P.3.hidden jobs

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The document discusses strategies for finding hidden or unadvertised jobs, which make up over 80% of available positions. It emphasizes the importance of networking, as 45% of jobs are found this way rather than through traditional searching. Hidden jobs are often at small- and medium-sized enterprises that rely on referrals rather than advertising openly. The document provides tips on using platforms like LinkedIn to connect with potential employers, crafting targeted cover letters and CVs, developing a strong personal brand, and asking insightful questions during interviews.

PROPERTY OF FUTUREPOINT
THE HIDDEN JOB MARKET

PROPERTY OF FUTUREPOINT
JOBS
It is estimated that
over 80% of all jobs
are not advertised!

PROPERTY OF FUTUREPOINT
NETWORKING
At least 45 percent of
all jobs are found
through networking
rather than traditional
job searching.

PROPERTY OF FUTUREPOINT
EMPLOYER OPTIONS

PROPERTY OF FUTUREPOINT
WHY EMPLOYERS USE HIDDEN JOB MARKET

PROPERTY OF FUTUREPOINT
THE VISIBLE JOB MARKET

PROPERTY OF FUTUREPOINT
WHAT IS NETWORKING?

PROPERTY OF FUTUREPOINT
WHERE ARE THE HIDDEN JOBS?
Hidden Jobs are
typically found in
SME's.
With limited budgets,
they are reluctant to
advertise.
They prefer referrals
and direct contact by
potential employees.

PROPERTY OF FUTUREPOINT
Always offer solutions to a problem!
Believe it or not a lot
of companies do not
realise that they have
vacancies!
Instead offer them
your skills and
competencies.
Never offer freebies!
A nominal fee will
suffice.

PROPERTY OF FUTUREPOINT
THE HANSEN STUDY

PROPERTY OF FUTUREPOINT
THE KEY HANSEN FINDING

PROPERTY OF FUTUREPOINT
THE HANSEN CATCHPHRASE
DO
LESS
THEN
OBSESS

PROPERTY OF FUTUREPOINT
HIDDEN JOB MARKET - YOU TARGET YOUR
EMPLOYER

PROPERTY OF FUTUREPOINT
THE SPECIFIC VISIBLE JOB MARKET

PROPERTY OF FUTUREPOINT
THE REFINED VISIBLE JOB MARKET – HIGHLY
COMPETITIVE ENVIRONMENT

PROPERTY OF FUTUREPOINT
Managing a recruitment agency
Recruitment agencies work on a commission basis for
employers. They do not work for you.
They can charge as high as 25% of the gross salary.
They are hunter/gatherers of CVs.
Your CV should only be forwarded under certain agreed
conditions.
A CV in wide circulation looses currency and damages your
potential.
Put an expiry for permission to use on your CV.
Make your CV position targeted.

PROPERTY OF FUTUREPOINT
THE HIDDEN MARKET IS MORE VISIBLE

PROPERTY OF FUTUREPOINT
CONTACTING THE HIDDEN JOB MARKET - ROUTE
ONE
Objective – Operations Management Role
Select 10 target companies.
Direct Phone contact to ascertain the relevant
HR / Operations Director to forward your CV
and cover letter.
If they supply name but only an info@ email
address, send it through the post and email to
them as FAO name.
In cover letter, request an informational
interview.

PROPERTY OF FUTUREPOINT
ROUTE TWO
500 million users.
Based in Ireland –
High user rate.
40 million decision
makers.
Happy hunting ground
for recruiters!

PROPERTY OF FUTUREPOINT
MEDICAL DEVICES CORK – ALCON - SAMPLE

PROPERTY OF FUTUREPOINT
HR HEAD – ALCON CORK - SAMPLE

PROPERTY OF FUTUREPOINT
CONNECTING ON LINKEDIN

PROPERTY OF FUTUREPOINT
MEDIUM QUALITY CV

PROPERTY OF FUTUREPOINT
PERSONAL BRANDING – WINING OVER MILLENIALS

PROPERTY OF FUTUREPOINT
PERSONA QUESTIONS

PROPERTY OF FUTUREPOINT
PERSONA DESCRIPTION

PROPERTY OF FUTUREPOINT
PROMISE DESCRIPTION

PROPERTY OF FUTUREPOINT
LAST QUESTIONS TO ASK AT INTERVIEW
The critical stage of
an interview is
towards the end.
Everyone feels
obliged to ask a
question.
This should be clearly
thought out in
preparation

PROPERTY OF FUTUREPOINT
ASK AT YOUR PERIL

PROPERTY OF FUTUREPOINT
The 1820 days Question

PROPERTY OF FUTUREPOINT
OTHER WAYSTO ASK THIS QUESTION

PROPERTY OF FUTUREPOINT
ANSWERING THE QUESTION

PROPERTY OF FUTUREPOINT
REVIEW
• Networking
• Finding Hidden Jobs
• Offering Solutions
• Niche Building
• Employer Targetting
• Managing Recruiters
• Using LinkedIn
• Cover Letters & CVs
• Personal Branding
• Questions to Ask
•
The Five Year Dilemma

Amber is launching a business lounge in Bangalore to cater to the needs of professionals for meetings and interactions outside of typical office spaces. The lounge will provide a professional environment with amenities like private offices, meeting rooms, printing/copying services, and free high-speed internet. It aims to replace places like coffee shops and hotel lobbies that are not ideal for conducting business. The lounge will target professionals who travel frequently for work and networking.

HR Mag Dec Jan Article P10

Annette Sleep

- Recruitment agencies have transformed over the past 20 years due to technological advances like email, websites, and social media which have changed how candidates and employers interact. - The global financial crisis of 2008 impacted recruitment agencies as employers cut costs and came to see recruitment as something anyone could do themselves online. - Going forward, successful recruitment agencies will be locally-based, provide flexible staffing solutions like temporary workers, and add value through their local knowledge of candidates and markets to address the increasing volatility in staffing needs.

Marketing for Manufacturing with Wakefield Manufacturing Forum

Dave Pannell MCIM

Many manufacturing companies still rely on pre-Internet strategies to find new business, but with customers becoming unwilling to directly engage with a supplier until late on in their decision-making process, traditional opportunities to directly ‘sell’ have become limited. These slides made up a three-hour 'marketing for manufacturers bootcamp' in conjunction with Wakefield Manufacturing Forum as part of Wakefield Business Week. Slides 1-20 Business growth expert Mark Prince talks about why a manufacturer has to first create a point of difference and embrace how the world of business has changed. Young, agile companies are disrupting every industry and manufacturing is no different. Slides 21-62 The Chartered Institute of Marketing's Ambassador for Manufacturing Dave Pannell looks at the changing behaviour of the industrial buyer and explores the culture clash between marketing and manufacturing. Dave then explains the strategies for marketing a manufacturing company, from company branding to marketing to your own team. Slides 63-87 Sales guru Stewart Leahy then talks about digital marketing tactics, and how websites really generate referrals by being part of a wider strategy of digital marketing activity - including Google PPC, email marketing and remembering to pick up the phone! Download the accompanying free guide Marketing for Manufacturers here: http://tdmuk.com/marketing-for-manufacturers

Rite Recruit (2)

Paul Newman - Recruiting recruiters, globally

This document provides information about Rite Recruit Ltd, an Essex-based recruitment agency that places recruitment professionals across the UK and internationally. It introduces the management team and describes each of their specialist sectors. Sam Garner owns and manages the company, while Graham Lipman, Paul Newman, Delia Newman, Jerome Kempster, Lewis Cross, Jon Yau, and Katie Hartman each lead divisions in different sectors such as IT/finance, medical/social care, construction/engineering, education/legal, retail, and energy/oil & gas. The document provides contact details for each team member and describes their experience and focus within their sectors. It emphasizes Rite Recruit's focus on developing long-term client and candidate relationships

[Hiểu số để tăng số] How we use it at Ogilvy - bài thuyết trình của Mr. Greg ...

WeCreate

BẠN CÓ ĐỦ DATA-IQ ĐỂ CẠNH TRANH TRONG THỜI ĐẠI MỚI? Chẳng biết từ lúc nào, khái niệm “data” (dữ liệu) luôn đi kèm với từ “big” – big data mới ngầu, mà ngầu quá nên chỉ dành cho những big guys như Apple, Google, Facebook thôi. Tập đoàn Ogilvy không đồng ý với việc đó. Ngược với quan điểm thông thường, Ogilvy – tập đoàn sáng tạo hàng đầu thế giới, rất quan tâm đến số liệu vì nó là những dấu hiệu quan trọng của nhu cầu, xu hướng và hiệu quả. Và như một đối tác sáng tạo kiểu mẫu, Ogilvy mong muốn khách hàng của mình thành công. Ogilvy tin rằng điều này là có thể, và có một “công thức thành công” chung cho những thương hiệu hàng đầu như Coca-Cola, Cisco đến các startup mới (thậm chí chưa) thành lập. Và họ viết hẳn một quyển sách về điều đó, đơn giản – mạch lạc như “sách dạy nấu ăn”, bạn có thể cầm lên, đọc một chương và ứng dụng ngay vào công việc. Với Ogilvy, “dữ liệu” không phải là một khái niệm tĩnh và xa vời, nó là một phương pháp suy nghĩ và kỹ năng, sống động – cụ thể và có-thể-học-được. Đây là bài thuyết trình của Mr. Greg Sklavounos, Head of Consulting - OgilvyOne Vietnam tại buổi talkshow ra mắt sách DATA IS SEXY AND YOU SHOULD KNOW IT Nhận ngay bí quyết sống sót trong kỷ nguyên digital do tập đoàn Ogilvy viết tại đây: http://bit.ly/Hieusodetangso

Pop-Up or Perish-Medallion Retail - Global Shop 2014

Michael D. Decker

SaaStock East Coast 2019 - Mark Klins, VP Content & Community, Drift

SaaStock

The Future of Innovative Marketing - Carole Lamarque

Carole Lamarque

Recruitment Marketing To Double Your Income. Double Your Time Off. -Influence through Expert status -Impact through Inbound leads -Income through doubling your agency Andy Whitehead of Recruitment Marketing International is the marketing expert award winning recruitment owners and businesses turn to, to double their business and double their time off. Latest case study: overworked recruiter doubles his agency and moves from 4 to 31 clients in 5 months using our 3 step Maven process. Attract. Convert. Automate. Contact us at www. http://recruitmentmarketinginternational.com/ to see if your agency or your desk fits our model. Mike Walmsley: “The most innovative recruitment marketing I have ever seen”.

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YOU NEED TALENT. Now what?

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Whether you need flexible talent for short-term needs or projects, or you need to fill critical openings on your team, finding exceptional talent has never been more difficult, time-consuming, expensive, and frustrating. In this presentation you'll learn the right questions to ask to find the right staffing agency to help you meet your talent needs. In this presentation: - How strong is the agency's recruiting reach? - Does the staffing agency specialize in the talent you require? - How well does the agency screen and assess candidates? - And 9 more important questions to ask when choosing a staffing agency!

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Talent Savant - talent acquisition + job seeker mobile app

Frank D'Andrea

Talent Savant is a recruiting platform that aims to improve the opportunity cycle for both job seekers and employers. It connects qualified applicants to job opportunities using human-centric techniques at half the cost of competitors. Talent Savant utilizes remote independent contractors called Talent Partners to find candidates and clients, allowing its brand to scale rapidly and receive over 2,000 applicants for Talent Partner positions within one year. The document outlines Talent Savant's value proposition, business model, growth strategies, competitors, leadership team, milestones, funding requirements, and investment opportunities.

Building Your Business and Your Brand

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Recruiting is Marketing: 4 Steps to Get Started

WilsonHCG

This document provides an overview of effective recruitment marketing strategies. It discusses four key steps: 1. Establishing a strong employment brand to attract top talent and reduce costs. This includes crafting clear messaging and getting company-wide involvement. 2. Conducting market research to understand the target audience and build talent communities. 3. Engaging internal and external influencers to advocate for the company as recruitment marketing dwarfs traditional teams. 4. Leveraging content marketing which generates more leads at lower costs than outbound tactics. The document emphasizes consistency, customization, and relationships to proactively engage talent.

The 2020 Talent Challenge

Fuel50

Growth Hacking 2.0

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Long-term Courting in the Recruiting World | Talent Connect Vegas 2013

LinkedIn Talent Solutions

As a recruiter, there are several approaches to nurturing passive candidate relationships that work. In this presentation from Talent Connect Vegas 2013, you'll from two of ADP’s top recruiting team members and SapientNitro’s Manager, Global Sourcing on what strategies are most effective for them. Try these 10 tips to successfully engage with passive candidates http://slidesha.re/1584yYH Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

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Automating the Candidate Journey: Stop Ghosting Your Candidates!

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This webinar discusses the problem of recruiters "ghosting" candidates, or cutting off communication without notice. Ghosting can damage a recruiter's reputation and a company's brand. It leaves candidates feeling confused and frustrated. The webinar urges recruiters to avoid ghosting by keeping candidates updated throughout the hiring process, being empathetic, and personalizing communication. Treating candidates with care and respect establishes recruiters and their companies as caring employers.

Automating the Candidate Journey: Stop Ghosting Your Candidates!

Aggregage

In order for employers to understand how they can improve their candidate experience and maximize engagement, we need to become more proactive about gathering and analyzing candidate feedback. However, sometimes, getting feedback out of our clients and candidates can feel like a bit like pulling teeth. Similarly, for some candidates, getting feedback from recruiters is just as difficult. This is a major reason why recruiters have developed such a “bad reputation” over the past few years. “Ghosting” of candidates has become a real issue and providing regular candidate feedback is what will differentiate you from the other recruiters who are notoriously bad at this. You will learn the best practices for maintaining constant communication between the recruiter and the candidate from the time they submit their job application, right up to their first few days as a new hire. Join international Keynote Speaker & Sourcing Trainer Vanessa Raath to learn how you can encourage your recruiters to provide feedback throughout the recruitment process.

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Branding Yourself With An E Portfolio

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This webinar discusses the importance of personal branding and using an ePortfolio to stand out from the crowd in today's competitive job market. It covers why traditional job searching is less effective, the concept of branding yourself, and using social media and a video resume to clearly communicate your unique value. Attendees learn how an ePortfolio qualifies as innovative marketing that can help secure interviews and set them apart from other candidates.

Recruitmentpresentation

missamie3131

The document discusses how online recruitment has replaced paper applications and resumes with digital platforms like job boards and company career pages. While technology has advanced recruitment capabilities, it can also be overwhelming and inefficient. The document proposes that AL.com can help connect qualified candidates to open positions more efficiently by tailoring recruitment solutions, focusing advertising, and paying close attention to how jobs are advertised and candidates promote themselves.

The Art and Science of Hiring

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Summer internship report at ifortis corporate

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The document discusses Sandesh Andavarapu's summer internship report at IFortis Corporate. It provides an overview of IFortis, describing its evolution from an IT services company to establishing its own headquarters in India. It outlines IFortis' vision of providing dedicated client service and mission of creating employment opportunities. It also describes AaramBh 3.0, IFortis' virtual youth festival to be held in August 2021 featuring various digital events. Sandesh discusses sales and marketing funnels, the sales process, overcoming objections, and provides Netflix as a case study of an effective sales funnel.

P.13.programme overview

Paul J. Walsh

The Professional Employment Programme (PEP-Talk) is a 3-day intensive training programme developed by Futurepoint, a company founded by Paul Walsh, an experienced management consultant. The PEP-Talk programme aims to address unemployment and underemployment by focusing on skills like motivation, confidence, personal branding, interviewing, networking, and developing a clear action plan. It provides over 500 slides of content on topics such as managing social media, networking, interview skills, career planning and more. The programme is designed to help job seekers with a minimum of NFQ level 5 certification.

P.12. interview skills ques.

Paul J. Walsh

This document contains sections on interview questions related to personal attributes and management profiles. It includes lists of topics to ask candidates about managing results, people, personal effectiveness, and leadership. Some example questions are provided under each topic, such as asking candidates to describe problems they've analyzed, how they planned and organized projects, how they staffed and developed subordinates, and how they have adapted to changes. The document is a guide for interviewers to evaluate candidates' skills and experiences.

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P.13.programme overview

Paul J. Walsh

P.12. interview skills ques.

Paul J. Walsh

P.11.what are soft skills (2)

Paul J. Walsh

This document discusses soft skills and their importance for employee and career success. It provides definitions and background on key soft skills: emotional intelligence, learning agility, collaboration, critical thinking, and accountability. Some key points made include: soft skills contribute significantly to long-term career success and economic growth; developing soft skills such as emotional intelligence can be very challenging for employers; and soft skills like learning agility, collaboration, and accountability are increasingly important for workplace performance and can be learned. Common traits of successful people are also outlined, such as goal-setting, responsibility, learning from mistakes, and relationship-building.

P.10. working for tips

Paul J. Walsh

The document discusses how the world is changing rapidly due to technology and globalization. It notes that the top jobs today did not exist a decade ago, technical skills become outdated quickly, and workers will likely have multiple careers. It emphasizes developing flexibility, adaptability, and lifelong learning skills to thrive in this shifting environment. The rest of the document provides tips on goal setting, time management, and overcoming procrastination to be productive and achieve goals.

P.8. the successful interview

Paul J. Walsh

Futurepoint is a leading career development company located in County Waterford, Ireland. It is headed by Paul Walsh, who has experience in public transport, industry, education, and training. Futurepoint delivers strategies to help graduates and professionals with career management. It provides assessments, coaching, and resources to help clients define their interests, skills, values and personality to find fulfilling jobs and careers.

P.7. professional mindset

Paul J. Walsh

This document discusses emotional intelligence (EQ) and its importance for leadership. It describes EQ as a set of competencies in four categories: self-awareness, self-management, social awareness, and relationship management. Each category contains several competencies that effective leaders demonstrate. For example, self-awareness involves competencies like emotional self-awareness, accurate self-assessment, and self-confidence. The document provides details on the competencies within each of the four EQ categories.

P.6. the professional interview

Paul J. Walsh

This document provides advice and guidance on how to succeed in job interviews. It discusses preparing for different types of interview questions, including competency and motivational questions. Key recommendations include practicing answers using a four-step structure, focusing on skills rather than job duties, highlighting personal traits employers value, and paying attention to non-verbal communication and building rapport. Thorough preparation, practice, and reflection on interviews are emphasized as critical to achieving successful outcomes.

P.5. the entrenpreneur

Paul J. Walsh

The document discusses various topics related to entrepreneurship including starting a business, business models, obstacles entrepreneurs face, reasons for success, characteristics of entrepreneurs, and tips for running a business. It uses examples from chef and entrepreneur Jamie Oliver to illustrate traits like having a passion, expanding one's brand, maintaining control, and keeping goals internal for motivation.

P.4. interview questions

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P.2.motivation for employment

Paul J. Walsh

This document contains information about building personal confidence and motivation. It discusses topics like unemployment being a period of transition, self-efficacy, motivation theories from researchers like Herzberg, Vroom, McClelland and Maslow. It provides practical tips for maintaining motivation such as goal setting, developing self-discipline, and increasing self-knowledge. It also discusses reasons for losing motivation and how to overcome a lack of confidence. The document emphasizes taking personal responsibility for change and having an internal locus of control over outcomes.

P.1. introduction promo

Paul J. Walsh

This document provides an overview of FuturePoint, a career development and management company located in County Waterford, Ireland. It is headed by Paul Walsh, who has experience in public transport, multi-national industry, education, and legal training. FuturePoint delivers strategies and programs to help graduates and others with career development and management. It offers tips and guidance related to job searching, resume writing, interviewing, networking, and using recruitment agencies.

P.1. introduction

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THE SUCCESSFULL INTERVIEWER

Paul J. Walsh

This document provides advice and tips for having a successful job interview. It discusses common interview myths, how to answer different types of questions, and the importance of preparation, practice and developing rapport with the interviewer. The key points are to thoroughly research the company and position, practice answering likely questions using the STAR technique, focus on competencies and motivations, and make a strong first and last impression through body language and enthusiasm. Confidence comes from preparation so practice interviews are strongly recommended.

THE MOBILE CAREER HUNTER

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This document provides tips for job searching and career management. It discusses the importance of motivation and goals when embarking on a job search. It provides advice on managing CVs, cover letters, interviews, references, working with recruiters, and networking. Key tips include treating job searching like a full-time job, quantifying accomplishments on CVs, sending thank you letters after interviews, and maintaining relationships with recruiters and contacts. The overall message is that job searching requires dedication, persistence, and active career management strategies.

SUCCESSFUL INTERVIEW PREP.

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Futurepoint.ie is an Irish career development and management company led by Paul Walsh. It provides smart strategies and training to graduates and professionals to help them succeed in career development and management. The website contains information on topics like finding the right job fit, identifying interests, defining one's values and motivation, enhancing one's identity, understanding personality types, developing stories to showcase one's skills and experience, preparing for interviews, and following up after interviews. The goal is to help job seekers and professionals present themselves authentically to potential employers.

THOUGHTS ON TEAMWORK

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This document discusses teams and teamwork. It defines a team as a small group of people with complementary skills committed to a common purpose and goals for which they hold each other accountable. Not all groups are true teams; teams have shared leadership, collective work products, and measure their own performance. Effective teams have specific, attainable goals that are different than individual or organizational goals. Teams are most effective with 10 or fewer members representing all relevant expertise. Consensus decision-making and interpersonal skills help teams maximize performance in a positive environment.

EQ FUTUREPOINT

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This document provides an introduction to emotional intelligence (EI) in the workplace. It defines EI as the ability to recognize one's own emotions and the emotions of others to motivate oneself and manage emotions. Research shows that IQ accounts for only 20% of success while 80% depends on EQ. The importance of EI to organizations is discussed in relation to work satisfaction, employee retention, and leadership. There are instruments to measure EI and developing it involves self-awareness, self-management, social awareness, and relationship management. The goal of EI is to balance emotions and reason to maximize long-term effectiveness and happiness.

strategic tools

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The document discusses strategic management concepts including definitions of strategy, strategic management, and the strategic planning process. It provides multiple definitions of strategic management from various sources that collectively define it as the continuous process of strategic analysis, formulation, implementation and monitoring used by organizations to achieve and maintain a competitive advantage. The document also discusses strategic integration strategies like horizontal and vertical integration, their purposes, types, advantages and disadvantages.

Lean Road Map

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The document outlines a 6-step process for improving processes in offices. The steps include: 1) identifying what adds value for customers, 2) understanding the current process, 3) identifying wastes, 4) finding the root causes of wastes, 5) designing a high-performance process based on lean solutions, and 6) implementing actions and managing for perfection. The document provides details on each step, such as analyzing wastes using tools like value stream mapping, identifying 9 common types of wastes in offices, and proposing 3 lean solutions including improving flow, standardizing processes, and implementing quality management practices.

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一比一原版(SFU毕业证)西蒙弗雷泽大学毕业证如何办理

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SFU硕士毕业证成绩单【微信95270640】《西蒙弗雷泽大学毕业证书原版制作SFU成绩单》【Q微信95270640】《仿制SFU毕业证成绩单西蒙弗雷泽大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证? 留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询! B.为什么我们提供的毕业证成绩单具有使用价值？查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！ [留学文凭学历认证(留信认证使馆认证)西蒙弗雷泽大学毕业证成绩单毕业证证书大学Offer请假条成绩单语言证书国际回国人员证明高仿教育部认证申请学校等一切高仿或者真实可查认证服务。多年留学服务公司,拥有海外样板无数能完美1:1还原海外各国大学degreeDiplomaTranscripts等毕业材料。海外大学毕业材料都有哪些工艺呢？工艺难度主要由：烫金.钢印.底纹.水印.防伪光标.热敏防伪等等组成。而且我们每天都在更新海外文凭的样板以求所有同学都能享受到完美的品质服务。国外毕业证学位证成绩单办理方法： 1客户提供办理西蒙弗雷泽大学西蒙弗雷泽大学毕业证假文凭信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）； 2开始安排制作毕业证成绩单电子图； 3毕业证成绩单电子版做好以后发送给您确认； 4毕业证成绩单电子版您确认信息无误之后安排制作成品； 5成品做好拍照或者视频给您确认； 6快递给客户（国内顺丰国外DHLUPS等快读邮寄） — — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — - 一真实留信认证的作用(私企外企荣誉的见证): 1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。 2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。 3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。 4：个人职称评审加20分个人信誉贷款加10分。 5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。娃没到过没资格跟小伙伴们争论在山娃的记忆深处只有过年时父亲才会在家呆上三五天无奈相聚的时光总是太短太匆忙记得今年正月就在父亲扛起蛇皮袋将要跨出门槛的一刹那山娃突然抱紧父亲的大腿嚎啕大哭父亲吃力地掰开山娃的手哽咽道山娃好好听话好好念书到了暑假爸也接你进城爸的城好远好大好美山娃于是天天扳着手指算计着读书也格外刻苦无奈时间总过得太慢太慢每次父亲往家打电话山娃总抢着接听一个劲地提醒父亲别忘了正月说的话电涌

在线制作加拿大萨省大学毕业证文凭证书实拍图原版一模一样

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原版一模一样【微信：741003700 】【加拿大萨省大学毕业证文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma 1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700 留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才

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一比一原版布拉德福德大学毕业证（bradford毕业证）如何办理

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一模一样【微信：A575476】【布拉德福德大学毕业证（bradford毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。【业务选择办理准则】一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才 → 【关于价格问题（保证一手价格）我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子我给客户的都是第一手的代理价格，因为我想坦诚对待大家不想跟大家在价格方面浪费时间对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！

一比一原版(U-Barcelona毕业证）巴塞罗那大学毕业证成绩单如何办理

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一模一样【q/微:1954292140】【(U-Barcelona毕业证）巴塞罗那大学毕业证成绩单Offer】【q/微:1954292140】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。【业务选择办理准则】一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【q/微:1954292140】文凭即可二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【q/微:1954292140】即可三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才 → 【关于价格问题（保证一手价格）我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子我给客户的都是第一手的代理价格，因为我想坦诚对待大家不想跟大家在价格方面浪费时间对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！

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P.3.hidden jobs

1. PROPERTY OF FUTUREPOINT THE HIDDEN JOB MARKET

2. PROPERTY OF FUTUREPOINT JOBS It is estimated that over 80% of all jobs are not advertised!

3. PROPERTY OF FUTUREPOINT NETWORKING At least 45 percent of all jobs are found through networking rather than traditional job searching.

4. PROPERTY OF FUTUREPOINT EMPLOYER OPTIONS

5. PROPERTY OF FUTUREPOINT WHY EMPLOYERS USE HIDDEN JOB MARKET

6. PROPERTY OF FUTUREPOINT THE VISIBLE JOB MARKET

7. PROPERTY OF FUTUREPOINT WHAT IS NETWORKING?

8. PROPERTY OF FUTUREPOINT YOUR NETWORK

9. PROPERTY OF FUTUREPOINT WHERE ARE THE HIDDEN JOBS? Hidden Jobs are typically found in SME's. With limited budgets, they are reluctant to advertise. They prefer referrals and direct contact by potential employees.

10. PROPERTY OF FUTUREPOINT Always offer solutions to a problem! Believe it or not a lot of companies do not realise that they have vacancies! Instead offer them your skills and competencies. Never offer freebies! A nominal fee will suffice.

11. PROPERTY OF FUTUREPOINT BECOME A SEEKER

12. PROPERTY OF FUTUREPOINT THE HANSEN STUDY

13. PROPERTY OF FUTUREPOINT THE KEY HANSEN FINDING

14. PROPERTY OF FUTUREPOINT THE HANSEN CATCHPHRASE DO LESS THEN OBSESS

15. PROPERTY OF FUTUREPOINT HIDDEN JOB MARKET - YOU TARGET YOUR EMPLOYER

16. PROPERTY OF FUTUREPOINT THE SPECIFIC VISIBLE JOB MARKET

17. PROPERTY OF FUTUREPOINT THE REFINED VISIBLE JOB MARKET – HIGHLY COMPETITIVE ENVIRONMENT

18. PROPERTY OF FUTUREPOINT THE VISIBLE JOB MARKET CAVEATS It is difficult to second guess this market. The employer may be posting a position to browse the market. The employer may have internal or referred candidate in the pipe line. The employer may not be able to fill this position??? The employer may using brand management to attract other candidates.

19. PROPERTY OF FUTUREPOINT Managing a recruitment agency Recruitment agencies work on a commission basis for employers. They do not work for you. They can charge as high as 25% of the gross salary. They are hunter/gatherers of CVs. Your CV should only be forwarded under certain agreed conditions. A CV in wide circulation looses currency and damages your potential. Put an expiry for permission to use on your CV. Make your CV position targeted.

20. PROPERTY OF FUTUREPOINT THE HIDDEN MARKET IS MORE VISIBLE

21. PROPERTY OF FUTUREPOINT CONTACTING THE HIDDEN JOB MARKET - ROUTE ONE Objective – Operations Management Role Select 10 target companies. Direct Phone contact to ascertain the relevant HR / Operations Director to forward your CV and cover letter. If they supply name but only an info@ email address, send it through the post and email to them as FAO name. In cover letter, request an informational interview.

22. PROPERTY OF FUTUREPOINT ROUTE TWO 500 million users. Based in Ireland – High user rate. 40 million decision makers. Happy hunting ground for recruiters!

23. PROPERTY OF FUTUREPOINT LINKEDIN

24. PROPERTY OF FUTUREPOINT MEDICAL DEVICES CORK – ALCON - SAMPLE

25. PROPERTY OF FUTUREPOINT HR HEAD – ALCON CORK - SAMPLE

26. PROPERTY OF FUTUREPOINT CONNECTING ON LINKEDIN

27. PROPERTY OF FUTUREPOINT THE CV

28. PROPERTY OF FUTUREPOINT MEDIUM QUALITY CV

29. PROPERTY OF FUTUREPOINT GOOD CV

30. PROPERTY OF FUTUREPOINT

31. PROPERTY OF FUTUREPOINT

32. PROPERTY OF FUTUREPOINT

33. PROPERTY OF FUTUREPOINT

34. PROPERTY OF FUTUREPOINT

35. PROPERTY OF FUTUREPOINT PINTEREST

36. PROPERTY OF FUTUREPOINT

37. PROPERTY OF FUTUREPOINT GOOD CV

38. PROPERTY OF FUTUREPOINT GOOD CV

39. PROPERTY OF FUTUREPOINT COVER LETTER

40. PROPERTY OF FUTUREPOINT COVER LETTER

41. PROPERTY OF FUTUREPOINT SAMPLE COVERS

42. PROPERTY OF FUTUREPOINT

43. PROPERTY OF FUTUREPOINT

44. PROPERTY OF FUTUREPOINT PERSONAL BRANDING – WINING OVER MILLENIALS

45. PROPERTY OF FUTUREPOINT YOUR PERSON BRAND

46. PROPERTY OF FUTUREPOINT MANAGING YOUR BRAND

47. PROPERTY OF FUTUREPOINT PERSONA

48. PROPERTY OF FUTUREPOINT PERSONA QUESTIONS

49. PROPERTY OF FUTUREPOINT PERSONA DESCRIPTION

50. PROPERTY OF FUTUREPOINT PROMISE

51. PROPERTY OF FUTUREPOINT PROMISE DESCRIPTION

52. PROPERTY OF FUTUREPOINT PROMISE

53. PROPERTY OF FUTUREPOINT PERSONAL BRAND PITCH / STORY

54. PROPERTY OF FUTUREPOINT MEMORABLE BRAND STORY

55. PROPERTY OF FUTUREPOINT SAMPLE BRAND STORY

56. PROPERTY OF FUTUREPOINT

57. PROPERTY OF FUTUREPOINT PROMOTION

58. PROPERTY OF FUTUREPOINT LAST QUESTIONS TO ASK AT INTERVIEW The critical stage of an interview is towards the end. Everyone feels obliged to ask a question. This should be clearly thought out in preparation

59. PROPERTY OF FUTUREPOINT GOOD QUESTIONS

60. PROPERTY OF FUTUREPOINT GOOD QUESTIONS

61. PROPERTY OF FUTUREPOINT GOOD QUESTIONS

62. PROPERTY OF FUTUREPOINT GOOD QUESTIONS

63. PROPERTY OF FUTUREPOINT GOOD QUESTIONS

64. PROPERTY OF FUTUREPOINT ASK AT YOUR PERIL

65. PROPERTY OF FUTUREPOINT ASK AT YOUR PERIL

66. PROPERTY OF FUTUREPOINT ASK AT YOUR PERIL

67. PROPERTY OF FUTUREPOINT ASK AT YOUR PERIL

68. PROPERTY OF FUTUREPOINT ASK AT YOUR PERIL

69. PROPERTY OF FUTUREPOINT The 1820 days Question

70. PROPERTY OF FUTUREPOINT OTHER WAYSTO ASK THIS QUESTION

71. PROPERTY OF FUTUREPOINT ANSWERING THE QUESTION

72. PROPERTY OF FUTUREPOINT ANSWERING THE QUESTION

73. PROPERTY OF FUTUREPOINT EXAMPLE ANSWERS

74. PROPERTY OF FUTUREPOINT EXAMPLE ANSWERS

75. PROPERTY OF FUTUREPOINT BAD ANSWERS

76. PROPERTY OF FUTUREPOINT BAD ANSWERS

77. PROPERTY OF FUTUREPOINT BAD ANSWERS

78. PROPERTY OF FUTUREPOINT BAD ANSWERS

79. PROPERTY OF FUTUREPOINT REVIEW • Networking • Finding Hidden Jobs • Offering Solutions • Niche Building • Employer Targetting • Managing Recruiters • Using LinkedIn • Cover Letters & CVs • Personal Branding • Questions to Ask • The Five Year Dilemma

80. PROPERTY OF FUTUREPOINT THANK YOU

P.3.hidden jobs

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