planning for the future could be complex for the final year University student. The author gives a simple narrative of arrangements that the student preparing to enter into the world of work could adopt in the preparation stage.
University Recruitment an Employer Manual-Florida International UniversityAndrea De La Cruz
Acquiring and retaining talent is crucial to an organization’s success. College Recruiting can provide additional strategic benefits to your Recruitment plan. It can help your organization manage its talent gaps as well as promote your brand message on campus. A University recruitment program is not determined by the size of the company, every company regardless of large or small should examine their recruiting opportunities as a way to attract the best and brightest; and having a strategic College Recruiting program in place, can help an organization with:
1. Creating a pipeline of interns and entry level hires that will help grow the organization.
2. Choose and select the best talent in a shorter amount of time than traditional recruitment
3. Save time and effort in Advertisement, Screening and Selection.
College Recruiting goes beyond the career fair, this manual will walk you through how you can create a College Recruiting program that can transform your recruitment efforts and brand your company effectively to the best Student/Alumni talent beyond the career fair.
1. There is a large gap between the number of graduates coming out of Indian universities and the number that are employable, with estimates that only 25% of engineering and 10% of general graduates have the necessary skills.
2. This skills gap is caused by academics that focus only on theoretical knowledge and a lack of interaction between industry, government, and academia to develop curricula tailored to industry needs.
3. Improving employability will require bringing employers into the course design process, modifying courses to match industry needs, and building links between educational institutions and local employers through activities like guest lectures, internships, and research collaborations.
Founders4Schools Key Scottish launch slides April 17Sherry Coutu CBE
In April we were invited by the Hunter Foundation to bring our services to Scotland to help them close their skills gap so that their scaleup companies could get enough home-grown talent in the future...
SpotJobs is an online job board focused on permanent and flexible employment opportunities. It currently has over 1 million job seekers using its services. Some key trends discussed in the document include the short supply of quality candidates, employers seeking candidates with higher education and blending multiple roles into one. Emerging industries with high growth include retail, administration, advertising, sales, and healthcare. The document also provides tips for job seekers to prepare for employment, including developing skills in areas like communication, teamwork, and technology. Common mistakes made during the job application process are also outlined.
Year Up is a nonprofit workforce development organization that prepares underserved young adults for professional careers through a rigorous one-year training program. The program includes 6 months of classroom learning, followed by a 6-month paid internship at one of Year Up's corporate partners. Year Up aims to close the opportunity divide by providing urban youth with skills, experience, and support to empower them to reach their potential through careers and higher education. Results show 80% of students complete the program, 100% of qualified students are placed in internships, and 85% of graduates are employed or in college within 4 months of graduating. The program benefits both the students and corporate partners who receive entry-level talent that meets or exceeds expectations.
The document discusses ways to enhance employability for commerce students. It recommends restructuring commerce education syllabi to focus on in-demand skills like finance, accounting, marketing, and data analysis. Specifically, it suggests incorporating practical applications like accounting software, Excel, marketing tools, and data analysis programs. Developing both technical and soft skills through internships and industry-oriented courses will help commerce graduates find jobs that match business needs.
The document discusses ways to enhance employability for commerce students. It identifies that technical skills alone are not enough, and life skills like communication, teamwork, and problem solving are also crucial. It provides 10 ways for students to enhance their employability, including developing soft skills, gaining work experience, networking, and maintaining professional social media profiles. It also recommends commerce education focus more on practical skills in accounting, marketing, and data analysis to better prepare students for jobs in high-demand fields.
This document discusses the importance of campus to corporate initiatives to help students transition successfully from academia to careers. It notes that currently, a large percentage of graduates in India lack employability due to skills gaps. Campus to corporate programs can help address this by providing students industry exposure, training, mentorship and internship opportunities to make them job ready. The document outlines several successful existing programs run by companies like Videocon, GlobalLogic, Reliance and Cognizant. It argues that closer collaboration between industries and academics is needed, with industries playing a role in curriculum design and faculty development to ensure students gain both theoretical and practical knowledge.
University Recruitment an Employer Manual-Florida International UniversityAndrea De La Cruz
Acquiring and retaining talent is crucial to an organization’s success. College Recruiting can provide additional strategic benefits to your Recruitment plan. It can help your organization manage its talent gaps as well as promote your brand message on campus. A University recruitment program is not determined by the size of the company, every company regardless of large or small should examine their recruiting opportunities as a way to attract the best and brightest; and having a strategic College Recruiting program in place, can help an organization with:
1. Creating a pipeline of interns and entry level hires that will help grow the organization.
2. Choose and select the best talent in a shorter amount of time than traditional recruitment
3. Save time and effort in Advertisement, Screening and Selection.
College Recruiting goes beyond the career fair, this manual will walk you through how you can create a College Recruiting program that can transform your recruitment efforts and brand your company effectively to the best Student/Alumni talent beyond the career fair.
1. There is a large gap between the number of graduates coming out of Indian universities and the number that are employable, with estimates that only 25% of engineering and 10% of general graduates have the necessary skills.
2. This skills gap is caused by academics that focus only on theoretical knowledge and a lack of interaction between industry, government, and academia to develop curricula tailored to industry needs.
3. Improving employability will require bringing employers into the course design process, modifying courses to match industry needs, and building links between educational institutions and local employers through activities like guest lectures, internships, and research collaborations.
Founders4Schools Key Scottish launch slides April 17Sherry Coutu CBE
In April we were invited by the Hunter Foundation to bring our services to Scotland to help them close their skills gap so that their scaleup companies could get enough home-grown talent in the future...
SpotJobs is an online job board focused on permanent and flexible employment opportunities. It currently has over 1 million job seekers using its services. Some key trends discussed in the document include the short supply of quality candidates, employers seeking candidates with higher education and blending multiple roles into one. Emerging industries with high growth include retail, administration, advertising, sales, and healthcare. The document also provides tips for job seekers to prepare for employment, including developing skills in areas like communication, teamwork, and technology. Common mistakes made during the job application process are also outlined.
Year Up is a nonprofit workforce development organization that prepares underserved young adults for professional careers through a rigorous one-year training program. The program includes 6 months of classroom learning, followed by a 6-month paid internship at one of Year Up's corporate partners. Year Up aims to close the opportunity divide by providing urban youth with skills, experience, and support to empower them to reach their potential through careers and higher education. Results show 80% of students complete the program, 100% of qualified students are placed in internships, and 85% of graduates are employed or in college within 4 months of graduating. The program benefits both the students and corporate partners who receive entry-level talent that meets or exceeds expectations.
The document discusses ways to enhance employability for commerce students. It recommends restructuring commerce education syllabi to focus on in-demand skills like finance, accounting, marketing, and data analysis. Specifically, it suggests incorporating practical applications like accounting software, Excel, marketing tools, and data analysis programs. Developing both technical and soft skills through internships and industry-oriented courses will help commerce graduates find jobs that match business needs.
The document discusses ways to enhance employability for commerce students. It identifies that technical skills alone are not enough, and life skills like communication, teamwork, and problem solving are also crucial. It provides 10 ways for students to enhance their employability, including developing soft skills, gaining work experience, networking, and maintaining professional social media profiles. It also recommends commerce education focus more on practical skills in accounting, marketing, and data analysis to better prepare students for jobs in high-demand fields.
This document discusses the importance of campus to corporate initiatives to help students transition successfully from academia to careers. It notes that currently, a large percentage of graduates in India lack employability due to skills gaps. Campus to corporate programs can help address this by providing students industry exposure, training, mentorship and internship opportunities to make them job ready. The document outlines several successful existing programs run by companies like Videocon, GlobalLogic, Reliance and Cognizant. It argues that closer collaboration between industries and academics is needed, with industries playing a role in curriculum design and faculty development to ensure students gain both theoretical and practical knowledge.
This document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and that over 80% of CEOs say they could grow faster if applicants had the needed skills. The document proposes getting students 4 encounters with employers per year and 140 hours of work experience to improve employability. It describes the Workfinder app that connects students to work experiences at local, growing companies and allows them to apply online. The document calls on educators, businesses, governments, parents and media to take actions that will provide more student-employer encounters and work experiences to help close the skills gap.
Life Sciences professionals use a variety of channels to research job opportunities, including online job boards, company websites, recruitment firms, and word of mouth. They are active participants in online talent communities, which they use to connect with companies, access jobs and skills development resources. While satisfied with career development opportunities, Life Sciences workers intend to change employers in the next year and are not confident about long-term career prospects with their current employers. To attract and retain top talent, employers should focus on offering competitive compensation, a collaborative work environment, strong onboarding and career development programs, and engagement through multiple digital channels.
Deck Generation overview deck May 27 2016 pdfRonald M. Allen
This document provides an overview of Generation, a McKinsey Social Initiative program that aims to close the skills gap for young people by placing them in jobs and providing skills training and support. Key details include:
- Generation has trained over 2,600 young people across 5 countries and plans rapid expansion.
- The program addresses youth unemployment through technical and behavioral skills training, jobs/employer engagement, and long-term support.
- Early results show high job placement rates, lower attrition, and improved performance for Generation graduates compared to peers.
- Future plans for the US include supporting 200,000 youth by 2020 across healthcare, technology, manufacturing and customer service sectors in multiple cities.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
This document proposes a solution to boost skill sets and reduce unemployment in India. It suggests having students research and present on two new questions per week related to their daily observations. This would develop students' innovation, communication, decision-making, and questioning skills. It outlines a three-stage implementation plan starting at the college level, then expanding to the university and national levels. Funding would come from student fees, industries, and government. The goals are to increase employment, entrepreneurship, and economic development while decreasing brain drain and crime. Regular skills updates and practical experience are expected to make students highly employable.
The document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and the pace of change is increasing. There is a major skills gap according to CEOs and growing companies, which is expected to get larger. It promotes getting students encounters with employers through programs like Founders4Schools to improve employability, attainment, and earnings. Call to actions are provided for educators, businesses, corporations, local governments, parents, and media to get involved in student-employer encounters and work experiences.
The document discusses leadership and building an entrepreneurial team. It emphasizes that entrepreneurs must be leaders and outlines qualities of effective leaders, such as creating a vision and culture of trust. It also stresses the importance of strategic recruiting and hiring, providing benefits to retain employees, and succession planning to transition leadership to the next generation.
The 10 most prominent institutes for 2019 (maharashtra special)The Knowledge Review
The Knowledge Review thus presents a special issue “The 10 Most Prominent Institutes for 2019 (Maharashtra Special)”, which highlights the leading institutes, which are providing a facelift to the education system.
Here is a high-level overview of how UpSkill's technology works:
- Users upload their resume/CV or connect their LinkedIn profile to provide information on work history, education, skills and interests.
- Natural language processing is used to extract relevant data from free-form text fields.
- Skills are identified and standardized. Interests are inferred based on job titles, courses, hobbies etc.
- This data is matched against an extensive database of job profiles detailing typical skill requirements, personality fits, career paths, salaries etc for different roles.
- Machine learning algorithms calculate the similarity between a user's profile and each job to determine their suitability score. Factors like skill overlap, interest
The presentation outlines Farmers' intern engagement and recruitment strategies. It discusses utilizing Snapchat advertising, a recruiter-alumni partnership, and corporate sponsorships for recruitment. For onboarding, it recommends follow-ups, introducing mentors, and conducting training surveys. It also proposes reimbursing student loans to boost retention. The goals are to increase campus visibility, maintain engagement throughout onboarding, and track trends to improve the "honeymoon" phase and reduce turnover.
The Wadhwani Foundation aims to accelerate economic development in emerging economies by creating jobs and opportunities through skills development, entrepreneurship, policy impact, and promoting the disabled and research. Its goals are to skill and place 5 million people in jobs, create half a million entrepreneurial jobs, facilitate high-impact policies, place 100,000 disabled people in corporate jobs, and enable world-class research. However, there is a large skills gap in countries like India where most youth do not learn trades and there is a mismatch between aspirations and market needs. The Foundation seeks to address this through innovative, scalable models that leverage technology and strengthen collaboration between educators, employers and youth.
Why your business should run an apprenticeship schemeThe Pathway Group
This document discusses the benefits of businesses offering apprenticeships. It notes that apprenticeships provide benefits to both young people and businesses. For businesses, apprenticeships allow them to train talented employees with the specific skills needed. Apprentices are willing to work hard and businesses receive financial support for hiring them. While there are long-term commitments, apprenticeships help address skills shortages and give back to the community.
Vijay Anand L.V. is the director and head mentor of Hirington Academy in Chennai, India. He has over 13 years of experience in recruitment and has interviewed hundreds of candidates. The document discusses that 60% of Indian graduates lack proper employability skills based on a NASSCOM study. It suggests continuous training on skills like problem solving, teamwork, communication from the early graduation stage is needed to improve this. The solution proposed includes establishing long-term career enrichment programs focused on both technical and soft skills training.
The document summarizes career preparation services available at Western Carolina University. It discusses a study that found gaps between how prepared for employment recent college graduates feel versus how prepared employers feel they are. It then analyzes how WCU's institutional learning outcomes align with the skills employers say are important. The outcomes focus on skills like critical thinking, problem solving, communication and ethics. WCU provides experiences like internships, externships and partnerships with career services to help students develop these skills and improve their career preparation.
A guide to Enterprise Education For Enterprise Coordinators, teachers and lea...Ghazally Spahat
This guide has been produced following extensive research on Enterprise Education1 to ensure that it reflects the experiences and needs of those delivering Enterprise Education today and in the future.
Key Takeaway:
Colleges today face specific and unique challenges as they help their students out of the classroom and into the workforce. This session offers practical and strategic tools to help bridge the “Skills Gap” that students coming out of college face today as well as tools which help engage everyone’s participation in improving employment outcomes for your Graduates.
Description (paragraph form)
With an increased pressure on Institutions of Higher Learning to substantiate their course offerings with respect to employability; now more than ever, programs designed to specifically address soft-skills are the only viable way to prepare the student and close the “skills gap” that exists in the job market today.
More and more recent college graduates struggle to gain entry into their field due to what employers claim is a lack of hands on experience, professionalism and business acumen in students coming directly out of college.
Join highly-rated speaker Ann Cross for this interactive and engaging presentation about the benefits of incorporating soft-skills training through experiential learning into the student experience. For those who already have soft-skills training as part of your course offerings, this workshop will share some of the best practices from around the country.
The Sparrow Group has visited dozens of campuses in the last five years, and has seen what works, as well as the common mistakes and missed opportunities. This is not a theoretical workshop, but rather a workshop that focuses on practical, tactical programs that you can implement immediately. You’ll hear stories of success, see data that supports outcomes, and leave with tools that you can take back to the campus and use to improve employment outcomes.
This document provides information for students in the School of Business at Temasek Polytechnic. It includes the director's message, management staff, academic calendar, student development approach, diploma courses offered, Flexible Academic System for Temasek (FAST), student classification, academic progression, academic advising, and various student resources and policies on attendance, examinations, conduct, intellectual property, and more. The goal is to equip students with relevant business knowledge, lifelong skills, character and a thirst for continuous learning to succeed in a changing world.
Bagali, MM / HR as subject / Publication / Research paper publication / / H...dr m m bagali, phd in hr
Bagali, MM / HR as subject / Publication / Research paper publication / / HR/ HRM/ HRD/ ....Recent Trends in Industry and Business: The Implications for Business Education
The document proposes a holistic solution to boost the employability of India's youth by addressing the mismatch between formal education and employer requirements. It involves counselling students to help them identify skills, providing training in soft skills, technical skills and domain knowledge through apprenticeships and collaborating with industry, and helping trainees to secure jobs or become entrepreneurs. It outlines the implementation approach, including piloting the solution in focus areas and using existing infrastructure, as well as addressing potential challenges through mitigation strategies. The solution aims to equip 1 lakh youth with job-ready skills in the pilot phase itself.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
This document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and that over 80% of CEOs say they could grow faster if applicants had the needed skills. The document proposes getting students 4 encounters with employers per year and 140 hours of work experience to improve employability. It describes the Workfinder app that connects students to work experiences at local, growing companies and allows them to apply online. The document calls on educators, businesses, governments, parents and media to take actions that will provide more student-employer encounters and work experiences to help close the skills gap.
Life Sciences professionals use a variety of channels to research job opportunities, including online job boards, company websites, recruitment firms, and word of mouth. They are active participants in online talent communities, which they use to connect with companies, access jobs and skills development resources. While satisfied with career development opportunities, Life Sciences workers intend to change employers in the next year and are not confident about long-term career prospects with their current employers. To attract and retain top talent, employers should focus on offering competitive compensation, a collaborative work environment, strong onboarding and career development programs, and engagement through multiple digital channels.
Deck Generation overview deck May 27 2016 pdfRonald M. Allen
This document provides an overview of Generation, a McKinsey Social Initiative program that aims to close the skills gap for young people by placing them in jobs and providing skills training and support. Key details include:
- Generation has trained over 2,600 young people across 5 countries and plans rapid expansion.
- The program addresses youth unemployment through technical and behavioral skills training, jobs/employer engagement, and long-term support.
- Early results show high job placement rates, lower attrition, and improved performance for Generation graduates compared to peers.
- Future plans for the US include supporting 200,000 youth by 2020 across healthcare, technology, manufacturing and customer service sectors in multiple cities.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
This document proposes a solution to boost skill sets and reduce unemployment in India. It suggests having students research and present on two new questions per week related to their daily observations. This would develop students' innovation, communication, decision-making, and questioning skills. It outlines a three-stage implementation plan starting at the college level, then expanding to the university and national levels. Funding would come from student fees, industries, and government. The goals are to increase employment, entrepreneurship, and economic development while decreasing brain drain and crime. Regular skills updates and practical experience are expected to make students highly employable.
The document discusses the skills gap among young people in the UK and solutions to address it. It notes that most new jobs are created by small, young companies and the pace of change is increasing. There is a major skills gap according to CEOs and growing companies, which is expected to get larger. It promotes getting students encounters with employers through programs like Founders4Schools to improve employability, attainment, and earnings. Call to actions are provided for educators, businesses, corporations, local governments, parents, and media to get involved in student-employer encounters and work experiences.
The document discusses leadership and building an entrepreneurial team. It emphasizes that entrepreneurs must be leaders and outlines qualities of effective leaders, such as creating a vision and culture of trust. It also stresses the importance of strategic recruiting and hiring, providing benefits to retain employees, and succession planning to transition leadership to the next generation.
The 10 most prominent institutes for 2019 (maharashtra special)The Knowledge Review
The Knowledge Review thus presents a special issue “The 10 Most Prominent Institutes for 2019 (Maharashtra Special)”, which highlights the leading institutes, which are providing a facelift to the education system.
Here is a high-level overview of how UpSkill's technology works:
- Users upload their resume/CV or connect their LinkedIn profile to provide information on work history, education, skills and interests.
- Natural language processing is used to extract relevant data from free-form text fields.
- Skills are identified and standardized. Interests are inferred based on job titles, courses, hobbies etc.
- This data is matched against an extensive database of job profiles detailing typical skill requirements, personality fits, career paths, salaries etc for different roles.
- Machine learning algorithms calculate the similarity between a user's profile and each job to determine their suitability score. Factors like skill overlap, interest
The presentation outlines Farmers' intern engagement and recruitment strategies. It discusses utilizing Snapchat advertising, a recruiter-alumni partnership, and corporate sponsorships for recruitment. For onboarding, it recommends follow-ups, introducing mentors, and conducting training surveys. It also proposes reimbursing student loans to boost retention. The goals are to increase campus visibility, maintain engagement throughout onboarding, and track trends to improve the "honeymoon" phase and reduce turnover.
The Wadhwani Foundation aims to accelerate economic development in emerging economies by creating jobs and opportunities through skills development, entrepreneurship, policy impact, and promoting the disabled and research. Its goals are to skill and place 5 million people in jobs, create half a million entrepreneurial jobs, facilitate high-impact policies, place 100,000 disabled people in corporate jobs, and enable world-class research. However, there is a large skills gap in countries like India where most youth do not learn trades and there is a mismatch between aspirations and market needs. The Foundation seeks to address this through innovative, scalable models that leverage technology and strengthen collaboration between educators, employers and youth.
Why your business should run an apprenticeship schemeThe Pathway Group
This document discusses the benefits of businesses offering apprenticeships. It notes that apprenticeships provide benefits to both young people and businesses. For businesses, apprenticeships allow them to train talented employees with the specific skills needed. Apprentices are willing to work hard and businesses receive financial support for hiring them. While there are long-term commitments, apprenticeships help address skills shortages and give back to the community.
Vijay Anand L.V. is the director and head mentor of Hirington Academy in Chennai, India. He has over 13 years of experience in recruitment and has interviewed hundreds of candidates. The document discusses that 60% of Indian graduates lack proper employability skills based on a NASSCOM study. It suggests continuous training on skills like problem solving, teamwork, communication from the early graduation stage is needed to improve this. The solution proposed includes establishing long-term career enrichment programs focused on both technical and soft skills training.
The document summarizes career preparation services available at Western Carolina University. It discusses a study that found gaps between how prepared for employment recent college graduates feel versus how prepared employers feel they are. It then analyzes how WCU's institutional learning outcomes align with the skills employers say are important. The outcomes focus on skills like critical thinking, problem solving, communication and ethics. WCU provides experiences like internships, externships and partnerships with career services to help students develop these skills and improve their career preparation.
A guide to Enterprise Education For Enterprise Coordinators, teachers and lea...Ghazally Spahat
This guide has been produced following extensive research on Enterprise Education1 to ensure that it reflects the experiences and needs of those delivering Enterprise Education today and in the future.
Key Takeaway:
Colleges today face specific and unique challenges as they help their students out of the classroom and into the workforce. This session offers practical and strategic tools to help bridge the “Skills Gap” that students coming out of college face today as well as tools which help engage everyone’s participation in improving employment outcomes for your Graduates.
Description (paragraph form)
With an increased pressure on Institutions of Higher Learning to substantiate their course offerings with respect to employability; now more than ever, programs designed to specifically address soft-skills are the only viable way to prepare the student and close the “skills gap” that exists in the job market today.
More and more recent college graduates struggle to gain entry into their field due to what employers claim is a lack of hands on experience, professionalism and business acumen in students coming directly out of college.
Join highly-rated speaker Ann Cross for this interactive and engaging presentation about the benefits of incorporating soft-skills training through experiential learning into the student experience. For those who already have soft-skills training as part of your course offerings, this workshop will share some of the best practices from around the country.
The Sparrow Group has visited dozens of campuses in the last five years, and has seen what works, as well as the common mistakes and missed opportunities. This is not a theoretical workshop, but rather a workshop that focuses on practical, tactical programs that you can implement immediately. You’ll hear stories of success, see data that supports outcomes, and leave with tools that you can take back to the campus and use to improve employment outcomes.
This document provides information for students in the School of Business at Temasek Polytechnic. It includes the director's message, management staff, academic calendar, student development approach, diploma courses offered, Flexible Academic System for Temasek (FAST), student classification, academic progression, academic advising, and various student resources and policies on attendance, examinations, conduct, intellectual property, and more. The goal is to equip students with relevant business knowledge, lifelong skills, character and a thirst for continuous learning to succeed in a changing world.
Bagali, MM / HR as subject / Publication / Research paper publication / / H...dr m m bagali, phd in hr
Bagali, MM / HR as subject / Publication / Research paper publication / / HR/ HRM/ HRD/ ....Recent Trends in Industry and Business: The Implications for Business Education
The document proposes a holistic solution to boost the employability of India's youth by addressing the mismatch between formal education and employer requirements. It involves counselling students to help them identify skills, providing training in soft skills, technical skills and domain knowledge through apprenticeships and collaborating with industry, and helping trainees to secure jobs or become entrepreneurs. It outlines the implementation approach, including piloting the solution in focus areas and using existing infrastructure, as well as addressing potential challenges through mitigation strategies. The solution aims to equip 1 lakh youth with job-ready skills in the pilot phase itself.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
2. Leaving School
Career growth insight
oPreparing to enter the job market
oStrategies for finding a job
oRetaining the job
Market Realities
o Unemployment in Ghana
o Underemployment in Ghana
Social responsibilities and expectations
preparing for the future - kwame owusu afram 2
3. Preparing for the future is the individuals
responsibility
1. Determination
2. Diligence
preparing for the future - kwame owusu afram 3
4. LEAVING SCHOOL
What are the most important skills that students
need to prepare for the 21st century?
It is the right time to:
Encourage teamwork
Be future-focused
Develop complex thinking skills
Have an individual transition plan
preparing for the future - kwame owusu afram 4
5. LEAVING SCHOOL CONT’D
apply practical theories from the
classroom
earn academic credit
gain exposure to facilities not available
on campus
develop professional skills
preparing for the future - kwame owusu afram 5
6. CAREER GROWTH
INSIGHTS
After graduation, what’s next?
After school, your 85% life will be dependent
on a career
Two things:
Find a job
Further study
preparing for the future - kwame owusu afram 6
8. PREPARING FOR THE JOB
MARKET
Steve Jobs
Your work is going to fill a large part of your life, and the only way
to be truly satisfied is to do what you believe is Great Work. And
the only way to do great work is to love what you do. If you haven’t
found it yet, keep looking, and don’t settle. As with all matters of
the heart, you’ll know when you find it.
preparing for the future - kwame owusu afram 8
9. Over 60,000 graduate every year
Only 10% of graduates find jobs after their first year of graduating
(ISSER, 2017)
May take 10years for all the graduates to secure jobs
Reasons
1. Lack of unemployable skills
2. Unavailability of funding capital for entrepreneurship
3. Poor attitudes of graduates towards job opportunities
4. Low capacity of industries to absorb the huge numbers
preparing for the future - kwame owusu afram 9
11. I. job is one where you get paid for a
product or service but you have no
benefits and you don’t pay any taxes
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12. all jobs with normal hours and
regular wages, and are recognized
as income sources on which income
taxes must be paid
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13. STRATEGIES FOR FINDING A
JOB
Conduct career aspiration discussions (i.e. swot
analysis, vision, self-assessment, goals,
alternatives, etc..)
Create career development opportunities (i.e.
education, training, additional skills, etc.)
Join Talent Communities
Join a working network
preparing for the future - kwame owusu afram 13
14. ESSENTIAL TOOLS
Competencies (KSA’s)
Technical
Managerial
Personality
Mentor/Role model
Attitude
CV or resume
Transmittal letter
Behavioural Interview
Presentation skills
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15. SEARCH ENGINES
Yours sincerely
Networks
Yours faithfully
Advertisement – print & electronic media, social media (linkedin, etc)
Magazines e.g. HRFocus, etc.
Church, and other associations
Start a business (entrepreneurship) – do something to solve a
problem
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16. HOW TO RETAIN YOUR JOB
The only way I could succeed in my next job is to be a good worker in my current.
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17. WHAT ORGANISATIONS
LOOK FOR
Workers with attitude
Workers who can be trained on skills,
and able to adapt to new trends
Workers who are result oriented
Workers who are able to innovate
Workers who desire to succeed in a
competitive market
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20. Unemployment in Ghana
• Structural Unemployment : occurs because of an absence of demand
for a certain type of worker
• This type typically happens when there are mismatches between the
skills (KSA’s) employers want and the skills (competencies) that
workers have.
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22. Under-employment
• The under-use of a workers
skills, education, or availability of
work
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23. Social Responsibilities & Expectations
preparing for the future - kwame owusu afram
• Time to serve your country, community
• Pay attention to duties as a responsible citizen
• Join and influence community through associations
• Pay attention to religious activities
• Get married, and protect your family
• Leave a legacy
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