notes for degree, diploma & hnd - Integrated Skills
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Job advertisements provide clues about a company's culture beyond just listing job requirements. Understanding subtle language used can give insights into whether a company has a young, vibrant culture or a more mature, established one. Interpreting details in an ad like financial terms, benefits, and required skills allows job seekers to tailor their applications and increase the chances of their materials being noticed. It is important for job seekers to only apply to positions that match their qualifications to avoid irrelevant applications.
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References:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Danny. The Talent Scout's Blog. The 8 Elements of a Good Recruitment Ad. Electronic References. Retrieved from:
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How To Write Job Ad
The document provides tips for writing effective job advertisements including mentioning salary, using relevant industry terminology, keeping the ad concise by removing unnecessary words, spell checking, having others review the ad, and ensuring all key details are included. It emphasizes focusing the first sentence on what makes the job interesting and distinguishing it from others. The document also includes an example job description for a software developer role.
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CV Preparation
This document provides guidance on preparing an effective curriculum vitae (CV). It emphasizes that a well-prepared CV is key to a successful job search. The summary highlights the main components of a CV, including personal details, career objectives, employment history, skills, education, and references. It stresses that the career objectives and employment history sections should demonstrate how the applicant's qualifications align with the prospective position. The document provides tips on highlighting achievements rather than just responsibilities in the employment history and tailoring the CV to the specific job. It concludes that carefully revising the CV is important for a competitive application.
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Understanding what job seekers value most in a role is crucial for attracting top talent. The document discusses:
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Recommended
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References:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Danny. The Talent Scout's Blog. The 8 Elements of a Good Recruitment Ad. Electronic References. Retrieved from:
http://thetalentscout.wordpress.com/2012/05/12/the-8-elements-of-a-good-recruitment-ad-6/
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Introduction
We all know that the four factors of production are land, labor, capital and entrepreneurship. By skillfully combining all of the above factors, we have been able to create goods and services which in turn have created economic value.
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Define Job description – Once a need has been identified, the employer must spend time to define what tasks are expected to be done by the prospective employee. Failure to do this causes friction between the employer and employee and may hamper performance of the employee.
Best Practices - contd
Plan the Hiring – Once the description and requirement have been established, it is necessary to outline how the process is expected to be completed right from the time of posting the job on various platforms to the point of onboarding the employee. It is helpful to identify the internal resources which are responsible for driving the process to completion and make sure they know the expectations.
Market Availability – Once all the internal planning is in place, the firm must actively market the open position. It is often experienced that openings go unfulfilled due to the lack of awareness among the job seekers. The firm should aggressively market the position on various job portals, newspaper classifieds, social media as well as their own website. The more awareness created, the more applicants and higher chances of fulfilling the position.
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1. Clarify Your Needs and Goals
Define the specific responsibilities and goals for the Outside Sales Representative within your organization.
2.Craft a Detailed Job Description
Be sure to also include information about your company culture and the benefits of joining your team. Enhance your job description with tools like HireQuotient's JD generator to help you create compelling JDs.
3.Utilize Various Recruitment Channels
Screen for Key CompetenciesEasySource's Candidate Screening Module will ensure that candidate profiles align with your job requirements.
4. Engage the Short-Listed Candidates
EasySource’s Candidate Engagement Module can help create compelling, personalized messages quickly and efficiently.
5. Assess the Skills of the Candidate
EasyAssess, which will help evaluate their sales skills and suitability for an outside sales role. The assessment tools ensure that the candidate's relevant skills are closely examined and evaluated. You can choose from a variety of assessments in our library of skill assessments.
6.Conduct In-Depth Interviews
Consider using HireQuotient's EasyInterview for efficient asynchronous video interviews.
7. Check References
Contact previous employers to verify the candidate’s past job performance and achievements in outside sales roles.
8. Make a Competitive Offer
Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new representative to your company’s sales processes, tools, and team members. A well-structured onboarding program is essential for setting them up for success in their new role.
To read the full article, visit https://www.hirequotient.com/how-to-hire/outside-sales-representative
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Guide to writing a killer job ad
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response 1 Choice and Background For this weeks DQ I have deci.docx
response 1:
Choice and Background For this weeks DQ I have decided to address the 4 questions pertaining to my organization. I work at Nationwide Insurance in middle market underwriting. I lead a team of underwriters who review commercial businesses for acceptability and pricing. This is very much like home and auto insurance but for businesses. In some of the responses I will note the difference between personal insurance and commercial insurance. Who is your primary customer? In this question I think middle market insurance (larger commercial clients) differs from personal insurance and small commercial insurance. If I worked in our personal lines department I would likely answer the customer is the end user. However, in middle market insurance I would identify our main customer as our distribution partners, the insurance agent. Independent agencies may represent several insurance carriers. When they are selling insurance to a customer most of the time they chose one carrier to present to solicit or retain the customer. This is personal preference of each producer as some lay out several carriers to show a comparison. If the price for insurance is similar for several carriers the agent will often recommend a company they prefer to do business with. As a company we need to focus on our agency partners to determine how to best attract and present ourselves to them. By doing this we would be able to separate ourselves from the competition. What critical performance variables are you tracking? This question is very pertinent to me at this time as my team is currently completing year end reviews. In the reviews there are 3 sections with several sets of performance evaluations for each section. One of the sections is around financial results. There are several metrics with multiple scores in each metric. For example, one measure is around loss ratio, or profitability. Within the loss ratio there is a section for regional loss ratio as well as state loss ratio. The value for these is then averaged. It makes completing this difficult and does not give a clear defined strategic plan. I would like this to be simplified and shortened considerably. I would like to see 3 or 4 performance measures. I also think the goals should be more granular. I would incorporate state loss ratio, and drop the regional component. What strategic boundaries have you set? I like this performance measure because it affects underwriting in the terms of appetite. When I discuss appetite it refers to what we will write and what we will not write. I have used the example of a dynamite factory in the past. This is a high risk business and something standard insurance companies would not entertain. A retail clothing store is more on the lower hazard end of the spectrum and something most insurance companies would consider. When visiting with our agency partners the question regularly comes up, "What do you write?" Agents want to know when th ...
How to hire the perfect VP of Marketing for your organization
1. Craft a compelling job description
The job description should accurately reflect the functions and responsibilities of the position, regardless of whether you are employing entry-level personnel or an experienced one like the vice president of marketing. The career path for the role, benefits, and the organization's ideals should all be mentioned. This will undoubtedly draw in highly competent applicants who mesh well with the company.
2. Discover relevant candidates
Recruiters can locate active job seekers by using job boards like Indeed, LinkedIn, ZipRecruiter, and Glassdoor. To locate passive candidates for jobs, they would want recruitment tools. Based on your job description or easy prompts, EasySource's Candidate Discovery Module may quickly discover relevant VPs from active, inactive, and hidden talent pools.
3. Screen candidates
EasySource's Candidate Screening Module finds VPs with relevant abilities, profiles, and work experience by mapping the ideal candidate profile based on your job description or prompts. This helps you prevent situations like this. Recruiters can prioritize their outreach by using persona-based screening to rate applicants according to their relevancy.
4. Assess candidates
Technical and professional skills, as well as personality qualities, are validated by the pre-built and customizable adaptive skill assessments offered by EasyAssess, which is used by the VP of Marketing. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5. Interview candidates
Automated video interviews offer a unique opportunity to delve deeper into candidates' personalities, communication skills, and overall fit for the role beyond what a traditional resume can convey. Whether you're hiring for a single position or conducting mass recruitment, leveraging EasyInterview can provide recruiters with a competitive advantage in sourcing diverse and outstanding talent from around the world.
6. Engage candidates
EasySource's Candidate Engagement Module is designed to streamline the engagement process by providing recruiters with highly personalized strategies and messaging options across various platforms. This module allows recruiters to craft tailored messages that resonate with candidates, showcasing the organization's culture, values, and opportunities.
7. Conduct Reference Checks
After shortlisting candidates, it's crucial to conduct thorough reference checks to verify their work history and performance in previous roles.
8. Selection and onboarding
Once reference checks are complete, it's time to extend an offer to the selected candidate.
Read the full article: https://www.hirequotient.com/how-to-hire/vp-marketing
Influencing job description
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6 Proven Tips for Hiring the Right Employee
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Job Posting
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The job application letter is essentially the applicant's first interview with a potential employer. It allows the applicant to convey key information about their personality, qualifications, and fit for the position that may not be evident from their resume alone. Research shows employers want to learn about an applicant's personality, why they are interested in the specific company, what job they are seeking, and how their background relates to the opportunity. The letter should follow standard business letter format, be one page or less, and directly request next steps like an interview.
common abbreviation
This advertisement is seeking a capable person for a permanent position in an accounts department. Previous similar experience is preferred. Strong shorthand skills are essential along with some typing experience. The position offers an immediate start in a luxurious office with excellent conditions. Salary is negotiable up to $8500. Phone 535 7669 ext 852 for an appointment during business hours. References are necessary.
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Job advertisements provide clues about a company's culture beyond just listing job requirements. Understanding subtle language used can give insights into whether a company has a young, vibrant culture or a more mature, established one. Interpreting details in an ad like financial terms, benefits, and required skills allows job seekers to tailor their applications and increase the chances of their materials being noticed. It is important for job seekers to only apply to positions that match their qualifications to avoid irrelevant applications.
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