "smart and clean world."
2) It argues that aggregate efficiency has stalled at around 22% for 30 years due to limitations of the Second Industrial Revolution, but that digitizing transport, energy, and communication through technologies like blockchain can help manage resources and increase efficiency.
3) Technologies like precision agriculture, cloud computing, robotics, and autonomous vehicles may allow for "dematerialization" and do more with fewer physical resources through effects like reduced waste and need for transportation/logistics infrastructure.
The Six Highest Performing B2B Blog Post FormatsBarry Feldman
If your B2B blogging goals include earning social media shares and backlinks to boost your search rankings, this infographic lists the size best approaches.
The document discusses strategies for job seeking in the current post-recession tech market. It describes how the market has changed from high growth in the 2000s to much lower growth and more competition today. It recommends a multifaceted approach, including generating job leads through ads, networks, and cold outreach; marketing yourself through profiles, CVs, and social media; and preparing effectively for interviews. Personalized outreach to recruiters and potential employers is emphasized over more passive strategies.
This document provides guidance to small businesses on hiring new employees. It discusses the importance of hiring the right people for business success and growth. It then offers tips on finding talent through online job ads, resume searches, and social media. The document provides best practices for creating effective job postings with targeted titles, keywords, and locations. It also offers suggestions for highlighting the company benefits, values, and culture. The goal is to engage candidates and clearly communicate the job requirements and application process.
The document provides tips for improving a company's career website to attract more job applicants. It recommends using branding consistently across the site to convey the company's message. It also suggests showing the real culture by featuring employees and sharing values. Well-written job descriptions that engage candidates in an authentic voice are important. The career site should provide a simple application process that is mobile-friendly. An optimized site that follows these guidelines can help attract top talent.
Discover the innovative solutions JAM provide our clients to help them stand out as an employer of choice.
Marketing solutions include:
- Video Production
- Event Planning
- Social Media Campaigns
- Email Campaigns
- Graphic Design
and more...
To register your interest in JAM Project Solutions, please click here: http://dotmailer-surveys.com/fb1j7ba5-b3qxt1c
USP -Unique Sellin Proposition- estas proponiendo vender algo UNICO o algo que es tan comun que se considera un commodity? te logras diferenciar en el mercado?
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
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. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and address any unfavorable feedback. Develop stories from employee experiences.
4. Set goals to measure success and define dimensions to track like talent brand index score versus competitors. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
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 based on research findings, ensuring messages are consistent with employees' experiences.
4. Promote the talent brand and engage audiences on and off social media.
5. Continuously measure and refine the talent brand strategy based on engagement and feedback.
Is your company considered a great place to
work? In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact and LinkedIn insights, and bringing partners to the table. Step 2 is to listen and learn by auditing existing talent brand materials, covering official and unofficial sources, and planning research among internal and external audiences to understand perceptions. The playbook then outlines steps for crafting an approach, promoting and engaging, and measuring and adjusting the talent brand over time.
LinkedIn Employer Brand Playbook - 5 Steps to Crafting a Highly Social Talent...Colin Frankland
Employer brand playbook provides a 5-step process for crafting a highly social talent brand: 1) Get buy-in from executives and cross-functional teams, 2) Listen to employees and candidates through research to understand perceptions, 3) Craft messaging based on research findings while ensuring consistency with overall brand, 4) Promote the talent brand message and engage talent, 5) Measure and adjust the talent brand program based on goals and metrics. The playbook offers tips, case studies, and tools to help companies strengthen their talent brand at each step.
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. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and personal stories are featured. Align with overall company brand.
4. Set goals to measure success and define metrics like hiring rates, retention, and talent brand index scores. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
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.
This document provides salary ranges for creative and marketing positions in the United States. It begins with an introduction to the salary guide and discusses trends affecting hiring such as increased demand for digital talent and mobile skills. It then lists starting salary ranges in tables for positions in areas including design, interactive, content development, advertising, and public relations. The document concludes with tips for attracting top creative talent and preparing competitive job offers.
John Thorpe completed four live sessions totaling 5 hours at the GreenNC conference held on December 5th at the Raleigh Convention Center. The sessions included a morning keynote on public schools and the environment, a workshop on developing sustainable workplaces, a lunch keynote on green building market transformation, and a closing keynote on North Carolina's leadership in sustainable building practices.
This document provides an overview of commodity derivatives, including definitions of commodities, derivatives, and commodity derivatives. It explains that commodity derivatives allow farmers and businesses to hedge risks from fluctuating commodity prices by entering future or option contracts to lock in sale prices. Examples are provided of a farmer using futures to guarantee the price received for a future wheat crop and options to guarantee a minimum selling price. The role of commodity derivatives in price risk management is discussed.
This document provides an overview of Swastika Investmart Ltd., a stock broking and financial services company based in India. It details the company's vision, mission, leadership team, services offered including stock broking, derivatives, commodities, currency, and depository services. The summary highlights the company's growth over time in obtaining memberships in various exchanges and expanding its service offerings and client base to become a leading financial services provider in India with over 250 employees and 30 branches nationwide.
Reuters: Pictures of the Year 2016 (Part 2)maditabalnco
This document contains 20 photos from news events around the world between January and November 2016. The photos show international events like the US presidential election, the conflict in Ukraine, the migrant crisis in Europe, the Rio Olympics, and more. They also depict human interest stories and natural phenomena from various countries.
1) The document discusses the opportunity for technology to improve organizational efficiency and transition economies into a "smart and clean world."
2) It argues that aggregate efficiency has stalled at around 22% for 30 years due to limitations of the Second Industrial Revolution, but that digitizing transport, energy, and communication through technologies like blockchain can help manage resources and increase efficiency.
3) Technologies like precision agriculture, cloud computing, robotics, and autonomous vehicles may allow for "dematerialization" and do more with fewer physical resources through effects like reduced waste and need for transportation/logistics infrastructure.
The Six Highest Performing B2B Blog Post FormatsBarry Feldman
If your B2B blogging goals include earning social media shares and backlinks to boost your search rankings, this infographic lists the size best approaches.
The document discusses strategies for job seeking in the current post-recession tech market. It describes how the market has changed from high growth in the 2000s to much lower growth and more competition today. It recommends a multifaceted approach, including generating job leads through ads, networks, and cold outreach; marketing yourself through profiles, CVs, and social media; and preparing effectively for interviews. Personalized outreach to recruiters and potential employers is emphasized over more passive strategies.
This document provides guidance to small businesses on hiring new employees. It discusses the importance of hiring the right people for business success and growth. It then offers tips on finding talent through online job ads, resume searches, and social media. The document provides best practices for creating effective job postings with targeted titles, keywords, and locations. It also offers suggestions for highlighting the company benefits, values, and culture. The goal is to engage candidates and clearly communicate the job requirements and application process.
The document provides tips for improving a company's career website to attract more job applicants. It recommends using branding consistently across the site to convey the company's message. It also suggests showing the real culture by featuring employees and sharing values. Well-written job descriptions that engage candidates in an authentic voice are important. The career site should provide a simple application process that is mobile-friendly. An optimized site that follows these guidelines can help attract top talent.
Discover the innovative solutions JAM provide our clients to help them stand out as an employer of choice.
Marketing solutions include:
- Video Production
- Event Planning
- Social Media Campaigns
- Email Campaigns
- Graphic Design
and more...
To register your interest in JAM Project Solutions, please click here: http://dotmailer-surveys.com/fb1j7ba5-b3qxt1c
USP -Unique Sellin Proposition- estas proponiendo vender algo UNICO o algo que es tan comun que se considera un commodity? te logras diferenciar en el mercado?
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
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. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and address any unfavorable feedback. Develop stories from employee experiences.
4. Set goals to measure success and define dimensions to track like talent brand index score versus competitors. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact, and bringing partners together in a cross-functional team. Step 2 is to listen and learn by auditing current materials, planning research among key audiences, and determining what information to collect. Step 3 will cover crafting an approach, while Steps 4 and 5 will involve promoting and engaging, measuring and adjusting the talent brand over time. The playbook offers tips, checklists and examples to help readers strengthen their company's talent brand.
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 based on research findings, ensuring messages are consistent with employees' experiences.
4. Promote the talent brand and engage audiences on and off social media.
5. Continuously measure and refine the talent brand strategy based on engagement and feedback.
Is your company considered a great place to
work? In today’s competition for top talent, your reputation as an employer is a key factor in whether a candidate will take your job – or leave it.
The bottom line impact is real: a strong talent brand reduces cost per hire by up to 50% and lowers turnover rates by 28%.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data on business impact and LinkedIn insights, and bringing partners to the table. Step 2 is to listen and learn by auditing existing talent brand materials, covering official and unofficial sources, and planning research among internal and external audiences to understand perceptions. The playbook then outlines steps for crafting an approach, promoting and engaging, and measuring and adjusting the talent brand over time.
LinkedIn Employer Brand Playbook - 5 Steps to Crafting a Highly Social Talent...Colin Frankland
Employer brand playbook provides a 5-step process for crafting a highly social talent brand: 1) Get buy-in from executives and cross-functional teams, 2) Listen to employees and candidates through research to understand perceptions, 3) Craft messaging based on research findings while ensuring consistency with overall brand, 4) Promote the talent brand message and engage talent, 5) Measure and adjust the talent brand program based on goals and metrics. The playbook offers tips, case studies, and tools to help companies strengthen their talent brand at each step.
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. Form a cross-functional team.
2. Listen to current employees and candidates through research like surveys and interviews to understand perceptions. Audit existing materials.
3. Refine key messages based on research findings, ensuring messages are truthful and personal stories are featured. Align with overall company brand.
4. Set goals to measure success and define metrics like hiring rates, retention, and talent brand index scores. Test messaging internally before broad launch.
5. Promote the talent brand through owned, earned,
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.
This document provides salary ranges for creative and marketing positions in the United States. It begins with an introduction to the salary guide and discusses trends affecting hiring such as increased demand for digital talent and mobile skills. It then lists starting salary ranges in tables for positions in areas including design, interactive, content development, advertising, and public relations. The document concludes with tips for attracting top creative talent and preparing competitive job offers.
Index of useful facts and figures
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
The document provides a 5-step playbook for crafting a highly social talent brand. Step 1 is to get buy-in from executives by starting at the top, arming yourself with data, and bringing partners to the table. Step 2 is to listen and learn by auditing existing materials, planning research among key audiences, and putting findings together. Step 3 is to craft your approach by being real, personal, brave, consistent, and setting goals.
The document provides a 5-step playbook for crafting a highly social talent brand. The first step is to get buy-in from executives by starting at the top, arming yourself with data, and bringing partners to the table. The second step is to listen and learn by auditing existing materials, planning research among key audiences, and putting the findings together. The third step is to craft the approach by being real, personal, brave, consistent, and setting goals. The playbook then provides steps to promote and engage talent as well as measure and adjust the talent brand approach.
The document provides a 5-step playbook for crafting a highly social talent brand. The first step is to get buy-in from executives by starting at the top, arming yourself with data, and bringing partners to the table. The second step is to listen and learn by auditing existing materials, planning research among key audiences, and putting the findings together. The third step is to craft the approach by being real, personal, brave, consistent, and setting goals. The playbook then provides steps to promote and engage talent as well as measure and adjust the talent brand approach.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
2. COPYRIGHT C 2009 THE BRADFORD GROUP
THE JOB SEARCH
Intelligent
OBJECTIVES:
At the completion of this course participants will be able to:
• Understand the difference between a ‘Proactive’ and ‘Reactive’ Job Search
• List the 5 Step Process for creating an effective Jobsearch marketing plan
• Rewrite cover letter & resumes to get response
• Effectively use internet Jobsearch and database technology to uncover target
markets = career opportunities
• Develop an effective 2-minute elevator speech
• Describe the most effective method(s) to contact potential employers
• Explain the most common followup techniques
• Demonstrate the ‘Key’s’ to an effective interview
Page 2
3. COPYRIGHT C 2009 THE BRADFORD GROUP
Icebreaker
We are in this together & will help each other to achieve
success!
Email Networking Exercise - 5 minutes
• Circulate throughout the room and collect as many
email addresses as you can.
• Introduce yourself and share one little known fact with 5
different individuals
• Everyone to meet at front of room for group picture
THE JOB SEARCH
Intelligent
Page 3
4. COPYRIGHT C 2009 THE BRADFORD GROUP
Newspapers & Internet
Recruiters & Staffing Agencies
10%
5%
80%
20%
Proactive Marketing
Jobsearch
5%Networking
THE JOB SEARCH
Intelligent
Page 4
5. COPYRIGHT C 2009 THE BRADFORD GROUP
Are you Proactive or Reactive?
• The reality is that only 3-5% obtain their next job
through Networking.
• Outplacement firms don’t take Ownership of your
jobsearch, that’s why they tell you to network.
• Remember, networking contacts are only as good
as the level of hiring authority they have. If your
networking contact cannot make the hiring
decision, your resume goes into the black hole
commonly referred to as HR!
• Networking is only effective if you have an
extensive network to draw upon.
THE JOB SEARCH
Intelligent
Page 5
6. When a Company wants to sell you
something, they market you. They
don’t wait for you to come to them!
COPYRIGHT C 2009 THE BRADFORD GROUP
THE JOB SEARCH
Intelligent
Page 6
7. COPYRIGHT C 2009 THE BRADFORD GROUP
How a job posting is created....
100% of all job
creation takes place
in the mind of a person
Someone is promoted
Someone is fired
Some is laid-off
Someone Quits
Do I know someone
internally that can fill this
position?
Is there anyone within
my organization that I
can network with that
can recommend
someone for this
position?
Yes No
Yes
No
Go to HR Department
and have them
perform external job
search
HR must comply with
all EEOC Laws, create
job description, follow
company policy
Post ad internally for 2
weeks
Advertise with
recruiters, staffing
agencies, and
newspaper/ internet
By directly
marketing
yourself
to employers,
we are
abel to nip
this ugly
process
in the bud!
THE JOB SEARCH
Intelligent
Page 7
8. COPYRIGHT C 2009 THE BRADFORD GROUP
Any idea what the number of resumes are generated
per newspaper ad?
per internet ad?
200
1,000
Did you know that certain Companies will stop
receiving resumes at the 1,000 mark. Any resumes
received after that number will be placed in the
recycle bin (metal or electronic).
THE JOB SEARCH
Intelligent
Page 8
9. COPYRIGHT C 2009 THE BRADFORD GROUP
A multifaceted job search includes all of the following job
search methods:
• Newspaper
• Internet
• Recruiter
• Networking
• Marketing to specific Companies
Benefits:
• You can uncover what is in your marketplace at one time
• Compare several positions against one another
• Several offer’s give you negotiating power! It’s always
better to have options when negotiating. Options give
you leverage.
THE JOB SEARCH
Intelligent
Page 9
10. COPYRIGHT C 2009 THE BRADFORD GROUP
Should I be looking outside of my current career field?
As you move further and
further outside of your
ring of influence, it
becomes a harder
sell.
Although this is still
a possible avenue to explore
you may be required to obtain
additional schooling, training and/or certification
to meet established requirements within this industry.
Current Job
School / Degree
Certification
Technical Skills
On-The-Job-Training
THE JOB SEARCH
Intelligent
Page 10
11. COPYRIGHT C 2009 THE BRADFORD GROUP
Stanford University Study Reveals
If you are a qualified candidate, 41% of all
open positions go to someone that sometimes
’fit’s the job requirements or they rewrite
the job to ‘fit’ the person they’ve selected.
THE JOB SEARCH
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12. * Remember,
you are marketing to an employee
not just a company
THE JOB SEARCH
Intelligent
What is the most effective method to contact potential Employer’s?
Direct Mail #1 You control 100% of the Message
Fax #2 O.K. for individuals, illegal for businesses
Email #3 Good method for followup
Telephone #4 This is the least effective way of contact
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Creating a Marketing Plan
STEP 1 Brainstorming Personal Inventory
STEP 2
STEP 3
STEP 4 Followup & Sell Interview = Success!
a) Where are you now? Inventory key strengths.
b) What do you really want to do?
c) What Industries?
a) Resume & Interviewing Techniques
b) Be very, very targeted with your companies (Target A, Target B, etc.)
a) Identify organizations that fit ‘Your’ target markets
b) Identify Decision Makers within your chosen target markets.
c) Learn Internet research techniques
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Develop Selling Tools
Market / Industry Research
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THE JOB SEARCH
Personal Inventory
• What is it that you want to do when you grow up?
- Ask yourself what you enjoy doing?
- Would you be willing to do this for free?
- Is your only focus money, or do you value
other things such as worklife balance,
vacation, flextime, work from home, etc.
• What Industries, markets and organizations
interest you?
Intelligent
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Step 1 - Personal Inventory
OBJECTIVE:
Identify positions of interest to you
INDUSTRY:
What industries do you want to work in?
LOCATION:
Define location - where do you want to work?
SIZE:
Small, medium or large company?
THE JOB SEARCH
Intelligent
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Brainstorm Session
Using the Personal Inventory Brainstorming form on the next
page, complete all areas and share with one person at your
table
Be sure to peel the onion back numerous times
If there is something that is of interest to you - write it down
Once everyone at your table has had the opportunity to share
with someone, pick one person to present their brainstorm
with the large group
THE JOB SEARCH
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Personal Inventory Brainstorm Form
OBJECTIVE
INDUSTRY
LOCATION
SIZE
THE JOB SEARCH
Intelligent
OBJECTIVE
INDUSTRY
LOCATION
SIZE
OBJECTIVE
INDUSTRY
LOCATION
SIZE
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THE JOB SEARCH
Intelligent
MARKET RESEARCH
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COPYRIGHT C 2009 THE BRADFORD GROUP
Step 2 - Market Research
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Library Research
- Dunn & Bradstreet
- Standard & Poors
- Polk (Banking)
- Harris (Manufacturing)
Position
Industry
Location
Size
Target Market
+
+
+
=
Internet Research
- Hoover’s
- Manta
- Pipl.com
- RefUSA
Our focus today will be on using Ref USA
21. COPYRIGHT C 2009 THE BRADFORD GROUP
THE JOB SEARCH
Intelligent
By using intelligent database technology you are able to:
• Search and identify targeted industries / companies that
you are interested in
• Obtain specific names of manager’s, directors and decision
makers allowing you to by-pass the human resources
department
• Collect information including addresses, phone #’s and email
accounts
• Focus your job search approach by being ahead of the
crowd, ultimately giving you a competitive advantage
Market Research
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Once you have identified 250 - 500 Companies
as your Target Market, you will create a marketing campaign
to contact all of them within one week.
Why one week?
• It is better to ‘Hit’ all 500 companies in one week, instead
of 100 this week, 75 next week and 125 the following week
because....
• By doing all of them at once you are able to uncover
‘EVERYTHING’ that is currently available at one time!
THE JOB SEARCH
Intelligent
23. COPYRIGHT C 2009 THE BRADFORD GROUP
THE JOB SEARCH
If you don’t already have a Library Card - get one today
Apply for NC Live Access - Obtain Form - Submit to Library (In Person or Online)
NC Live User Name & Password will then be emailed to you
Once you log into NC Live - Look for Business or USA Reference Databases
• Go to Ref USA
• Select Business Databases
• Custom Search
- Type of Business
- Location
- Size (Sales volume or # of employees)
- Executive Title
Create Search
- SIC Codes
- State
- City
Intelligent
Your goal is to identify 250 - 500 Target Companies
Research USA Reference Database
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Select your library from
the drop down menu
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Click on Business & Investing
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Click on Reference USA
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Perform a Custom search by
selecting any of the categories on the
left-hand side of the database screen
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Clicking on any category
will produce detailed
search criteria
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Utilize the *SIC Codes or
Area Codes to identify
and target the companies
you would like to work for
*(Standardized Industry Codes - SIC)
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Check the desired companies and click
the download button.
You then have several options as to
how you receive the downloaded data
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COPYRIGHT C 2009 THE BRADFORD GROUP
Using the Excel feature and
then selecting the Summary
feature allows you to save
your data to your pc or mac
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COPYRIGHT C 2009 THE BRADFORD GROUP
Raw Data Download imported into Spreadsheet document
can now be exported into an Access database or Word
Document and used as a Mail Merge file to generate cover
letters
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COPYRIGHT C 2009 THE BRADFORD GROUP
Selling Tools
•Resumes
•Cover Letters
•2-Minute Elevator Pitch
•Interviewing Techniques
37. COPYRIGHT C 2009 THE BRADFORD GROUP
Why do we use Resumes & Cover Letters?
• There are only 4 techniques used to get a job:
1) Advertisements; newspaper, internet (Employer)
2) Employment agencies (Employer)
3) Networking
4) Marketing yourself (Direct Marketing)
• With the exception of Networking all other techniques
introduce you to the employer
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Did You Know...
• Employer’s (i.e. HR Dept & Recruiters) use your resume &
cover letter as a screening tool & are trying to get your
resume off their desk.
• Most HR/Recruiters use a 2-step process when evaluating
resumes. (Resumes are not used as an inclusion tool)
• Cover letter is not read immediately. Resume is visually
scanned for 20 seconds. If it does not match requirements
it is tossed. If there are matching qualities the resume will
be read in completion
THE JOB SEARCH
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What Makes an Effective Resume?
• 1st Rule - There are no Rules!
• Most resumes read like an obituary!
• Remember, SELL don’t tell your background
• Think of your resume as a marketing document
• A 1-page resume is more powerful when compared with 2 or more pages
• Your resume(s) need to emphasize your skills that would be important to your
target market
• Do not have too much detail on your resume, your goal is to Sell yourself and get
your resume noticed
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40. To construct your resume always begin with a plan, then take a
personal inventory:
- Professional experience
- Education
- Functional skills
Choose desire resume format:
- Chronological (good for someone who has stay with one company and continues to promote from within)
- Functional (use only when moving from one industry to another)
- Combination (Brings both resume formats together, best one to use if it fits your situation)
Remember, your Marketing Plan is your primary goal. Your
resume is just one tool within your marketing plan.
What Makes an Effective Resume?THE JOB SEARCH
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What Makes an Effective Resume?
• Always write in 1st person
• Your resume & cover letter become Marketing documents
• Focus & highlight your accomplishments
• Use ACTION words:
- Developed, Supervised, Directed
- Produced, Organized
At the end of every line on your resume ask yourself what
were the Results of what you just wrote?
How are you moving
the eye of the reader
through your resume?
THE JOB SEARCH
Intelligent
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What makes an effective Cover Letter?
• Never put a Date on a cover letter (Why?)
• 3 Components
• - Introduction
• - How you can benefit the potential employer
• - Call to Action
• SELL don’t tell
• You must always think of your cover letter and resume as a
marketing tool
THE JOB SEARCH
Intelligent
COPYRIGHT C 2009 THE BRADFORD GROUP
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Direct Mail Campaign
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The Mailing Checklist
Use #10 Envelope only
(Post Office systems are all setup on #10 envelopes)
Contact all employers at one time
Sign your name in blue ink only
Staple cover letter to resume
Never use a return address
Commemorative postage only (do not use puppy dog I love you)
Mail on Monday only - should be received Tuesday through Thursday
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Getting Your Cover Letter & Resume Past the Gate Keepers
No Return Address
#10 Envelope Only Mr. Matthew Smith
ABC Corporation
123 Puppydog Lane
Charlotte, NC 28211
Always put name of Decision Maker first
Do Not write their title to envelope address
Commemorative Postage only
THE JOB SEARCH
Intelligent
COPYRIGHT C 2009 THE BRADFORD GROUP
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THE JOB SEARCH
Followup
After sending out direct mail pieces you
should start to see some response in 3 - 4 weeks
Your 1st mailing may not get noticed, review your
timeline for sending out cover letters & resumes
Make phone call, did you receive my information
o.k.?
If employer states they are not hiring you can
always ask if it would be o.k. to stop by and place a
name with the resume?
Intelligent
COPYRIGHT C 2009 THE BRADFORD GROUP
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THE JOB SEARCH
Points to Remember
When making direct phone calls to the employer,
always call 5 - 10 minutes before the hour (9:50 a.m.)
or 5 minutes past the half hour (2:35 p.m.)
The best days to followup with a phone call campaign
are Tuesday, Wednesday & Thursday
Be sure to keep notes detailing the date and time you
called as well as any notes from conversations that
took place.
This information can be invaluable if you ever
receive a call after hours or on the weekend when you
are not expecting it
Intelligent
COPYRIGHT C 2009 THE BRADFORD GROUP
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Interview & Negotiation
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COPYRIGHT C 2009 THE BRADFORD GROUP
What is the key to a successful Interview?
PREPARATION!
Before the Interview
- Be Positive (remember they called you)
- Research
* Company
* Position / Salary (www.wsj.careers.com has a
great salary calculator)
- Create Interview Portfolio (awards, letters of
recognition, past projects)
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When Should I give References?
Never advertise ‘References Available Upon Request’ on
your resume
Never give out references before an offer is made
Employers usually asked for 3 - 5 references so you
should have....5
The best references are the people you’ve worked directly
for.
Reference Info: Name, Phone # & Address *(Provided in confidence)
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Dress For Success
When the potential employer states that they are ‘Business
Casual’ you need to be one notch above what ever the
company culture is
Remember - Organizations are looking for fit. Don’t wear a
suit and tie if it isn’t appropriate
Travel Time
Be sure you know were you are going (mapquest & pre-drive)
Always be 15 minutes early
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During the Interview
Always have several copies of your resume available
You’ll want to hand these out like chick-let’s
Ask for a business card of everyone you meet
- Business cards usually have direct line phone numbers
- Thank you notes will be easier with correct mailing address
The Golden Rule for Interviews - Less Said is Best Said
Employer’s screen for Function first then Fit
- Function: Can you do the job?
- Fit: Once they whittle down the list they screen on whether you fit the
organization
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Telephone Interviews
Have a quiet place you can go to
If the call comes in after hours, say: ‘I’m currently in my
kitchen right now, do you mind if move to the study?’
By asking this, it will allow you to get a glass of water &
review any notes you’ve made on this employer
When they ask you to tell them about yourself, this is
when you hit them with your 2-minute elevator speech
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Questions That You Must Ask The Employer...
Please describe the ideal candidate for this position
Why are you currently hiring for this position?
- Was someone promoted
- Left the Company
- Terminated
At the end of the interview ask...
- What is the next step?
- This gives you a timeline as to when you should followup
(It also helps with thank you notes, if the timeline is 2 weeks - mail a card, if 2 days - send an email)
*(Call your references and tell them to expect a call)
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Interview Followup
Always followup (mail, email or phone)
Send a Thank you note to everyone you spoke to,
including the administrative assistant
If you know the day the decision will be made, call and
let the hiring manager know that you are really
interested in this position. (Most other candidates will
not do this)
If you get a letter or email that you did not get the
position, be sure to followup with that person and thank
them for letting you know. *(Send a quick email and ask that they forward to anyone they
know may be interested in your background / experience)
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Followup (continued)
Do not mail out to the same companies more than once
per quarter
Prioritize what companies are Most important to you
Put all your energy where the offers are
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Negotiations
The #1 Rule in Negotiating: When someone asks you for a
concession, ask for a concession in return
The #2 Rule in Negotiating: Options create power. By
having multiple offers on the table you have power to
negotiate a better offer
If one employer pays more but another employer has a
better time-off policy, go with what fits your needs
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COPYRIGHT C 2009 THE BRADFORD GROUP
The very best time to find a job
is during the months of January,
February and March
In these economic times you have 30
days to get something going - Be very,
very aggressive in your job search!
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Workshops / Breakout Sessions
Room 1: Researching Employers using the SIC codes
Room 2: Cover Letter & Resume Writing
Room 3: 2-Minute Elevator Speech and Interviewing
Questions
All breakout sessions run 30 minutes, participants
need to cycle through all three workshops and report
back to the big room at 3:00 p.m.
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COPYRIGHT C 2009 THE BRADFORD GROUP
Random Thoughts
• Everyone needs to go to the Library and review the book
The Kennedy Directory of Executive Recruiters (Reference)
• How do I present 2 different careers?
- Two different resumes
- During your interview
• The #1 Question that most people fail at an Interview is?
- Tell me about yourself (2 minute elevator pitch)
• Remember - You’re not going after a position, you are going
after a Market.