The document discusses several key factors for MBA graduates to consider when pursuing their careers, including developing specialized skills in growing industries, gaining work experience either before or during their MBA, conducting thorough research on potential employers, and networking. It also emphasizes the importance of soft skills, being resilient in your job search, preparing for interviews, and ensuring good fit between your goals and the company culture. While an MBA provides valuable business knowledge, communication skills are also highly valued by employers.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
Addressing the Top IT Hiring Challenges | WhitepaperACTIVE Network
The need for high-quality IT workers is increasing at a rapid pace, but the pool of potential candidates is smaller than ever – which goes a long way towards explaining why nearly 60% of companies are reporting that open IT positions are currently going unfilled. But that’s not the whole story - the challenges in this candidate-driven employment market are many. And some of the moves being made by candidates to leverage the situation (and by companies to try and control it) are only contributing to the ever-increasing complexity of the hiring process. - See more at: http://pages.xtglobal.com/Addressing-Top-IT-Hiring-Challenges-Download-Page.html#sthash.LmOl81b4.dpuf
Who must lead employer branding, HR, marketing or communications? This article by four times author Brett Minchington provides insights based on research findings and the employer brand leader hiring intentions of companies around the world. This topic is also addressed in the Certificate in Employer Brand Leadership, the global standard for employer brand leadership certification. Full details at www.employerbrandingcollege.com
Talent Will See You Now, But Are You Ready for a Conversation?
Webinar presentation on the importance of using employee-centric data in your employer brand.
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
Addressing the Top IT Hiring Challenges | WhitepaperACTIVE Network
The need for high-quality IT workers is increasing at a rapid pace, but the pool of potential candidates is smaller than ever – which goes a long way towards explaining why nearly 60% of companies are reporting that open IT positions are currently going unfilled. But that’s not the whole story - the challenges in this candidate-driven employment market are many. And some of the moves being made by candidates to leverage the situation (and by companies to try and control it) are only contributing to the ever-increasing complexity of the hiring process. - See more at: http://pages.xtglobal.com/Addressing-Top-IT-Hiring-Challenges-Download-Page.html#sthash.LmOl81b4.dpuf
Who must lead employer branding, HR, marketing or communications? This article by four times author Brett Minchington provides insights based on research findings and the employer brand leader hiring intentions of companies around the world. This topic is also addressed in the Certificate in Employer Brand Leadership, the global standard for employer brand leadership certification. Full details at www.employerbrandingcollege.com
Talent Will See You Now, But Are You Ready for a Conversation?
Webinar presentation on the importance of using employee-centric data in your employer brand.
Students in traditional brick and mortar classrooms are changing the way they learn and interact. Today’s students have grown up in a digital world and demand that schools keep in step with their learning styles. The In-house features of Unfurl create a rich and engaging learning environment that allows students to benefit fully from this platform regardless of their preferred learning styles. When you use the Unfurl platform with your enrolled students, you expand their learning experience by keeping them in contact with each other and engaged in ongoing collaboration.
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
http://oas.monster.com/RealMedia/ads/click_lx.ads/us.monster.en/career-advice/six-soft-skills-everyone-needs-hot-jobs/913302949/Middle1/default/empty.gif/71416c562f6c616d5332344.
How to Land Your Dream Job Without Applying 'Online' - A Better PLAN For Stud...Ita John
Here are my practical ideas on graduates’ journey toward landing a job upon graduation and for those who have graduated already too. It’s the ROADMAP to follow to land your desired job quicker.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
This slide many explains about how to be ready for a job and what should be prepared before attending the interview. These might be useful for the last minute look for your interview
In this chapter we learn about those most important skills that are important for better career. Those skills are Communications Skills (listening, verbal, written), Flexibility/Adaptability/Managing Multiple Priorities, Ability to functioning admirably under pressure, Leadership/Management Skills, Planning/Organizing, Problem-Solving/Reasoning/Creativity/Decision-Making, Analyzing and Investigating/Research Skills, Teamwork, Commercial mindfulness (or business keenness), Information technology, Perseverance and inspiration/Initiative/Self-Motivation, Self-Confidence, Time Management Abilities, Ability to Accept and Learn From Criticism.
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.
Problems faced by both the interviewer and the interviewee during an intervie...Azas Shahrier
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
How to Create a Winning Recruitment StrategyCareerBuilder
A winning recruitment strategy is the difference between companies that lead and companies that lag, and now is the perfect time to build or revitalize your recruitment strategy.
This step-by-step guide is designed to assist security cleared job seekers in their next career move, providing practical tips and guidance for every aspect of a cleared job search. From building an initial strategy, to developing job search tools such as a resume, to tips on interviewing and salary negotiation, the Cleared Job Seeker Guide is a roadmap to keep job seekers on track for success.
From a successful job seeker: “The suggestions in the guide were very helpful! I was hired as a Business Intelligence Engineer...and I start Monday. Having been out of the job market for almost 13 years, your advice and the help from ClearedJobs.Net was invaluable to a successful job hunt.”
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
Usually, people talk about roles and responsibilities and get away by saying that either they are good at management or are pathetic at it; it hardly defines what level of management they refer to.
Arkessa Cool Vendor case study - Analyst ObservatoryDuncan Chapple
Suwen Chen interviewed executives at Akresss to understand how it won Gartner's Cool Vendor designation, and what the results were. The case study was part of a programme led by the Analyst Observatory at the University of Edinburgh Business School.
2021 Analyst Relations Forum - AR Transformation, One Year OnDuncan Chapple
I was delighted to join my Analyst Observatory colleagues Robin Schaffer and Sarah Shamouelian for 2021’s Analyst Relations Forum: “AR Transformation, One Year On”. A year earlier, the three of us spoke at the 2021 Forum about Gartner’s production that 40% of AR teams will be renamed by 2025. One year later, we asked: what’s the change so far?
The MBA is the best way to drive business improvementDuncan Chapple
Access MBA Guide, the organisers of the Access MBA tours, interviewed me for the 2013 edition of their global publication for the MBA and Executive MBA students
Launched in 2003, the AR Intranet product was owned by the London-based analyst relations consultancy Lighthouse Analyst Relations.
Built on the Intranets.com platform, which was acquired by WebEx in 2005, the application boasts all four components critical to an analyst relations system. However, as the platform was owned by WebEx this application was dependent on WebEx for feature developments and product enhancements. In addition, as Lighthouse’s primary source of revenue was services rather than software, the application was not the company's priority.
Most clients of the AR Intranet used the application to look up
information about little-known analyst firms and boutique analysts, particularly in EMEA and emerging markets. AR Intranet tracked more than 800 analyst firms, higher than the
655 firms that ARchitect had in its database at that time or the 500 firms for Analyst Profiles.
According to Lighthouse AR founded Duncan Chapple, the AR Intranet was withdrawn after two developments in 2014: Cisco announced its intention to close the WebEx WebOffice platform, and Lighthouse AR was acquired by Kea Company, which focussed on the Lighthouse team on the Analyst Value Survey.
Two-hour guest lecture to B2B marketing students at Lancaster University Management School, gathering feedback from B2B professionals on the skills gap for marketing graduates.
Introduction to a joint research project by early career academics at the University of Edinburgh innovation and entrepreneurship group, the Center for Market Studies at the Stockholm School of Economics and the Stockholm University department of social anthropology.
These are the supporting slides used in the May 2018 webinar organised by the University of Edinburgh Business School's Gartner Observatory and Kea Company. Here's a link to Gartner’s short podcast on 2017 Cool Vendors, which was mentioned.
https://www.gartner.com/podcasts/reshaping-the-future-gartner-2017-cool-vendors
Suwen Chen explains the process by which Cool Vendors have met with success, and how the Gartner Observatory's case studies put the spotlight on some of the most impactful and intriguing.
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
Zentera, Cool Vendor in cloud security, 2017 - Case StudyDuncan Chapple
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
Smowl, Cool Vendor in education, 2014 - Case StudyDuncan Chapple
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
NeuroSky, in semiconductors, 2013 - Cool Vendor case studyDuncan Chapple
In the run-run to its 2018 Cool and Hot Vendor Forum on October 18 in Orlando, Florida, the Gartner Observatory is developing case studies to spotlight the most impactful, innovating and intriguing firms we have spoken to, out of hundreds of Cool Vendor designation holders who have taken part in our research. In this case study, our communications director Suwen Chen outline the process for winning the designation, and what the outcomes were.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
1. Is an MBA Enough?
Start from the big picture
Survey the job market; look at it considering
long-term perspectives. Try to work out what
job market needs will be, in order to deter-
mine where to concentrate your knowledge
and skills to be up to date with any expected
developments. “Start from long-term, big pic-
ture stuff: what are your values and how do
they relate to the long-term industry trends.
Then pick your goal,” says Duncan Chapple,
a career guru and EMBA graduate from the
London Business School.
In the meantime, don’t forget to listen to what
excites you. “It's much easier to do well in a
growing marketing, in a role you'll enjoy,”
adds Duncan.
Susan Friedell, an
MBA graduate
from IE Business
School, shares
the same opin-
ion. “Don’t be
afraid of the
unbeaten path:
many people go
into consulting and finance, but don’t be afraid
to follow your own dreams and interests,”
says Susan.
Cristina Sassot, Director of Admissions of
ESADE Business School MBA Unit, also advises
that there should be a fit between personal
and professional goals. "It is important that
our students find the best fit in terms of per-
sonal and professional goals for their future
position. Once they fully understand their
needs, they can search for the companies
that best encompasses this within their cor-
porate culture which will allow them to fully
develop within the role," says Cristina.
International outlook and spe-
cialisation
In the context of a heavily globalised world,
the international outlook of MBA graduates,
who will become future global business lead-
ers, is a key to success on the job market.
The other key prerequisite is specialisation ;
specialisations in innovation and entrepre-
neurship are highly valued since they will form
the basis for sustainable economic growth in
the current tough economic environment.
Work experience
Work experience - both pre-degree and through
internships - makes a great difference suc-
cess for management graduates in the job
market, according
to a trio of
research surveys
conducted in 2011
by the Graduate
M a n age m e n t
A d m i s s i o n
Council.
“Work experi-
ence, whether before the degree or as an
internship, gives employers a level of reas-
surance that graduates can hit the ground
running,” says Michelle Sparkman Renz, GMAC
director of research communications.
“Employers value the skills, knowledge, and
abilities that those with graduate-level degrees
bring to the job, but they also want to know
that they can function well in the work envi-
ronment,” she adds.
The employer survey, conducted by GMAC,
also found that 41% of the employers world-
wide, planning to hire MBA’s, wanted gradu-
Key Must-dos to Find a Career
Having MBA hard skills under your belt will not immediately open the doors to a successful career. There are many other
factors you need to consider with due care if you want to succeed in your professional development. Here are some key
must-dos in landing a job.
MBA Careers
72 Access MBA Guide- 2012-2013
Find the Best Fit
2. ates with three to four years of experience.
32% wanted MBAs with at least five years of
experience and just 27% of the companies
planning to hire MBAs sought to hire gradu-
ates with less than three years experience.
Conduct in-depth research of
recruiters
"Research the companies that interest you
and do not expect someone else to find you
a job: it’s your responsibility," advises
Susan.
Use any channel available - company
websites, media reports, internet forums
and blogs, company employees, people
who know anything about your target
recruiters. Do not ignore anything. Even
the most insignificant detail might help.
Companies who need top managers do
not want only to see skills, they want to see
a problem-solving attitude. When you know
the details, it will be muh easier for you to
present a good problem-solving approach to
a question raised during the interview. Create
a broad professional network, using all kinds
of events and channels to network like social
networks, professional networks, etc.
Know how employers hire MBAs
This is also part of the research you need to
do. A recent report by the GMAC shows that
when searching for new candidates, 76% of
employers, the vast majority, use employee
referrals or their own companies’ websites
for job postings and resume submissions. 69%,
or six out of ten companies, recruited grad-
uate business school students on-campus.
Companies in the United States were more
likely to recruit on-campus than firms in other
parts of the world, accounting for 55%, or
more than half of their recruitment drive. 35%
of employers reported using social media for
candidate sourcing and job advertising.
With current employee referrals being used
by the vast majority of employers, access to
business schools’ alumni networks - one of
the many perks b-school Career Management
offices provide to MBA students - may become
crucial in getting a job.
Networking
This quite logically raises the question of net-
working. Raid Hoffman, the creator of one of
largest professional networks, LinkedIn, dis-
tinguishes old-school “networkers” from “rela-
tionship builders”. The first pursue relationships
based on what they think others can do for
them, while the second group, that of the
“relationship builders”, think of the other per-
son first. Hoffman likens professional net-
working to dating and gives the following
advice: “When you’re deciding whether or
not to build a professional relationship with
someone, there are many considerations:
whether you like him or her; the capacity for
the person to help you build your assets,
reach your aspirations and position you
well competitively and for you to help
back in all the same ways. […] And, like
with dating, you should always have a
long-term perspective.”
Having fun when building a professional
relationship and trying not to consider it
as a boring obligation is vital for its future
ultimate role to help your career develop-
ment, Hoffman advises further.
Remember that investing in relationships will
pay dividends in the long-term.
Develop your soft skills
It is simply not enough to possess knowl-
edge, awareness, management and profes-
sional skills. A top manager should have much
more:. the soft skills. “With MBA hard skills
under your belt, focus on developing soft
skills in listening, influencing and negotiat-
ing,” advises Duncan. He believes that seri-
ous attention should be placed upon
73
It is Your Job to
Find Yourself a Job
3. “language” skills. “Building accuracy and vocab-
ulary is hugely powerful, both in your native
language and in your other languages.”
Be resilient
Treat the job search as a real job. Spend work-
ing days and working hours devoting all of
your time to the job search. Consider the job
search as a systematic effort, plan your time,
CV and cover-letters writing and tailoring
them to the requirements of the targeted
employers. Job search is not about ran-
domly applying for jobs.
Prepare for the interview
The day will come when you receive an
invitation to interview and you need to
be ready for it. So, do your homework and
prepare for the interview. Forbes report
that according to a recent research among
recruiters, there are three basic ques-
tions which need to be answered during the
interview: “Can you do the job?”, “Will you
love the job?”, and “Can we tolerate work-
ing with you?”.
The wording may be different, but every ques-
tion, however phrased, is just a variation on
one of these topics: Strengths, Motivation,
and Fit, reports Forbes quoting top executive
recruiters.
If you are the one being interviewed, prepare
by thinking through examples that illustrate
your strengths, what motivates you about the
organisation and role you are being inter-
viewed for, and the fit between your own
preferences and the values of the organisa-
tion you are applying for.
In fact, interviews are exercises in solution
selling. They are not about you. Think of the
interview process as a chance for you to show
your ability to solve the organisation and inter-
viewer’s problem. You need to highlight
strengths in the areas most important to the
interviewers, talk about how you would be
motivated by the role’s challenges, and dis-
cuss why you are a fit with the organisation’s
culture.
According to the latest GMAC’s Corporate
Recruiters Survey, the MBA degree is still a
key asset in one’s CV, The 2011 survey is based
on responses from 1,509 participants repre-
senting 905 companies in 51 countries world-
wide. It shows that most employers report
that compared with other employees at the
same job level, employees with an MBA degree
demonstrate higher or much higher abilities
in many areas, including managing strategy
and innovation, strategic and system skills,
knowledge of general business functions,
managing decision-making processes and
learning, motivation, and leadership.
Satisfaction with MBA employees and the
skills they bring to the company remains
high. Almost all employers (99%) report
satisfaction with their MBA employees,
including 79% who are very or extremely
satisfied.
When answering the question, “What
does this mean for you”, the GMAC sur-
vey simply replies: “While business schools
will provide you with the fundamentals
of the business management knowledge as
well as technical or quantitative skills, don’t
forget that communication skills are as impor-
tant to your job prospects as all the other
skills you learn in your MBA programme. Make
sure you develop good leadership and pres-
entation skills; you could have the best budget-
management skills, but if you can't
communicate well with your colleagues and
clients, your skills will be of no use to an
employer.” r
MBA Careers
74 Access MBA Guide- 2012-2013
99% of Employers are
Satisfied with Their
MBA Employees