This document provides information and guidance for small and medium companies on applying for unsolicited jobs. It discusses researching companies to identify potential job openings, developing a marketing strategy, writing a concise job application, and following up after applying. Tips are provided on profiling the ideal candidate for a role, locating relevant companies to apply to, and utilizing networks and online resources to research companies and find job postings not otherwise advertised. The benefits and challenges of unsolicited or "cold" applications are reviewed.
The document provides tips for writing effective job advertisements including mentioning salary, using relevant industry terminology, keeping the ad concise by removing unnecessary words, spell checking, having others review the ad, and ensuring all key details are included. It emphasizes focusing the first sentence on what makes the job interesting and distinguishing it from others. The document also includes an example job description for a software developer role.
The document provides guidance on conducting a successful job search in 7 steps: 1) Get organized by identifying career goals and assessing your skills. 2) Research potential employers and industry trends. 3) Network and conduct informational interviews to learn about opportunities. 4) Prepare marketing tools like a resume, cover letter, and develop interview skills. 5) Apply to relevant positions using job boards and other resources. 6) Follow up with thank you letters after interviews. 7) Remain persistent as the average search takes 4-6 months. The JobUrban website offers additional help with developing job search materials and identifying positions.
Elements of Job Advertisement
Communication Mediums of Job Advertisements
References:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Danny. The Talent Scout's Blog. The 8 Elements of a Good Recruitment Ad. Electronic References. Retrieved from:
http://thetalentscout.wordpress.com/2012/05/12/the-8-elements-of-a-good-recruitment-ad-6/
For those employers that want to hire for the best possible outcomes, and job seekers searching for the best possible career opportunities, job boards have a unique opportunity to expand their service offerings with mini projects to add value:
Employers:
–Help employers hire for the best possible outcomes, reduce the cost of hiring, and reduce the time to fill open positions
–Offer employers an effective alternative to non-standard resumes
Job Seekers:
–Provide job seekers the tools to create mini projects targeted to specific employers, a specific industry, a specific location, etc.–Offer job candidates an effective alternative to submitting countless resumes to non-standard job descriptions
The document outlines 7 daily habits of successful recruiters: 1) keep the big picture in mind by understanding a company's mission and talent strategy, 2) dig deeper to find candidates that are a fit for both the job and company culture, 3) think differently about job ads to attract a more diverse set of candidates, 4) continuously self-improve recruiting methods, 5) nurture existing talent communities through regular outreach, 6) track metrics to improve processes, and 7) be proactive in identifying future hiring needs and building candidate pipelines. Adopting these 7 habits can help recruiters produce better results.
Because a job posting is your company’s first touchpoint with talent, it’s critical to understand how to write it effectively. Job titles, company descriptions and word choice can all affect a candidate’s perception of your company and ultimately their decision to apply. Don’t let top performers slip through your fingers by missing the mark in your job postings. Use these easy tips to improve your ads and increase results.
Jobmet is a Chinese HR recruiting company founded in 2005 with over 200 employees and offices across China. It has a large database of 22 million resumes and provides customized recruiting solutions including candidate sourcing, screening, engagement, and retention services. Jobmet utilizes a professional consulting team and proprietary technology to help clients find qualified candidates and solve their hiring needs.
ABB Ltd. is a Swiss-Swedish multinational corporation headquartered in Zurich, Switzerland that operates in over 100 countries with approximately 150,000 employees. The recruitment and selection process at ABB begins with job postings that specify the position requirements. Candidates then go through an initial application screening followed by phone or video interviews to evaluate their knowledge and qualifications. Shortlisted candidates participate in a second in-depth interview and complete a domain-specific online test. The final stages involve an HR interview, case study or business presentation. If selected, candidates undergo background and reference checks before receiving a job offer contingent on qualifications verification and compliance with local regulations.
The document provides tips for writing effective job advertisements including mentioning salary, using relevant industry terminology, keeping the ad concise by removing unnecessary words, spell checking, having others review the ad, and ensuring all key details are included. It emphasizes focusing the first sentence on what makes the job interesting and distinguishing it from others. The document also includes an example job description for a software developer role.
The document provides guidance on conducting a successful job search in 7 steps: 1) Get organized by identifying career goals and assessing your skills. 2) Research potential employers and industry trends. 3) Network and conduct informational interviews to learn about opportunities. 4) Prepare marketing tools like a resume, cover letter, and develop interview skills. 5) Apply to relevant positions using job boards and other resources. 6) Follow up with thank you letters after interviews. 7) Remain persistent as the average search takes 4-6 months. The JobUrban website offers additional help with developing job search materials and identifying positions.
Elements of Job Advertisement
Communication Mediums of Job Advertisements
References:
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Danny. The Talent Scout's Blog. The 8 Elements of a Good Recruitment Ad. Electronic References. Retrieved from:
http://thetalentscout.wordpress.com/2012/05/12/the-8-elements-of-a-good-recruitment-ad-6/
For those employers that want to hire for the best possible outcomes, and job seekers searching for the best possible career opportunities, job boards have a unique opportunity to expand their service offerings with mini projects to add value:
Employers:
–Help employers hire for the best possible outcomes, reduce the cost of hiring, and reduce the time to fill open positions
–Offer employers an effective alternative to non-standard resumes
Job Seekers:
–Provide job seekers the tools to create mini projects targeted to specific employers, a specific industry, a specific location, etc.–Offer job candidates an effective alternative to submitting countless resumes to non-standard job descriptions
The document outlines 7 daily habits of successful recruiters: 1) keep the big picture in mind by understanding a company's mission and talent strategy, 2) dig deeper to find candidates that are a fit for both the job and company culture, 3) think differently about job ads to attract a more diverse set of candidates, 4) continuously self-improve recruiting methods, 5) nurture existing talent communities through regular outreach, 6) track metrics to improve processes, and 7) be proactive in identifying future hiring needs and building candidate pipelines. Adopting these 7 habits can help recruiters produce better results.
Because a job posting is your company’s first touchpoint with talent, it’s critical to understand how to write it effectively. Job titles, company descriptions and word choice can all affect a candidate’s perception of your company and ultimately their decision to apply. Don’t let top performers slip through your fingers by missing the mark in your job postings. Use these easy tips to improve your ads and increase results.
Jobmet is a Chinese HR recruiting company founded in 2005 with over 200 employees and offices across China. It has a large database of 22 million resumes and provides customized recruiting solutions including candidate sourcing, screening, engagement, and retention services. Jobmet utilizes a professional consulting team and proprietary technology to help clients find qualified candidates and solve their hiring needs.
ABB Ltd. is a Swiss-Swedish multinational corporation headquartered in Zurich, Switzerland that operates in over 100 countries with approximately 150,000 employees. The recruitment and selection process at ABB begins with job postings that specify the position requirements. Candidates then go through an initial application screening followed by phone or video interviews to evaluate their knowledge and qualifications. Shortlisted candidates participate in a second in-depth interview and complete a domain-specific online test. The final stages involve an HR interview, case study or business presentation. If selected, candidates undergo background and reference checks before receiving a job offer contingent on qualifications verification and compliance with local regulations.
The document summarizes discussions from a focus group on improving external talent pools. Key points discussed include:
1) Current systems and processes for managing talent pools are not effective and lack central tracking, tools, and defined plans. Communication and engagement with candidates also needs improvement.
2) Possible solutions discussed involve implementing an applicant tracking system, developing consistent talent pool criteria and processes, measuring outcomes, and improving communication and engagement with candidates as well as business stakeholders.
3) Specific recommendations provided include categorizing candidates as "gold, silver, bronze" based on qualification level and engagement approach, leveraging tools like LinkedIn, and gaining support from internal business partners and external research providers.
The document discusses how to build an effective personal brand on LinkedIn. It recommends adding a personalized photo and tagline to introduce yourself. The summary section should engage readers in 5-10 seconds by capturing their attention and telling a story. The profile should highlight skills and expertise, provide details about work experience and how it contributes to company goals. Completing the profile with recommendations, languages and interests helps create opportunities. Connecting with colleagues and customizing your URL allows others to find you more easily. The key is to validate your expertise, educate readers and differentiate yourself from others.
Pathway Apprenticeship Recruitment Interview Preparation DocumentThe Pathway Group
The document provides guidance on preparing for a job interview. It recommends researching the company and job description, tailoring your CV, evaluating your strengths and skills, and practicing mock interviews. The document also suggests dressing professionally and anticipating common interview questions about your background, qualifications, and interests in the role. Employers may ask questions at the end, so be prepared with respectful questions about the job and next steps in the hiring process.
This document provides tips for building an effective LinkedIn profile in 3 sentences or less:
Optimize your profile with a photo, personalized tagline, and concise elevator pitch to capture attention. Highlight relevant skills, qualifications, and keywords that recruiters search for. Make your profile public and build your professional network by connecting with colleagues, alumni, and joining relevant industry groups.
This document provides an overview of the internship search process in 4 stages: explore, prepare, apply & network, and interview & choose. It discusses exploring internship opportunities through self-assessment and research, preparing application materials like resumes and cover letters tailored for specific roles, applying and networking through sites like LinkedIn, and interviewing and selecting an internship. The goal is to help students gain workplace skills, experience, and contacts through relevant internships.
Preparing for your interview by Apprenticeship Recruitment, BirminghamThe Pathway Group
Apprenticeship interview tips, apprenticeship guide, apprenticeship recruitment, preparing for an interview interview questions, preparing for an interview, preparing for an interview for an apprenticeship, preparing for an interview questions, preparing for an interview for an apprenticeship position, interview facing skills, preparing for an interview, interview questions for apprenticeships, apprenticeships birmingham, apprenticeship recruitment birmingham,
This document provides career search guidelines and covers resumes, cover letters, thank you letters, interviews, internships, and case studies. It discusses the components of an effective resume, cover letter format and content, common interview questions, and the purpose and types of internships. Case studies are used to demonstrate how to complete different resume and cover letter components for specific career fields and positions. Groups are assigned cases and must work together to fill in resume and cover letter details based on the guidelines and their assigned career field.
Work experience can take many forms, including internships, placements, projects, and volunteering. It is important for confirming career choices, building industry connections, and improving employability. Students should research opportunities in their field, use personal networks, approach contacts directly with a clear ask, and be prepared to follow up. The university's Careers and Employability Centre provides resources and support for finding and making the most out of work experience.
This document provides a summary of the key steps and strategies for an effective job search process. It outlines 6 main sections:
1. Know Yourself - Complete a self-assessment to understand your priorities, interests, personality, and skills.
2. Explore Options - Research potential career options that align with your profile and the current job market.
3. Build Job Search Strategies - Learn tips for an effective resume, interview preparation, and networking.
4. Keep a Positive Spirit - Maintain a growth mindset and focus on factors within your control during your job search.
5. Help is Always Available - Leverage government support programs for skills training, career coaching, and job placement
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
The document provides an overview of Anne Marie Segal's presentation on effective interview strategy and execution. It discusses the importance of preparation before, during, and after an interview. Key aspects of preparation include researching the company, developing a personal value proposition, preparing answers for common questions, and following up after the interview. The presentation emphasizes networking to obtain interviews, informational interviewing to learn more about roles and industries, and focusing interview answers on demonstrating value to the employer.
The document summarizes services provided by a university career center to help students with career development and attainment. It outlines numerous seminars, resources, and one-on-one advising to help students with resumes, interviews, career fairs, job searching, and networking. It emphasizes developing skills and experiences employers are seeking like leadership, communication, and internships/co-ops. It provides tips for students to create effective resumes and strategies for career fairs and interviews.
In this presentation I will cover two topic of information for students
1) How write good Resume and Do & Don't of Resume
2) How to be job ready and tips for becoming job ready.
Enlisting Recruiters in Your Job SearchKathy Bernard
Do you want recruiters / headhunters to help you in land a position, but haven't a clue about how to involve them in your job search?
By watching the presentation, you will
• Learn how to enlist recruiters/headhunters in your job search
• Find out specifically what recruiters seek in top candidates
• Discover what to expect when you meet with recruiters
• Learn how to get a recruiter to REALLY help you and much, much more.
This document provides guidance on planning an effective job search. It discusses assessing skills and goals, researching employers and industries, using various job search strategies like networking and informational interviews, maintaining organization and persistence, avoiding common mistakes, and utilizing career center resources for support. The key steps outlined are self-assessment, developing targeted materials, implementing an active job search strategy, following up consistently, and getting feedback to refine your approach.
This document provides guidance on planning an effective job search. It discusses developing a targeted strategy including self-assessment, researching employers and industries, networking, informational interviewing, and following up. Common mistakes like relying on only one strategy or not dedicating enough time are highlighted. The importance of persistence, organization, goal-setting, and utilizing career center resources is emphasized.
This document provides an overview and preparation guide for consulting case interviews. It discusses building relationships with target firms, resume preparation, interview technique basics, types of cases, and key business concepts. The guide emphasizes structuring case problems, following a consistent approach, and demonstrating an understanding of business fundamentals during the interview.
The document provides guidance on facilitating a job seeker's job search process. It discusses balancing support with independence, motivating job seekers to create and follow a plan, and building their job search skills. The job search process involves setting goals, identifying high-value activities, and developing and working a plan. Job seekers should know themselves, know the job market, and make the best match between their skills and available jobs.
Burtch Works Top Career Tips for Analytics, Data Science, & Marketing ResearchLinda Burtch
This document provides career tips for analytics, data science, and marketing research professionals. It recommends proactively managing your career by learning new skills, staying current on trends, and networking. The document outlines best practices for resumes, interviews, and job searching, noting that changing jobs can increase salaries by an average of 14% in analytics. It introduces Burtch Works as a recruiting firm that can help connect professionals to opportunities in quantitative fields.
This document outlines tips and guidance for successful performance at job interviews. It discusses preparing for an interview by researching the company and role, developing an elevator pitch, and practicing answers to common questions. During the interview, it emphasizes arriving on time, dressing appropriately, maintaining eye contact, listening, and asking questions. It also warns against behaviors that could sabotage an interview like being unprepared or lying. The document provides guidance on next steps whether the interview results in a job offer or rejection.
The document provides information about career services and upcoming events from AU Career at Aarhus University for business and social science students. It outlines that AU Career offers counseling, a job bank, and events. A list of upcoming events is then provided that range from job interview seminars to courses on time management and finding future opportunities in Denmark. Contact details are given at the end for AU Career.
The document summarizes discussions from a focus group on improving external talent pools. Key points discussed include:
1) Current systems and processes for managing talent pools are not effective and lack central tracking, tools, and defined plans. Communication and engagement with candidates also needs improvement.
2) Possible solutions discussed involve implementing an applicant tracking system, developing consistent talent pool criteria and processes, measuring outcomes, and improving communication and engagement with candidates as well as business stakeholders.
3) Specific recommendations provided include categorizing candidates as "gold, silver, bronze" based on qualification level and engagement approach, leveraging tools like LinkedIn, and gaining support from internal business partners and external research providers.
The document discusses how to build an effective personal brand on LinkedIn. It recommends adding a personalized photo and tagline to introduce yourself. The summary section should engage readers in 5-10 seconds by capturing their attention and telling a story. The profile should highlight skills and expertise, provide details about work experience and how it contributes to company goals. Completing the profile with recommendations, languages and interests helps create opportunities. Connecting with colleagues and customizing your URL allows others to find you more easily. The key is to validate your expertise, educate readers and differentiate yourself from others.
Pathway Apprenticeship Recruitment Interview Preparation DocumentThe Pathway Group
The document provides guidance on preparing for a job interview. It recommends researching the company and job description, tailoring your CV, evaluating your strengths and skills, and practicing mock interviews. The document also suggests dressing professionally and anticipating common interview questions about your background, qualifications, and interests in the role. Employers may ask questions at the end, so be prepared with respectful questions about the job and next steps in the hiring process.
This document provides tips for building an effective LinkedIn profile in 3 sentences or less:
Optimize your profile with a photo, personalized tagline, and concise elevator pitch to capture attention. Highlight relevant skills, qualifications, and keywords that recruiters search for. Make your profile public and build your professional network by connecting with colleagues, alumni, and joining relevant industry groups.
This document provides an overview of the internship search process in 4 stages: explore, prepare, apply & network, and interview & choose. It discusses exploring internship opportunities through self-assessment and research, preparing application materials like resumes and cover letters tailored for specific roles, applying and networking through sites like LinkedIn, and interviewing and selecting an internship. The goal is to help students gain workplace skills, experience, and contacts through relevant internships.
Preparing for your interview by Apprenticeship Recruitment, BirminghamThe Pathway Group
Apprenticeship interview tips, apprenticeship guide, apprenticeship recruitment, preparing for an interview interview questions, preparing for an interview, preparing for an interview for an apprenticeship, preparing for an interview questions, preparing for an interview for an apprenticeship position, interview facing skills, preparing for an interview, interview questions for apprenticeships, apprenticeships birmingham, apprenticeship recruitment birmingham,
This document provides career search guidelines and covers resumes, cover letters, thank you letters, interviews, internships, and case studies. It discusses the components of an effective resume, cover letter format and content, common interview questions, and the purpose and types of internships. Case studies are used to demonstrate how to complete different resume and cover letter components for specific career fields and positions. Groups are assigned cases and must work together to fill in resume and cover letter details based on the guidelines and their assigned career field.
Work experience can take many forms, including internships, placements, projects, and volunteering. It is important for confirming career choices, building industry connections, and improving employability. Students should research opportunities in their field, use personal networks, approach contacts directly with a clear ask, and be prepared to follow up. The university's Careers and Employability Centre provides resources and support for finding and making the most out of work experience.
This document provides a summary of the key steps and strategies for an effective job search process. It outlines 6 main sections:
1. Know Yourself - Complete a self-assessment to understand your priorities, interests, personality, and skills.
2. Explore Options - Research potential career options that align with your profile and the current job market.
3. Build Job Search Strategies - Learn tips for an effective resume, interview preparation, and networking.
4. Keep a Positive Spirit - Maintain a growth mindset and focus on factors within your control during your job search.
5. Help is Always Available - Leverage government support programs for skills training, career coaching, and job placement
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
The document provides an overview of Anne Marie Segal's presentation on effective interview strategy and execution. It discusses the importance of preparation before, during, and after an interview. Key aspects of preparation include researching the company, developing a personal value proposition, preparing answers for common questions, and following up after the interview. The presentation emphasizes networking to obtain interviews, informational interviewing to learn more about roles and industries, and focusing interview answers on demonstrating value to the employer.
The document summarizes services provided by a university career center to help students with career development and attainment. It outlines numerous seminars, resources, and one-on-one advising to help students with resumes, interviews, career fairs, job searching, and networking. It emphasizes developing skills and experiences employers are seeking like leadership, communication, and internships/co-ops. It provides tips for students to create effective resumes and strategies for career fairs and interviews.
In this presentation I will cover two topic of information for students
1) How write good Resume and Do & Don't of Resume
2) How to be job ready and tips for becoming job ready.
Enlisting Recruiters in Your Job SearchKathy Bernard
Do you want recruiters / headhunters to help you in land a position, but haven't a clue about how to involve them in your job search?
By watching the presentation, you will
• Learn how to enlist recruiters/headhunters in your job search
• Find out specifically what recruiters seek in top candidates
• Discover what to expect when you meet with recruiters
• Learn how to get a recruiter to REALLY help you and much, much more.
This document provides guidance on planning an effective job search. It discusses assessing skills and goals, researching employers and industries, using various job search strategies like networking and informational interviews, maintaining organization and persistence, avoiding common mistakes, and utilizing career center resources for support. The key steps outlined are self-assessment, developing targeted materials, implementing an active job search strategy, following up consistently, and getting feedback to refine your approach.
This document provides guidance on planning an effective job search. It discusses developing a targeted strategy including self-assessment, researching employers and industries, networking, informational interviewing, and following up. Common mistakes like relying on only one strategy or not dedicating enough time are highlighted. The importance of persistence, organization, goal-setting, and utilizing career center resources is emphasized.
This document provides an overview and preparation guide for consulting case interviews. It discusses building relationships with target firms, resume preparation, interview technique basics, types of cases, and key business concepts. The guide emphasizes structuring case problems, following a consistent approach, and demonstrating an understanding of business fundamentals during the interview.
The document provides guidance on facilitating a job seeker's job search process. It discusses balancing support with independence, motivating job seekers to create and follow a plan, and building their job search skills. The job search process involves setting goals, identifying high-value activities, and developing and working a plan. Job seekers should know themselves, know the job market, and make the best match between their skills and available jobs.
Burtch Works Top Career Tips for Analytics, Data Science, & Marketing ResearchLinda Burtch
This document provides career tips for analytics, data science, and marketing research professionals. It recommends proactively managing your career by learning new skills, staying current on trends, and networking. The document outlines best practices for resumes, interviews, and job searching, noting that changing jobs can increase salaries by an average of 14% in analytics. It introduces Burtch Works as a recruiting firm that can help connect professionals to opportunities in quantitative fields.
Similar to Unsolicited applications workshop show (20)
This document outlines tips and guidance for successful performance at job interviews. It discusses preparing for an interview by researching the company and role, developing an elevator pitch, and practicing answers to common questions. During the interview, it emphasizes arriving on time, dressing appropriately, maintaining eye contact, listening, and asking questions. It also warns against behaviors that could sabotage an interview like being unprepared or lying. The document provides guidance on next steps whether the interview results in a job offer or rejection.
The document provides information about career services and upcoming events from AU Career at Aarhus University for business and social science students. It outlines that AU Career offers counseling, a job bank, and events. A list of upcoming events is then provided that range from job interview seminars to courses on time management and finding future opportunities in Denmark. Contact details are given at the end for AU Career.
Competence Assessment Workshop Slides (27.10.14)AU Career
This document summarizes an agenda for a workshop on competence assessment for academics seeking employment. The agenda includes discussions of the current job market for academics, how to get a first job, and a competence assessment model. It also provides tips for networking and highlighting one's competencies in the job search process.
This document provides guidance on creating an effective CV and cover letter for the Danish job market. It discusses the purpose and structure of both documents, including limiting the CV to 2 pages and targeting it to specific job requirements. Tips are provided for writing a skills-based or chronological CV, cover letter components like motivation and competencies, and how to appropriately contact potential employers about unsolicited applications. The last section outlines what to expect in a typical Danish job interview.
The document provides advice on creating an effective elevator pitch. It emphasizes that an elevator pitch should be 30 seconds and leave the target intrigued and eager to learn more. It recommends preparing by understanding who the target is and why they should care. An effective elevator pitch creates attention, generates interest, builds trust, and communicates the value proposition to close the deal. Visualizing success and speaking slowly and clearly are also advised.
This document provides guidance on writing a business plan and starting a business in Denmark. It outlines important initial steps like exploring business ideas, finding value in potential opportunities, and registering a company. The document reviews different legal forms of businesses in Denmark like sole proprietorships, partnerships, entrepreneur companies, and limited companies. It also discusses key considerations for accounting, taxes, permits, insurance, and economic management for a new Danish business. Resources for further information on starting and running a business in Denmark are provided.
This document provides information for starting a business in Denmark. It outlines the registration process which includes obtaining a residence and work permit, VAT registration, and any necessary permits. It also discusses accounting requirements, legal business structures like sole proprietorships and limited companies, compulsory business and owner insurances, and resources for entrepreneurs including the Business Development Center in Aarhus.
The document provides tips for giving effective presentations from Nicolaj Bang, a regional manager at Venture Cup with 11 years of experience in politics. It discusses the importance of avoiding boring presentations that steal life from the audience. Tips include being precise, thinking like the audience, using your full voice, making eye contact, visualizing success, speaking slowly and clearly, and inspiring the audience. It encourages attendees to try out the tips and contact Bang with any other questions.
CV & CL Seminar fall 2013 Ppt til jobsøgningskursus stud.2013AU Career
This document provides guidance on creating a CV and cover letter targeted towards the Danish labor market. It discusses the purpose and structure of a CV, emphasizing that it should be concise and highlight the applicant's most relevant skills and competencies. The suggested CV structure includes sections for personal details, personal profile, work experience, education, skills, and references. Sample content is provided for each section. Advice is also given on writing a targeted cover letter, including researching the company, matching skills to the job description, and conveying motivation and fit for the role.
Interresource presentation woyc 17.09.2013AU Career
This document provides information about Interresource, a program that aims to encourage international students at Aarhus University to remain in Denmark after graduation by linking them with Danish companies. It offers career counseling services and events like CV and cover letter seminars, workshops on competencies and Danish workplace culture, and opportunities to meet with companies at events like "A Day With" and Company Dating. The services are available to all international students at Aarhus University and are provided through two offices on campus.
Job tuesday 1 creative ways into the job market 2013AU Career
ConnACT is a job club that helps international job seekers by providing networking opportunities and support through their job searching process. The club aims to turn the negative aspects of unemployment into positive experiences by focusing on personal development and helping participants expand their comfort zones. It encourages expanding one's comfort zone and gaining self-awareness of their conscious mind, sub-conscious mind, and body to improve job searching efforts.
This document summarizes a group counseling session on writing CVs and cover letters. It includes tips for layout, content, and structure of CVs and cover letters. It also discusses different application processes in Denmark and how to research companies. The document concludes with an exercise where participants will give each other feedback on their CVs.
The document provides guidance on attending a seminar about writing CVs and cover letters, including an agenda that covers writing a good CV, writing a good cover letter, and a question period. It also includes tips on how to structure a CV, write a personal profile and work experience section, and how to prepare a targeted cover letter by researching the company and matching one's skills to the job description.
The document provides tips on using LinkedIn to help students in their careers. It discusses using LinkedIn to create and nurture a professional network, research companies and jobs, and get recruited. It highlights LinkedIn's worldwide reach and growth. The document then outlines a 10 step program to guide students on improving their profiles, mapping their networks, finding former classmates, and locating jobs on LinkedIn. It emphasizes regularly engaging with connections to maintain professional relationships.
Work out your competencies akk 20.03.2013AU Career
This document discusses identifying and conveying competencies to employers. It defines qualifications as abilities gained through formal education, while competencies are qualifications applied in practice. Competencies are contextual. The document provides examples of general academic competencies, specific professional competencies, and personal competencies. It notes employers look for experience and how one can brand themselves. It stresses competencies should be documented and relate to the work context. Having a comprehensive competency list can help tailor targeted CVs for specific jobs by focusing on the required competencies. The document advises getting feedback from others and adjusting one's CV and profile for different positions.
Inter resource presentation arts 20.03.2013AU Career
The document announces career development events from InterResource, including seminars on CVs, cover letters, and competencies, as well as one-on-one counseling and networking events, to help international students connect with Danish companies. It also provides details on upcoming events in April and announces that InterResource is looking for a new intern. Contact information is listed at the bottom for their Facebook page, website, and two office locations.
This document provides guidance on competency assessment for career planning. It discusses how individuals understand their own competencies and how that affects career choices. It then outlines a series of exercises for students to identify important experiences, spot competencies in success stories, distinguish between professional and personal competencies, make lists of educational and job experiences and milestones, and create a top 10 competencies list. The document asks students to consider their dreams for future careers and which competencies are relevant. It provides contact information for further questions.
This document provides an overview of the Danish labor market and salary negotiation process. It discusses the three-party model of unions, employers associations, and the Danish state. It outlines the unemployment insurance system and conditions for receiving unemployment benefits. The document then covers the two main scenarios for salary negotiations - during hiring and annual reviews. It provides tips for negotiating salary and perks, including knowing alternatives, being prepared, asking questions, and maintaining a positive attitude.
This document summarizes a group counseling session on writing CVs and cover letters. The session included introducing participants, tips for writing CVs and cover letters, and an exercise where participants provided feedback on each other's CVs. Key tips included keeping CVs concise and targeted to specific jobs, researching companies for cover letters, and emphasizing future contributions over past qualifications for unsolicited applications.
The document provides details about an upcoming CV and cover letter seminar, including the agenda and speakers. The seminar will cover how to write a good CV, cover letter, elevator pitch, and tips for unsolicited job applications. It also lists upcoming career events and contact information for career counseling.
Unlocking Productivity: Leveraging the Potential of Copilot in Microsoft 365, a presentation by Christoforos Vlachos, Senior Solutions Manager – Modern Workplace, Uni Systems
For the full video of this presentation, please visit: https://www.edge-ai-vision.com/2024/06/building-and-scaling-ai-applications-with-the-nx-ai-manager-a-presentation-from-network-optix/
Robin van Emden, Senior Director of Data Science at Network Optix, presents the “Building and Scaling AI Applications with the Nx AI Manager,” tutorial at the May 2024 Embedded Vision Summit.
In this presentation, van Emden covers the basics of scaling edge AI solutions using the Nx tool kit. He emphasizes the process of developing AI models and deploying them globally. He also showcases the conversion of AI models and the creation of effective edge AI pipelines, with a focus on pre-processing, model conversion, selecting the appropriate inference engine for the target hardware and post-processing.
van Emden shows how Nx can simplify the developer’s life and facilitate a rapid transition from concept to production-ready applications.He provides valuable insights into developing scalable and efficient edge AI solutions, with a strong focus on practical implementation.
Infrastructure Challenges in Scaling RAG with Custom AI modelsZilliz
Building Retrieval-Augmented Generation (RAG) systems with open-source and custom AI models is a complex task. This talk explores the challenges in productionizing RAG systems, including retrieval performance, response synthesis, and evaluation. We’ll discuss how to leverage open-source models like text embeddings, language models, and custom fine-tuned models to enhance RAG performance. Additionally, we’ll cover how BentoML can help orchestrate and scale these AI components efficiently, ensuring seamless deployment and management of RAG systems in the cloud.
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Building Production Ready Search Pipelines with Spark and MilvusZilliz
Spark is the widely used ETL tool for processing, indexing and ingesting data to serving stack for search. Milvus is the production-ready open-source vector database. In this talk we will show how to use Spark to process unstructured data to extract vector representations, and push the vectors to Milvus vector database for search serving.
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024Neo4j
Neha Bajwa, Vice President of Product Marketing, Neo4j
Join us as we explore breakthrough innovations enabled by interconnected data and AI. Discover firsthand how organizations use relationships in data to uncover contextual insights and solve our most pressing challenges – from optimizing supply chains, detecting fraud, and improving customer experiences to accelerating drug discoveries.
AI 101: An Introduction to the Basics and Impact of Artificial IntelligenceIndexBug
Imagine a world where machines not only perform tasks but also learn, adapt, and make decisions. This is the promise of Artificial Intelligence (AI), a technology that's not just enhancing our lives but revolutionizing entire industries.
TrustArc Webinar - 2024 Global Privacy SurveyTrustArc
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
Driving Business Innovation: Latest Generative AI Advancements & Success StorySafe Software
Are you ready to revolutionize how you handle data? Join us for a webinar where we’ll bring you up to speed with the latest advancements in Generative AI technology and discover how leveraging FME with tools from giants like Google Gemini, Amazon, and Microsoft OpenAI can supercharge your workflow efficiency.
During the hour, we’ll take you through:
Guest Speaker Segment with Hannah Barrington: Dive into the world of dynamic real estate marketing with Hannah, the Marketing Manager at Workspace Group. Hear firsthand how their team generates engaging descriptions for thousands of office units by integrating diverse data sources—from PDF floorplans to web pages—using FME transformers, like OpenAIVisionConnector and AnthropicVisionConnector. This use case will show you how GenAI can streamline content creation for marketing across the board.
Ollama Use Case: Learn how Scenario Specialist Dmitri Bagh has utilized Ollama within FME to input data, create custom models, and enhance security protocols. This segment will include demos to illustrate the full capabilities of FME in AI-driven processes.
Custom AI Models: Discover how to leverage FME to build personalized AI models using your data. Whether it’s populating a model with local data for added security or integrating public AI tools, find out how FME facilitates a versatile and secure approach to AI.
We’ll wrap up with a live Q&A session where you can engage with our experts on your specific use cases, and learn more about optimizing your data workflows with AI.
This webinar is ideal for professionals seeking to harness the power of AI within their data management systems while ensuring high levels of customization and security. Whether you're a novice or an expert, gain actionable insights and strategies to elevate your data processes. Join us to see how FME and AI can revolutionize how you work with data!
“An Outlook of the Ongoing and Future Relationship between Blockchain Technologies and Process-aware Information Systems.” Invited talk at the joint workshop on Blockchain for Information Systems (BC4IS) and Blockchain for Trusted Data Sharing (B4TDS), co-located with with the 36th International Conference on Advanced Information Systems Engineering (CAiSE), 3 June 2024, Limassol, Cyprus.
Maruthi Prithivirajan, Head of ASEAN & IN Solution Architecture, Neo4j
Get an inside look at the latest Neo4j innovations that enable relationship-driven intelligence at scale. Learn more about the newest cloud integrations and product enhancements that make Neo4j an essential choice for developers building apps with interconnected data and generative AI.
Sudheer Mechineni, Head of Application Frameworks, Standard Chartered Bank
Discover how Standard Chartered Bank harnessed the power of Neo4j to transform complex data access challenges into a dynamic, scalable graph database solution. This keynote will cover their journey from initial adoption to deploying a fully automated, enterprise-grade causal cluster, highlighting key strategies for modelling organisational changes and ensuring robust disaster recovery. Learn how these innovations have not only enhanced Standard Chartered Bank’s data infrastructure but also positioned them as pioneers in the banking sector’s adoption of graph technology.
Programming Foundation Models with DSPy - Meetup SlidesZilliz
Prompting language models is hard, while programming language models is easy. In this talk, I will discuss the state-of-the-art framework DSPy for programming foundation models with its powerful optimizers and runtime constraint system.
UiPath Test Automation using UiPath Test Suite series, part 5DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 5. In this session, we will cover CI/CD with devops.
Topics covered:
CI/CD with in UiPath
End-to-end overview of CI/CD pipeline with Azure devops
Speaker:
Lyndsey Byblow, Test Suite Sales Engineer @ UiPath, Inc.
6. Unsolicited job search
Pros:
Bigger chance of finding a job
Bigger responsibility and variety in job content
The only international employee
Gain a lot of experience and get involved in the decision-making
Cons:
Bigger research before applying
Little to maybe no experience with your academic background
The only international employee
Not your dream job or organization
7. Marketing Strategy
• Set your intention/your goal
• Find your strengths, personality traits, experiences etc.
• Set up a strategy to sell yourself
• Start your research
8. Research-ResearchResearch
Internet
- Databases (job and company)
- LinkedIn
- News/articles
- Company website
Network
- Personal/professional
- Call for info/set up a meeting
- A kasse (unemployment insurance)
9. Job Application – max 1 page
Attention (1 line)
- Engaging headline, capture the essence of you
Interest (app. 2 lines)
- What is your motivation for applying? Catch the readers interest
Desire (app. 3 lines)
- What’s in it for the Company if they employ you?
- Mutual benefits from your corporation
Section with specific examples to emphasize your
skills/experiences/personality – why employ you?
Action (app. 2-3 lines)
- conclude on a positive note, why you are the perfect match
- keep it short and to the point
11. Follow up
• Call the Company after days/a week
• Reconnect after a couple of months
• If rejected - ask if the Company knows about other
Companies, who can benefit from skills/expertise
15. Searching for Company information
www.proff.dk
http://borsen.dk/konferencer/gazeller/database/vaekstvirksomheder.ht
ml
http://borsen.dk/konferencer/gazeller.html
http://top1000.borsen.dk/virksomheder/gazeller
www.cvr.dk
www.linkedin.com
www.facebook.com
www.jobindex.dk (job ads)
www.jobindex.dk/cms/exportjob (in english)
Company websites
eg. www.mjolner.dk; www.hartmanns.dk
Editor's Notes
Welcome and short introduction to LLM og MBL
Not a workshop but a presentation due to the amount of participants today and the time available. We will give you all the information you need so that when you leave today you will have received information that can help you get started with your unsolicited job search.Today we will go through the aspects of applying for unsolicited job – how to – what’s important when applying – how to show yourself in the best lightWe would love to answer all your questions but due to the short time we have available we would like to keep it to a minimum during the presentation. Of course if you have any clarifying questions along the way we will be happy to answer those – otherwise we will take questions at the end of the presentation.(Questions for participants on their own experiences):1) How many of you have tried to write and send an unsolicited application? Show of hands2) How many of you consider writing an unsolicited application? Or think it is a good idea?And then the last but actually very interesting question is:3) How many of you think your first job will be your dream job?
Why apply for unsolicited jobs at small and medium sized companies?Well the figures speak for them selves but lets have a look anyway!Large companiesIf we have a look at the larger companies the amount of those is very small. Another thing you need to be aware of about the large companies are the fact that most og the larger companies are the companies with the best brands and most publicity – therefore they receive large amounts of unsolicited applications all the time. Of course that should not discourage you from applying if you think you can add something special to that particular companyWill in most cases have job adds for all jobsBig companies advertise when they need new employee. They often use computer systems for recruiting new employees and you will end up in the huge pile of applications they receive each day. Lots of routines and system to go through when applying for positions at a big company.Medium sized companiesThe shear numbers are getting bigger and therefore the chances of you is getting bigger. The lesser known companies don’t receive as many Medium sized – can have a HR department and an online recruitment system but they sometimes receives applications outside their systems as well. Small companiesWhen we look at the small companies – the potential of companies is as you can see of a totally different sizeWhen you apply to one of these companies you will most often be the only one to apply and sometimes the companies will set up an interview just to know how you found them And that is your chance to show them how you can contribute to the growth/surplus of the company+ it can give you valuable contacts and connections if you don’t get the job – because they know the business/industry and can point you in the direction of other connection. The small companies (10 employees) they rarely receive unsolicited application and can therefor be inclined to ask you for an interview if you send them an application.
Ballisager is an Aarhus basedrecruitmentcompany.Everyyeartheymake an analysisrecruitment in Denmark and the tableyousee is from the latestanalysis, from september of thisyear.2005 companieswere given the chance to respond and 603 companies did. As youcansee job advertsare still a major recruitmentchannel but I think it is worth to take a note on howmuchotherchannelsareused as well!!As youcanseenetworking is a reallyimportant factor – so find a networking seminar eitherhere at Interresource or at work-in-denmark!! Networking is important!! (IncludingLinkedIn). Through networkingyoucangain so muchuseful information whensearching for job – either on job openings (whereyoucanthenapplayunsolicited) or company information (contact information, challengesect.) or the general industrythatyouwish to workwithin.And thentake a note on the unsolicitedapplications – all most a third of the companies have employedthroughunsolicitedapplications.Networking is always very important. A vast majority find their jobs through their network. They use their network to find the jobs that are not yet advertised. LinkedIn increase shows that this professional network is used more often by both individuals and companies – individuals to find contacts within the companies to get information about a particular company and the skills, experience, content of a specific position.You still have the option to use head hunters/recruiters to search for jobs for you as well. They give you the opportunity to become a part of their database. But as you can see you increase your chances if you use network, unsolicited and LinkedIn.
MBLRecruiting new employees is a very time consuming and expensive process.Actually saving them a lot of money and time by sending an unsolicited job application.Setting up the profile for the job:- Job tasks / responsibility / manager, project manager etc.- Educational background- Years of experience- Skills- Personality traitsPeople involved in the first step – CEO (smaller companies), the manager of the department in question, colleagues, HR, other departments if the person has to work closely with other teams etc. (The first step will take about 1 week (replacement) up until 6 months (new position)Next step – writing the job ad. This is where the company has to sell themselves and the job to you. So they use time to set up and write the job ad – again time depends on whether it is a replacement or a new job. The job ad is posted online, newspapers other media (LinkedINetc). Selecting a candidate – reading all the applications and choose candidates for interviews. Imagine if you were a company and you were thinking about filling out either a new position or a replacement - if you receive an unsolicited application from a candidate, who more or less fits the profile would you then start the whole recruitment process or would you take an interview with the person who applied unsolicited?So look at it this way - you can actually save a company a lot of time and money by sending an unsolicited application and if you have done your research you will be able to target your application to the company. That is the catch though – preparing an unsolicited application takes a lot of research!!
MBLPROS:Chances of finding a job within medium/smaller sized companies are higher since the majority of candidates apply for jobs within the big corporations/companies.Compared to the big corporations you can end up with a job where the job content and responsibility is a great deal wider when you look for a job within the medium sized/smaller companies. You will end up with a lot more experience and a variety of skills that you can add to your future CV and career.CONS:You don’t have a job advertisement to rely on – that includes all the important information about the job content and the skills needed for the position. You have to find that information yourself.Be realistic about getting your dream job at first attempt. You have a long career ahead of you so keep your focus on the long-term goal not how to get there. You have a lot of different options to get there, so you just have to have an open mind and be on the lookout for possibilities.
MBLWhen applying for unsolicited jobs you need to make a thorough research before you can start writing your job application.What you have to do is to start out with some internal research:- set your intention/your future goal. Bare in mind that you have a long career ahead of you so you just have to take the first step towards your goal. - you need to come up with specific selling points about yourselfWhat is unique about yourself? What makes you you? Yes there are others with the same educational background maybe even the same skills and experiences but there is only one you. You have a unique combination of strengths, personality traits, experiences, skills – they way you approach and solve a certain job task or the way you think strategic is different from another person. So dig deep and figure out how to describe your way of being flexible, strategic, analytical etc. It takes time I know but it will give you the edge when you attend interviews because you will have to come up with specific examples to emphasize your statements. After you have done your internal research and you have come up with your selling points – you need to do some external research…..
LENE - External researchVery very important – the cornerstone of your job search.It will shine through your application. The internet(You will be presented to a job-database afterwards by Zheni and Iulia afterwards)At the end of the printed slideshow you can find our suggestions on some of the web based possibilities for research.Company websiteYou can find valuable information on the company website. Companies like to tell about their successes so they will definitely post it on their websites as well as in the media.NetworkOnly one person can give you a job, that is you future manager/boss/leader. But use colleagues/employees to get information about the company and a specific job but most of all use them to get in contact with the manager.Use your network – both your personal and professional network. LinkedIn is a very good source when you want to find a person who works for a specific company you have in mind and you find interesting to work for. So if you don’t know somebody in your own network who works there try to find someone on Linked In who does. Approach with ease meaning don’t be too pushy but ask kindly if they would provide you with information or they would refer you to a person they know who could be interested in setting up a meeting either by phone or personal. You will find that most people will like to share their knowledge and experience from their own company. They might even have some information about a job opening within their company….So find a person who you can ask your questions to so you can get the information needed to apply for a position.
MBLKennedy principle: don’t tell about yourself, tell the company what you can do for them/contribute to their business and what results you have made so far. The same goes for applying for a job whether it is unsolicited or advertised. A bit like dating you won’t get a date if you only focus on what’s in it for me, you also have to focus on what’s in it for us!!!AIDA principle – used in advertisingATTENTION:You start out with a headline that captures the reader and the essence of you related to a position, skills, task, company product/brand etc. INTEREST:Then you catch the reader’s interest. What’s your motivation for applying for a job at this particular company? The reader has to decide whether or not you have a relevant profile. DESIRE:Why do you find the company interesting and why do you think you can benefit from a mutual corporation….make the company feel special!! EMPHASIZE WITH EXAMPLES:Use some space to write about how you fulfill certain job criteria and what the company will gain from employing you. How does your personal profile match the company and the job in question.It is very important that you emphasize by using examples and not just use a lot of words. ACTION/CONCLUSION:End your application with a short and to the point conclusion - always conclude on a positive note. You can write that you will contact them within the next couple of days or week to make an appointment for a follow up. But if you do so make sure you do it if not, then don’t write it!!Remind them again why you are the perfect match!!
MBLHere is an example of an unsolicited application from a Cand.merc.int. ATTENTION: Headline indicating he is analytical and strategic skills….even strong!!INTEREST:He is applying for a job within marketing and promotion of products in Thailand. This particular company is just starting to promote their products in Thailand. So he shows his interest by writing he has followed their development and he also writes his passion is marketing and promoting products. He is using the AIDA principle.DESIRE:He is writing what the can expect to get and how their mutual benefits could be.BODY TEXT:Examples of skills ACTION:This is a really good way to end an unsolicited application – you give the reader an indication of you are interested, you will get in contact with within the next week to set up a meeting – you are interested and they have some time to make up their mind if they can use a person with his skills…._______________________________________________________________________________________________(His educational background is to assist companies evaluate and assess international markets, so he will be able to work within eg. marketing, communication, organizational development.)
MBLIt is really important to follow up on your application. Here in DK it is okay to have a great deal of polite tenacity. So call the person who you have addressed your application to. Ask if they have received your application and if they could be interested in setting up a meeting. If they tell you they don’t have the time or they don’t employ people at the moment, then ask if they should know about someone who can benefit from your skills.Another option is for you to talk to the company about the possibility to set up either an internship or a job with wage subsidies. It gives both you and the company an opportunity to see if you can benefit from a mutual corporation.
MBL+ LLMWe will end this introduction to unsolicited applications with a metaphor.Our best advice for you is to find your own personal lighthouse that will show you the way to your goal. This lighthouse will be your beacon and will guide you through your life and help you to always be on track even though you might not be able to see the way due to flooding. Always remember there will be many different roads that can lead you to your lighthouse, it is all up to you to find the first stepping stone.Perhaps the first stepping stone for you will be to find the unsolicited job.Thank you for showing up here today. We wish you the best of luck.