The document provides an overview of a customer relations training for supervisors. It discusses defining good customer service, handling different customer personalities, understanding customer needs, and TSD's objectives and key documents regarding customer service principles, strategic plans, and mission/vision. The agenda includes activities on personal and customer personalities, identifying customer groups and needs, and techniques for building rapport and meeting customer expectations.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
The document provides guidance to students and parents on planning for and applying to college. It recommends starting the process early in high school by creating a college file, researching colleges, preparing for standardized tests, becoming well-rounded through extracurricular activities, and discussing financial options. The college selection process involves finding the right academic fit and community. Admissions consider grades, test scores, essays, activities, and recommendations. Students should challenge themselves academically and explore interests to develop a strong application.
This document provides an overview of a presentation on gaining employment. It discusses how the job market has changed and become more complex with the rise of technologies like social media. Old methods like resumes, interviews, and job ads have been replaced by online profiles, video interviews, and targeted job boards. It emphasizes developing personal branding and emotional intelligence to stand out. It proposes that a gainful employment course should cover topics like personal branding, networking, interview skills, and enhancing one's value to employers. The document promotes a career development program and kit that teaches owning your career through developing a unique value and compelling brand on social media.
This document provides advice and suggestions for improving training programs by avoiding common pitfalls and "smells". It recommends following a formal process like ADDIE for planning, ensuring training content is high-quality and targeted to objectives/audiences, varying delivery methods, providing support after training, evaluating results, and aligning training with organizational goals. Checklists are provided for roles and steps to take to develop successful training. Overall it emphasizes the importance of planning, quality, evaluation and continuous improvement of training programs.
Let’s face it. We’ve all taken bad training. You know, the kind...the "hold-your-nose-and-get-through-it-as-fast-as-you-can" training.
What happens when you’re the one tasked with learning and development in your organization? How do you really know if your training programs measure up?
Here are six mistakes to avoid to ensure your training programs don’t stink.
Here we’ll present some expert advice for creating authentic, actionable personas, plus offer up some of our own tips from working with schools on this nuanced, highly valuable process.
PGA of Ontario - Human Resource Leadership for the Golf IndustryMark Thompson
In today’s rapidly changing world, golf professionals need to realize that their greatest asset is their employees, and that effective people management is a key factor in their
overall success. Strong Human Resource practices are vital to YOUR success A manager’s most important, and most difficult, job is to manage people. You must lead, motivate, inspire, and encourage them.
Sometimes you will have to hire, fire, and discipline or evaluate
employees. This session will highlight key best practices through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that face operational leaders of team in the Canadian Golf Industry.
The document provides an overview of a customer relations training for supervisors. It discusses defining good customer service, handling different customer personalities, understanding customer needs, and TSD's objectives and key documents regarding customer service principles, strategic plans, and mission/vision. The agenda includes activities on personal and customer personalities, identifying customer groups and needs, and techniques for building rapport and meeting customer expectations.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
The document provides guidance to students and parents on planning for and applying to college. It recommends starting the process early in high school by creating a college file, researching colleges, preparing for standardized tests, becoming well-rounded through extracurricular activities, and discussing financial options. The college selection process involves finding the right academic fit and community. Admissions consider grades, test scores, essays, activities, and recommendations. Students should challenge themselves academically and explore interests to develop a strong application.
This document provides an overview of a presentation on gaining employment. It discusses how the job market has changed and become more complex with the rise of technologies like social media. Old methods like resumes, interviews, and job ads have been replaced by online profiles, video interviews, and targeted job boards. It emphasizes developing personal branding and emotional intelligence to stand out. It proposes that a gainful employment course should cover topics like personal branding, networking, interview skills, and enhancing one's value to employers. The document promotes a career development program and kit that teaches owning your career through developing a unique value and compelling brand on social media.
This document provides advice and suggestions for improving training programs by avoiding common pitfalls and "smells". It recommends following a formal process like ADDIE for planning, ensuring training content is high-quality and targeted to objectives/audiences, varying delivery methods, providing support after training, evaluating results, and aligning training with organizational goals. Checklists are provided for roles and steps to take to develop successful training. Overall it emphasizes the importance of planning, quality, evaluation and continuous improvement of training programs.
Let’s face it. We’ve all taken bad training. You know, the kind...the "hold-your-nose-and-get-through-it-as-fast-as-you-can" training.
What happens when you’re the one tasked with learning and development in your organization? How do you really know if your training programs measure up?
Here are six mistakes to avoid to ensure your training programs don’t stink.
Here we’ll present some expert advice for creating authentic, actionable personas, plus offer up some of our own tips from working with schools on this nuanced, highly valuable process.
PGA of Ontario - Human Resource Leadership for the Golf IndustryMark Thompson
In today’s rapidly changing world, golf professionals need to realize that their greatest asset is their employees, and that effective people management is a key factor in their
overall success. Strong Human Resource practices are vital to YOUR success A manager’s most important, and most difficult, job is to manage people. You must lead, motivate, inspire, and encourage them.
Sometimes you will have to hire, fire, and discipline or evaluate
employees. This session will highlight key best practices through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that face operational leaders of team in the Canadian Golf Industry.
Four Steps to a World-Class Internship ProgramMonster
Want to ensure your business is getting the MOST from your internship program? OR are you trying to get a program off the ground but not sure where to start? You’ve come to the right place. In this jam-packed, 1-hour webinar Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will dive in to the specifics of what makes internships successful and what you must do to produce a bottom-line return for your organization.
You’ll learn best practices from the biggest names in business, including measurable ways to:
* Structure your program
* Find your future rock stars
* Onboard effectively
* Keep interns engaged
* Evaluate your success
If you are relying on internships to recruit new grads (or plan to in the future), this webinar is a must-attend!
The document provides guidance on leveraging networking to find a new job. It discusses building perspective by understanding job market trends. A flexible marketing plan with multiple career field options is recommended. The "Diamond-Centered Interview" approach outlines interview best practices for candidates and employers. Closing the sale, following up, and coping with rejection are also addressed. Common job search questions are answered and networking resources are provided.
"Mapping the Student Lifecycle from Inquiry Through Graduation" [CAHEA Presen...Seelio
This document summarizes a presentation about mapping the student lifecycle from inquiry through graduation. It discusses how the student journey has evolved and strategies for aligning marketing from interest to alumni. It outlines recognizing the stages of inquiry, including top-of-funnel considerations to generate interest and middle-of-funnel engagement. Using portfolios throughout the student experience is highlighted as a tool to impact engagement, retention, career preparation, and graduation. Examples are provided of portfolio assignments and student feedback on their impact.
The document provides information about career services resources available to students including one-on-one career advising, resume and cover letter assistance, interview coaching, job search strategies, and access to online job posting and recruiting platforms. It also outlines upcoming career workshops on topics like resume writing, interview skills, negotiating job offers, and using social media for your job search. Details are provided on current job market trends, skills employers are looking for, and tips for activities like career fairs and interviews.
Recent research says that the business environment for CPAs and their clients will be characterized by “unprecedented, massive and highly accelerated change” through 2025. To thrive in this new age of hyper-change and growing uncertainty, it is now an imperative to learn a new competency--how to accurately anticipate the future. The key to success in this fast-changing environment is to learn how to move from being reactive to proactive and flip from crisis manager to an opportunity manager. Tom will show how to explore new value added services and position their practices for success in a rapidly changing world.
Learn which strategies engage prospective students best at each stage of the admissions funnel. By leveraging our research and actionable tips, you’ll be well on your way to connecting with more students.
What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.
OGSA - Attract, Select, Train and Retain, A Great Team - McKinley SolutionsMcKinley Solutions
Building the right team can really make or break your year. With only a core few on the team year round, staffing up each season provides both an opportunity and a challenge. We will walk through in detail the steps needed to form a great team. Starting from before they become an employee until they move on to the next stage of their career, each step is critical.
Attracting and selecting team members is no small job as you know. We will walk through the practical steps to make this easier for you. We show you how to not only confirm skills, but assess for culture fit with your team. From tips and templates to maximize today’s technology to attract great people to establishing a consistent selection process we will help start off the season on a great foot.
Engaging and training team members is your biggest challenge as it requires great planning in the off season and even greater day to day energy to connect with the 4 generations in the work force. Legislated training is a must, it does not mean it needs to be a bore. Ongoing mentoring and leadership is the focus you should have on training, it is a culture not and event.
Empowering and retaining is a tricky one, with such a season impact on your business. Now that you have a great team, how do you keep them, how do empower them to the next level, how do you get them to come back next season? Learn some techniques from exit interviews to off season communication and seasonal leadership roles that will increase empowerment and retain the best of the best.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
Basic concept strategy for campus hiring Jakir Hossain
This document provides an overview of campus placement or recruitment. It discusses what campus placement is, the different types including on-campus, pooled-campus, and off-campus. It outlines the objectives of campus placement for students, colleges, and companies. The typical procedure is described including pre-placement activities, written exams, interviews. Tips are provided for preparation like knowing the domain and developing skills. Important factors for placement include confidence and a positive attitude. Finally, some top sites for placement preparation are listed.
Cover letter templates that would fix your cover letter stress!Ita John
Our sample cover letters will help you to land the job you so desire!
Getting the perfect cover letter in front of the employer is one of the keys to your success
This document summarizes strategies for improving student recruitment and enrollment yields. It discusses shifting budgets downstream to focus more on engagement. It also recommends rethinking the traditional admissions funnel model and focusing more on building relationships through social media and listening to prospective students. Specific tactics include prioritizing events, web presence, customer service and campus visits over just increasing inquiries. Rethinking the website experience and using social tools to build conversations rather than just generate buzz are also suggested.
This document provides guidance on relational student lead management strategies. It discusses how today's prospective students, who are largely millennials and non-traditional students, value authentic exchanges, personalized communications, rapid responses, and individual attention. It recommends targeting, personalizing, nurturing, and being responsive to leads in order to yield the best results. Specific best practices include optimizing captured student data, using data to qualify and personalize communications with students, and keeping responses immediate. The key is developing relationships with prospective students by communicating with them personally throughout the admissions process.
The document discusses how organizations can profit from innovation through developing talent and engagement in agile learning organizations. It emphasizes that innovation requires both individual and organizational abilities to rapidly acquire new knowledge and skills in anticipation of future trends. Additionally, it highlights the need for leadership development, learning and development programs, effective collaboration, and knowledge sharing to address skills gaps and talent shortages that many organizations currently face.
Information Interview your way to a Job Handout Jeff Watson
Everyone hopes to land an interview or get an opportunity to show themselves to their future employers. What if you swapped roles and YOU conducted the interview? Don't wait for an invitation to interview, make your own!
Learn the tactics involved in information Interviewing. Source Employers, ask intentional questions to make your opportunity count and follow up like a professional to advance the relationship. If you follow these simple steps, you can information Interview your way to a job!
The document discusses several key factors for MBA graduates to consider when pursuing their careers, including developing specialized skills in growing industries, gaining work experience either before or during their MBA, conducting thorough research on potential employers, and networking. It also emphasizes the importance of soft skills, being resilient in your job search, preparing for interviews, and ensuring good fit between your goals and the company culture. While an MBA provides valuable business knowledge, communication skills are also highly valued by employers.
IACAC 2016 - Reimagine the Experience: 7 Ways to Delight Your Future StudentsTargetX
This document outlines 7 ways for colleges and universities to delight future students: 1) enhance the mobile experience, 2) reduce roadblocks, 3) tell more authentic stories, 4) prioritize campus visit experiences, 5) close the deal, 6) pave the path to student success, and 7) get recruitment teams delighted. Two college representatives then provide their perspectives on implementing these strategies at their respective institutions. The document concludes with recommendations for additional resources.
5 109 interview questions and answers - part 1 of 2Xitij Thool
The document provides 59 common interview questions and sample excellent responses. It is intended to help job applicants prepare for interviews by providing examples of strong answers to typical questions. Some of the questions covered include describing personal goals, how college experience relates to the desired career, qualifications for the position, examples of accomplishments, and descriptions of ability to work as part of a team. The responses give specific career-related details and emphasize skills and experiences relevant to the potential job.
Here are some key tips for recent college graduates to stand out in their job search based on the interview:
- Dress professionally for interviews rather than how you dressed in college. First impressions are critical.
- Highlight relevant experience like internships, projects, leadership roles, and skills gained from coursework. Recent graduates may lack extensive work experience so emphasize transferable skills.
- Network extensively through alumni associations, industry events, LinkedIn, and personal connections. Most jobs are found through networking rather than online applications.
- Customize each resume and cover letter for specific roles. Don't just mass distribute the same generic materials. Research the company and position thoroughly.
- Follow up promptly after interviews with a thank
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
Four Steps to a World-Class Internship ProgramMonster
Want to ensure your business is getting the MOST from your internship program? OR are you trying to get a program off the ground but not sure where to start? You’ve come to the right place. In this jam-packed, 1-hour webinar Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will dive in to the specifics of what makes internships successful and what you must do to produce a bottom-line return for your organization.
You’ll learn best practices from the biggest names in business, including measurable ways to:
* Structure your program
* Find your future rock stars
* Onboard effectively
* Keep interns engaged
* Evaluate your success
If you are relying on internships to recruit new grads (or plan to in the future), this webinar is a must-attend!
The document provides guidance on leveraging networking to find a new job. It discusses building perspective by understanding job market trends. A flexible marketing plan with multiple career field options is recommended. The "Diamond-Centered Interview" approach outlines interview best practices for candidates and employers. Closing the sale, following up, and coping with rejection are also addressed. Common job search questions are answered and networking resources are provided.
"Mapping the Student Lifecycle from Inquiry Through Graduation" [CAHEA Presen...Seelio
This document summarizes a presentation about mapping the student lifecycle from inquiry through graduation. It discusses how the student journey has evolved and strategies for aligning marketing from interest to alumni. It outlines recognizing the stages of inquiry, including top-of-funnel considerations to generate interest and middle-of-funnel engagement. Using portfolios throughout the student experience is highlighted as a tool to impact engagement, retention, career preparation, and graduation. Examples are provided of portfolio assignments and student feedback on their impact.
The document provides information about career services resources available to students including one-on-one career advising, resume and cover letter assistance, interview coaching, job search strategies, and access to online job posting and recruiting platforms. It also outlines upcoming career workshops on topics like resume writing, interview skills, negotiating job offers, and using social media for your job search. Details are provided on current job market trends, skills employers are looking for, and tips for activities like career fairs and interviews.
Recent research says that the business environment for CPAs and their clients will be characterized by “unprecedented, massive and highly accelerated change” through 2025. To thrive in this new age of hyper-change and growing uncertainty, it is now an imperative to learn a new competency--how to accurately anticipate the future. The key to success in this fast-changing environment is to learn how to move from being reactive to proactive and flip from crisis manager to an opportunity manager. Tom will show how to explore new value added services and position their practices for success in a rapidly changing world.
Learn which strategies engage prospective students best at each stage of the admissions funnel. By leveraging our research and actionable tips, you’ll be well on your way to connecting with more students.
What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.
OGSA - Attract, Select, Train and Retain, A Great Team - McKinley SolutionsMcKinley Solutions
Building the right team can really make or break your year. With only a core few on the team year round, staffing up each season provides both an opportunity and a challenge. We will walk through in detail the steps needed to form a great team. Starting from before they become an employee until they move on to the next stage of their career, each step is critical.
Attracting and selecting team members is no small job as you know. We will walk through the practical steps to make this easier for you. We show you how to not only confirm skills, but assess for culture fit with your team. From tips and templates to maximize today’s technology to attract great people to establishing a consistent selection process we will help start off the season on a great foot.
Engaging and training team members is your biggest challenge as it requires great planning in the off season and even greater day to day energy to connect with the 4 generations in the work force. Legislated training is a must, it does not mean it needs to be a bore. Ongoing mentoring and leadership is the focus you should have on training, it is a culture not and event.
Empowering and retaining is a tricky one, with such a season impact on your business. Now that you have a great team, how do you keep them, how do empower them to the next level, how do you get them to come back next season? Learn some techniques from exit interviews to off season communication and seasonal leadership roles that will increase empowerment and retain the best of the best.
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
Basic concept strategy for campus hiring Jakir Hossain
This document provides an overview of campus placement or recruitment. It discusses what campus placement is, the different types including on-campus, pooled-campus, and off-campus. It outlines the objectives of campus placement for students, colleges, and companies. The typical procedure is described including pre-placement activities, written exams, interviews. Tips are provided for preparation like knowing the domain and developing skills. Important factors for placement include confidence and a positive attitude. Finally, some top sites for placement preparation are listed.
Cover letter templates that would fix your cover letter stress!Ita John
Our sample cover letters will help you to land the job you so desire!
Getting the perfect cover letter in front of the employer is one of the keys to your success
This document summarizes strategies for improving student recruitment and enrollment yields. It discusses shifting budgets downstream to focus more on engagement. It also recommends rethinking the traditional admissions funnel model and focusing more on building relationships through social media and listening to prospective students. Specific tactics include prioritizing events, web presence, customer service and campus visits over just increasing inquiries. Rethinking the website experience and using social tools to build conversations rather than just generate buzz are also suggested.
This document provides guidance on relational student lead management strategies. It discusses how today's prospective students, who are largely millennials and non-traditional students, value authentic exchanges, personalized communications, rapid responses, and individual attention. It recommends targeting, personalizing, nurturing, and being responsive to leads in order to yield the best results. Specific best practices include optimizing captured student data, using data to qualify and personalize communications with students, and keeping responses immediate. The key is developing relationships with prospective students by communicating with them personally throughout the admissions process.
The document discusses how organizations can profit from innovation through developing talent and engagement in agile learning organizations. It emphasizes that innovation requires both individual and organizational abilities to rapidly acquire new knowledge and skills in anticipation of future trends. Additionally, it highlights the need for leadership development, learning and development programs, effective collaboration, and knowledge sharing to address skills gaps and talent shortages that many organizations currently face.
Information Interview your way to a Job Handout Jeff Watson
Everyone hopes to land an interview or get an opportunity to show themselves to their future employers. What if you swapped roles and YOU conducted the interview? Don't wait for an invitation to interview, make your own!
Learn the tactics involved in information Interviewing. Source Employers, ask intentional questions to make your opportunity count and follow up like a professional to advance the relationship. If you follow these simple steps, you can information Interview your way to a job!
The document discusses several key factors for MBA graduates to consider when pursuing their careers, including developing specialized skills in growing industries, gaining work experience either before or during their MBA, conducting thorough research on potential employers, and networking. It also emphasizes the importance of soft skills, being resilient in your job search, preparing for interviews, and ensuring good fit between your goals and the company culture. While an MBA provides valuable business knowledge, communication skills are also highly valued by employers.
IACAC 2016 - Reimagine the Experience: 7 Ways to Delight Your Future StudentsTargetX
This document outlines 7 ways for colleges and universities to delight future students: 1) enhance the mobile experience, 2) reduce roadblocks, 3) tell more authentic stories, 4) prioritize campus visit experiences, 5) close the deal, 6) pave the path to student success, and 7) get recruitment teams delighted. Two college representatives then provide their perspectives on implementing these strategies at their respective institutions. The document concludes with recommendations for additional resources.
5 109 interview questions and answers - part 1 of 2Xitij Thool
The document provides 59 common interview questions and sample excellent responses. It is intended to help job applicants prepare for interviews by providing examples of strong answers to typical questions. Some of the questions covered include describing personal goals, how college experience relates to the desired career, qualifications for the position, examples of accomplishments, and descriptions of ability to work as part of a team. The responses give specific career-related details and emphasize skills and experiences relevant to the potential job.
Here are some key tips for recent college graduates to stand out in their job search based on the interview:
- Dress professionally for interviews rather than how you dressed in college. First impressions are critical.
- Highlight relevant experience like internships, projects, leadership roles, and skills gained from coursework. Recent graduates may lack extensive work experience so emphasize transferable skills.
- Network extensively through alumni associations, industry events, LinkedIn, and personal connections. Most jobs are found through networking rather than online applications.
- Customize each resume and cover letter for specific roles. Don't just mass distribute the same generic materials. Research the company and position thoroughly.
- Follow up promptly after interviews with a thank
Khushi Saini, An Intern from The Sparks Foundationkhushisaini0924
This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.
5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
Go through the carousel and let me know your views 🤩
LinkedIn Strategic Guidelines for June 2024Bruce Bennett
LinkedIn is a powerful tool for networking, researching, and marketing yourself to clients and employers. This session teaches strategic practices for building your LinkedIn internet presence and marketing yourself. The use of # and @ symbols is covered as well as going mobile with the LinkedIn app.
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.
LinkedIn for Your Job Search June 17, 2024Bruce Bennett
This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
3. From John Sullivan “ Most Firms Utilize the Traditional Approach I estimate that 95% of corporate college recruiting programs follow the traditional model because everyone is familiar with it and they are simply comfortable using it. I sometimes call the traditional model the “career center focus” model because it relies so heavily on services offered by the career center, and very little on actual scouting for talent. The primary steps in the traditional model are simple and straightforward: (1) Pick your top schools in the U.S. and the majors to target. (2) Arrange with the career center dates for information sessions and interviews. (3) Place ads announcing the info session. (4) Develop brochures and recruiting collateral. (5) Offer food that is good enough to attract, and give a compelling talk. (6) Hold on-campus interviews. (7) Make your offers.” http://www.drjohnsullivan.com/content/view/232/28/
4. Output Of Traditional College Recruiting: A 3.6 GPA from a school that you have heard of who is socialable.