The document summarizes key points about writing effective resumes and cover letters from a McKinsey mentorship program training. It provides guidance on assessing experiences, highlighting achievements with action-context-result statements, tailoring documents to recruiters, and using examples to support claims. The agenda outlines discussing challenges, improving resumes through structure and content, and improving cover letters by focusing on the employer and supporting statements with evidence.
resume is the first impression, How to prepare nice resume? here are the tips.
Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career
guidance and for Professionals for soft skills enhancements. I am working on speading , sharing
knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx.
Also https://dl.dropbox.com/u/83265908/Links-events.xls has links for all ppt files.
Read http://tl.gd/jm1gh5
Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct
free training/ workshop seeking help of existing platforms like rotary,etc
Kindly spread to your friends.Thank you!
- Earthsoft Foundation of Guidance
Let us make earth little softer..
Prepare a Cover Letter using a Job DescriptionAmy Hebdon
Two exercises and some helpful tips that walk you through preparing a tailored cover letter (works best if you don't use auto-play).
For complete course, visit:
https://www.udemy.com/the-cover-letter-code-for-job-and-career-applications/
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHTHuman Capital Media
Do all leaders need the same things? In this webinar, we will explore the importance of competency alignment to different levels of leadership, focusing on developing new leaders for long-term career growth. This includes a discussion around whether each level of leader should receive the same leader competencies, and if not, how should they vary. Once leadership competencies are agreed upon in the organization, it is essential to find an effective leadership program that complements those competencies and your business objectives. This webinar will help you develop an action plan for choosing the most effective leadership program that’s right for your organization.
Attendees will learn:
Which competencies are the most valuable for your new leaders
How to effectively instill those competencies in your new leaders
How to select the right leadership program for your organization
resume is the first impression, How to prepare nice resume? here are the tips.
Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career
guidance and for Professionals for soft skills enhancements. I am working on speading , sharing
knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx.
Also https://dl.dropbox.com/u/83265908/Links-events.xls has links for all ppt files.
Read http://tl.gd/jm1gh5
Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct
free training/ workshop seeking help of existing platforms like rotary,etc
Kindly spread to your friends.Thank you!
- Earthsoft Foundation of Guidance
Let us make earth little softer..
Prepare a Cover Letter using a Job DescriptionAmy Hebdon
Two exercises and some helpful tips that walk you through preparing a tailored cover letter (works best if you don't use auto-play).
For complete course, visit:
https://www.udemy.com/the-cover-letter-code-for-job-and-career-applications/
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHTHuman Capital Media
Do all leaders need the same things? In this webinar, we will explore the importance of competency alignment to different levels of leadership, focusing on developing new leaders for long-term career growth. This includes a discussion around whether each level of leader should receive the same leader competencies, and if not, how should they vary. Once leadership competencies are agreed upon in the organization, it is essential to find an effective leadership program that complements those competencies and your business objectives. This webinar will help you develop an action plan for choosing the most effective leadership program that’s right for your organization.
Attendees will learn:
Which competencies are the most valuable for your new leaders
How to effectively instill those competencies in your new leaders
How to select the right leadership program for your organization
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good from bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Interested in getting experience at a startup? Here are a couple great places to start!
Proactive Networking
Successful entrepreneurship is all about successful networking, which means you should be doing it too! Most startups include the contact information of their founders and employees on their websites. Reach out and ask for a conversation in-person, over the phone, or virtually to introduce yourself and
learn more!
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Self development approach is personal initiative. It helps you ways to enhance your skills and capabilities to perform better on assigned job , task or role and keep you inspired.
Learning Objective: Examine the methods that minorities can use for achieving financial success
A growing minority population presents opportunities for financial success. Financial success is about changing your perspective on wealth, how you grow it, how you maintain it, and how you preserve it. It first starts with getting vested into helping change the trajectory of your future. Wealth transfer is happening. So what can be done to deliver financial education and financial planning to minorities? How do we position ourselves to be a part of it and benefit from it? This seminar will help you to understand the behavioral pitfalls we fall into as a community; the personal, social, and mental roadblocks to obtaining wealth; and how we are a part of that ride to investing.
At the end of this seminar, participants will be able to:
a. Recognize financial fundamentals to building wealth.
b. Identify the factors that lead to lower wealth accumulation among members of underrepresented groups.
c. Identify personal habits and values that can impact a strong financial future.
d. Create an action plan for achieving financial goals.
Many managers have wished for the opportunity to "blow up" their departmental organizational charts and simply start over. Join one manager who did just that, taking an Internet department in crisis from ruin to riches in one year, making sound critical decisions as well as some major mistakes along the way. This session will provide practical advice on building upper-level support for a departmental reorganization, developing departmental structures to meet organizational strategic goals and objectives, and creating flexible job descriptions that demand needed skill sets but can evolve over time. We\'ll also discuss recruiting, selecting, hiring, and mentoring key staff as well as building a collaborative team of individual star performers, using departmental policies, procedures, and processes to model organizational change. You\'ll also learn how to identify similar (and dissimilar) teams and skill sets in other departments that will complement and extend the impact of your own department and how to use this "extended" departmental structure to drive organizational growth and change management in the service of your organizational mission. Lastly, we\'ll talk about how to evolve toward your ideal departmental structure even if you cannot start from scratch.
Takeaways:
1. You\'ll learn that building a department from scratch is not simple or easy and the mistakes and missteps you should avoid.
2. You\'ll discover how to tie your departmental structure tightly & practically to your organization\'s strategic goals and objectives.
3. Find out why successfully modelling and executing integration within your own department builds credibility and confidence within your organization.
Learning Objective: Examine the elements to constructing superior resumes
Having an efficient and strong resume will greatly improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to make sure that your resume stands out above the rest without overdoing it. How does one make sure that his or her resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume that will get you your next interview. We will discuss tips such as determining what your resume’s purpose is, supporting your strengths, using appropriate keywords, the benefits of proofreading and bullet points, and proper font usage.
At the end of this seminar, participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good from bad resumes.
c. Analyze the resume factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Interested in getting experience at a startup? Here are a couple great places to start!
Proactive Networking
Successful entrepreneurship is all about successful networking, which means you should be doing it too! Most startups include the contact information of their founders and employees on their websites. Reach out and ask for a conversation in-person, over the phone, or virtually to introduce yourself and
learn more!
How to recruit an it project manager it-toolkitsIT-Toolkits.org
Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
Self development approach is personal initiative. It helps you ways to enhance your skills and capabilities to perform better on assigned job , task or role and keep you inspired.
Learning Objective: Examine the methods that minorities can use for achieving financial success
A growing minority population presents opportunities for financial success. Financial success is about changing your perspective on wealth, how you grow it, how you maintain it, and how you preserve it. It first starts with getting vested into helping change the trajectory of your future. Wealth transfer is happening. So what can be done to deliver financial education and financial planning to minorities? How do we position ourselves to be a part of it and benefit from it? This seminar will help you to understand the behavioral pitfalls we fall into as a community; the personal, social, and mental roadblocks to obtaining wealth; and how we are a part of that ride to investing.
At the end of this seminar, participants will be able to:
a. Recognize financial fundamentals to building wealth.
b. Identify the factors that lead to lower wealth accumulation among members of underrepresented groups.
c. Identify personal habits and values that can impact a strong financial future.
d. Create an action plan for achieving financial goals.
Many managers have wished for the opportunity to "blow up" their departmental organizational charts and simply start over. Join one manager who did just that, taking an Internet department in crisis from ruin to riches in one year, making sound critical decisions as well as some major mistakes along the way. This session will provide practical advice on building upper-level support for a departmental reorganization, developing departmental structures to meet organizational strategic goals and objectives, and creating flexible job descriptions that demand needed skill sets but can evolve over time. We\'ll also discuss recruiting, selecting, hiring, and mentoring key staff as well as building a collaborative team of individual star performers, using departmental policies, procedures, and processes to model organizational change. You\'ll also learn how to identify similar (and dissimilar) teams and skill sets in other departments that will complement and extend the impact of your own department and how to use this "extended" departmental structure to drive organizational growth and change management in the service of your organizational mission. Lastly, we\'ll talk about how to evolve toward your ideal departmental structure even if you cannot start from scratch.
Takeaways:
1. You\'ll learn that building a department from scratch is not simple or easy and the mistakes and missteps you should avoid.
2. You\'ll discover how to tie your departmental structure tightly & practically to your organization\'s strategic goals and objectives.
3. Find out why successfully modelling and executing integration within your own department builds credibility and confidence within your organization.
Quick guide about "WSO2 IoT Server Device Manufacturer Guide" (https://docs.wso2.com/display/IoTS300/Device+Manufacturer+Guide), including function description, source code brief, how to start, and some troubleshooting.
How to write a winning resume and cover letter: Stand out by telling your storyIdealist Careers
Get one step closer to your dream job by crafting a resume and cover letter that not only showcase your personality, but also tell the hiring manager why you'd be a great fit for the job. In this presentation, we offer step-by-step guidance on how to stand out by telling your story and offer examples of resumes and cover letters from successful job seekers.
In Module III. You will learn more about how to articulate your skills, strengths and accomplishments and increase your chances of getting interviewed.
The Importance of Perfecting Your Elevator Speech
Steps for Creating an Effective Elevator Speech
Competitive Articulation of Skills
Minimizing Communication Anxiety - US Business Customs Awareness
Understanding What Non-verbal Communicates to US Employers
Desperate Need to Reinvent the L&D professional in Australia – Learning Cafe ...LearningCafe
The L&D profession is facing stress in Australia bought about reduced budgets, outsourcing, increased speed of business and the impact of technology. This is being reflected in the changing quality and quantity of L&D jobs and career paths available. We cogitate on the skills needed to ensure L&D professionals keep themselves in demand including digital and business skills. We discuss the options and alternative career options and pathways for L&D professions.
Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
Presentation delivered by Pablo Junco to the HOLA Community at Microsoft. The objective was to provide guidelines to people how want to become a mentor (or improve their skills as mentor.
HOLA stands for Hispanic & Latino Organization of Leaders in Action. HOLA provides professional development and networking opportunities for members and allies of the LatinX and Hispanic communities.
“Career Day” event is important for young graduates they will get a chance to hear and know from industry experts about the industry expectation more inclined towards recruitment’s. Event also gives an opportunity to hear speakers from senior Management, Professional Trainers, HR Managers and Experiences professional from across verticals.
2. AGENDA
Activity
Time
• Opening and experience sharing
11:00 – 11:20
– What are the key challenges you face while writing
resume and cover letter?
• Resume writing
11:20 – 12:00
– What do we look for in your resume?
– How to improve your resume?
– Resume critique
• Cover letter writing
12:00 – 12:20
– What do we look for in your cover letter?
– How to improve your cover letter?
1
3. AGENDA
Activity
Time
• Opening and experience sharing
11:00 – 11:20
– What are the key challenges you face while writing
resume and cover letter?
• Resume writing
11:20 – 12:00
– What do we look for in your resume?
– How to improve your resume?
– Resume critique
• Cover letter writing
12:00 – 12:20
– What do we look for in your cover letter?
– How to improve your cover letter?
2
4. YOU SHOULD HAVE 4 KEY TAKEAWAYS ABOUT WRITING A STRONG
RESUME / CURRICULUM VITAE (CV) AFTER TODAY’S SESSION
1
1
Change your mindset
2
2
Assess your profile and understand recruiters
3
3
Learn effective communication: Action, Context, Result
4
4
Understand overall resume structure
3
5. MINDSET CHANGE IS THE FIRST STEP OF STRONG RESUME
WRITING
From:
To:
• “This is what I have done”
• Understand key qualities which
recruiters are looking for and
highlight relevant point
• “I need to tell you every details
in my life”
• “Been there, done that”
• One page with different aspects
covered and relevant to the
recruiter
• Impact and result driven
Resume is a
communication tool
between you and the
recruiters
4
6. BEFORE WRITING THE RESUME, MAKE SURE YOU
ASSESS YOUR PROFILE AND UNDERSTAND THE RECRUITERS
Time
Task
Accomplishments Skills addressed Assessment
NTU, 2nd - Member of
- 1st place in school Artistic
Slightly
year
photography club competition
weak
NTU, 3rd - Led a team of - Self funded and
year
10 volunteers
made a profit
- Held a camp for
100 high school
students
Leadership
NTU, 4th - Created 1st
year
classical music
website in
Taiwan
Assess your
Assess your
profile
profile
Entrepreneurship Strong
Booz Allen
From public
information
- Almost bought by
Yam.com
McKinsey
Delloite
Strong
Client-commited and resultori ented
collegi al and down-to-earth
environment
strong IT services
Great and Smart People
executabl e strategies that
Delloite helps implement.
100% in-client work
significant IT Capabilities
world's most s uccessful and
deep expertise in operations
influential management consulting consulting
firm
reputation for developing
workable solutions based on
very thorough analysis.
serves both government and
corporate clients
strong reputation in s trategy,
operations,
organizations/leadership, IT
global presenc e with
experience in 20 industries
Learned from Tecnhology-focused
s oc ial events
famous for its strong culture and
network (McKinsey way to do
things)
primarily focused on strategy and
operations work
working primarily with client's top
management
Really large:
Present all over the world
Alumni Network & Great placement
focus on maitaining the
work/l ife balance
employee input into career
path decisions
• Does that matter?
• Is it significant?
• What skills can
you demonstrate?
Bearing Point
part of the management
consulting oldguard
combines strat. Consulting
with implementation
Understand
Understand
the
the
recruiters
recruiters
Re-visit your profile
no travel/home
balance
Profile your
recruiters
• What is the
•
•
company culture?
What kind of
people they are
looking for?
What skills are
required?
Research is strong
5
7. WHAT WE LOOK FOR IN CANDIDATES
Top students in all major universities who possess the following qualities:
• Intellectual capacity
• Quantitative
capability
• Practical orientation
• Personal initiative
• Teamwork
• Entrepreneurship
Problem
solving
Personal
impact
• Presence
• Communication
• Empathy
• High standards
Leadership
Drive &
aspiration
of excellence
• Energy
• Persistence
6
8. WHAT DO YOU THINK ABOUT THESE TWO ACHIEVEMENTS?
Perhaps you understand the details of your
achievements pretty well…
“Managed a team to reconcile number of
SKUs offered by client.”
“Designed and launched the 2002 Honda
localization Program.”
…yet your recruiters might have many
questions in their head
• How was the team managed?
• How big was the team?
• Who decided on this action?
• What was the effect?
SO WHAT?
• What did you really do?
• What is “Honda localization
Program”?
• Is this a big deal?
SO WHAT?
7
9. A STRONG STATEMENT OF ACHIEVEMENT NEEDS TO COVER
ACTION, CONTEXT, AND RESULT
Writing principles
• Action: Active verb /
skill employed
• Context: Background
information
• Result: Impact of the
action
Revised bullet points
“Identified number of SKUs as a critical
performance driver and achieved 20%
increase in category profitability by directing a
10-member team to execute SKU
rationalization strategy”
“Coordinated a cross-functional team in the
design and development department to
localize Honda’s manufacturing in China.
Managed $44 million in equipment and met
all budgetary and timeline oriented
milestones.”
8
10. RESUME IS COMMONLY STRUCTURED AROUND 4 SESSIONS
A
B
C
D
Education
background
Work / internship
experience
Extracurricular
activities
Other skills /
additional info
• Schools attended
• Degree and
• Previous jobs, both
• Student
• Languages
• Certifications
• Computer skills
•
•
•
major(s)
GPA
Academic awards
and certifications
Test scores
(e.g.,TOEFL,
GMAT)
•
•
full-time and parttime
Research
positions/TA
experience
Internships
•
•
clubs/organizations
Professional
societies
Competition and
awards
•
(e.g., excel,
powerpoint)
Other special skills
not mentioned
9
11. A
WHAT WE LOOK FOR IN A RESUME/CV – EDUCATION
BACKGROUND
Content
• To show details of graduate work and college/tertiary education. Start with the most recent one. Include
your school, degree, major, grades, and any major academic prizes or awards. Specify key dates. You
should also include any significant academic projects (e.g. senior thesis, major research work, papers) that
can help to illustrate your academic ability as well any oversea academic experiences.
Sample
Do not include
high school work
Include degree, major, grades
with specific dates
International exchange program /oversea
experience is also appropriate to mention
Include awards of
significance, including dates
10
12. B
WHAT WE LOOK FOR IN A RESUME/CV – WORK/INTERNSHIP
EXPERIENCE
Content
• If you have work experience, emphasize what you have achieved in each major role beyond your key dayto-day responsibilities. We are most interested in the impact you have had in your career (e.g., major
changes in a professional environment because of your direct involvement). You may also describe unique
skills and experiences that will help us understand your strengths.
Sample
Be specific about your
role and responsibilities
Start each sentence
with a verb
Specify impact/achievement, even
better if it can be quantified
11
13. C
WHAT WE LOOK FOR IN A RESUME/CV – EXTRACURRICULAR
ACTIVITIES
Content
• Include any organizations, activities, or clubs outside of work. It should help us understand you as a
person, and show your strengths that can also be leveraged in a professional setting. Qualities we are
looking for includes but is not limited to:
– Leadership
– Entrepreneurship
– Commitment
– Achievement and impact oriented
Sample
Demonstrates
leadership…
Quality over
quantity is
key
…as well as
commitment
Focus and be very
specific about
impact
12
14. D
WHAT WE LOOK FOR IN A RESUME/CV – OTHER SKILLS /
ADDITIONAL INFORMATION
Content
• Include any foreign languages that you have at least business conversational ability. It is a good idea to
rate yourself as basic, conversational, or fluent.
• Note any professional certifications such as CPA or CFA
• Distinguish yourself from your peers by
– Highlighting excellence outside of work and academics
– Showcasing other achievements (e.g., sports, other hobbies)
– Identifying a shared interest between you and your recruiter
Sample
Be very specific about skills
Talking points during
interview. Easy to remember
Do not include computer
skills if not appropriate for
job (e.g. programming
languages for McKinsey)
ADDITIONAL · Fluent in Mandarin, Taiwanese, English, conversational in Japanese
· Trained in both female and male roles in Chinese opera; lead vocalist in a pop band
· Guest host on radio for a high-tech talk show, "Morning! Technology;" Mar - May 2002
13
15. SAMPLE RESUMES FORMAT– A GOOD EXAMPLE
Provide contact information
Format your resume in a
professional manner
Sequence the activities – start from
the most recent one
14
16. GENERAL TIPS AND COMMON ERRORS
• Tailor your resume/CV by employer – one version is never enough
• Keep your resume in one page
• Lay out your prior jobs (if any) in reverse chronological order, with your most recent role at the top
• No unexplained gaps – you should be able to explain any gaps in your career or educational history
• Length of each bullet point: 3 lines maximum
• Avoid “overly creative” with formatting. Neatness, reasonably sized font (e.g., size 10 or larger) and
line spacing, good amount of margin space all contribute to initial impression
• Don’t forget to check grammar and spelling
• List dates for key position and activities
• Quality over quantity
• Avoid using jargon. Ask friends with different backgrounds to proof read the resume for you. A
good resume should be straight forward and easy to understand by most educated people
• Include your name and contact details at the top, with daytime and evening phone numbers and email address
15
17. AGENDA
Activity
Time
• Opening and experience sharing
11:00 – 11:20
– What are the key challenges you face while writing
resume and cover letter?
• Resume writing
11:20 – 12:00
– What do we look for in your resume?
– How to improve your resume?
– Resume critique
• Cover letter writing
12:00 – 12:20
– What do we look for in your cover letter?
– How to improve your cover letter?
16
18. WHAT IS A “COVER LETTER”?
• Cover letter is an enhancement to your resume which allow
you to state your objective, goals, and personal fit for a
position
• While the perfect cover letter does not guarantee you an
interview, a bad cover letter can quite easily remove you
from the interviewing process. Even if the letter is only
briefly scanned by an interviewer, mistakes can cost you
opportunities
17
19. BE READER CENTRIC AND SUPPORT YOUR CLAIMS
• Keep the focus of your cover letter on what you
Be reader
Be reader
centric
centric
can contribute to the employer rather than on what
the job would do for you
• The point of your cover letter is to sell your skills
and get recruiters’ interest in you
• Writers often make strong statements about their
Support your
Support your
claims
claims
strengths without concrete support
• Using examples is a good way to support your
claims
• Make sure your support/example is relevant to the
professional context
18
20. HOW TO SUPPORT YOUR CLAIMS IN COVER LETTER
Before:
"I am a very responsible person and would do an excellent job for you
in this position.“
Claim
After:
"I am a very responsible person. For example, when I worked for XYZ,
Inc., I was in charge of new customer accounts and, after three months,
allowed to work independently without any supervision. Nine months later I
was commended on my performance appraisal for being 'diligent,
hard-working and responsible.' Because you've indicated
responsibility is a key component of this job, I believe I would do an
excellent job for you."
An example to
support the
claim
Ensure the claim and
example is relevant to
the employer
19
21. WHAT WE LOOK FOR IN A COVER LETTER
Sample
Letter head and format
• Make your cover letter professional and business-like
• Provide key contact information here
Opening paragraph
• Explain the rationale of your application and introduce yourself
• Indicate the purpose for your letter
• Indicate any common acquaintances, referrals, or prior contacts if
any
Context
• Explain why you are interested in the firm and highlight your
strengths as a candidate
• Cite examples of where you have displayed the requisite skills
• Refer to relevant skills, experience, and knowledge; demonstrate
your understanding of the organization
Conclusion and follow up
• Reiterate your desire of joining the firm and add a “look forward to
hearing from you”-type statement
• Express appreciation for consideration
• Indicate when you’ll follow-up if necessary
• Never exceed one page
20