This document provides tips for proactively finding and contacting hiring managers at target companies. It advises researching companies of interest and collecting contact information for hiring managers. It then discusses polite and direct ways to contact receptionists, HR departments, sales teams, executives, and others within a company to obtain a hiring manager's name and contact details. The document stresses persistence, courtesy, and following up with thank you notes to make a positive impression.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
Getting the job of your dreams, not just one that pays the bills.
Market yourself in the internet age
what differentiates you in the marketplace?
establish your personal brand
compete in the new talent marketplace.
have your own website/blog
established social network profiles,
leverage your relationships and talents
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
Getting the job of your dreams, not just one that pays the bills.
Market yourself in the internet age
what differentiates you in the marketplace?
establish your personal brand
compete in the new talent marketplace.
have your own website/blog
established social network profiles,
leverage your relationships and talents
In recent years, even as the country struggled with unemployment, there remained an intense demand for skilled workers, including welders, across a number of industries. Any job hunt holds its challenges, but with the proper training and a plan to research and narrow down the employer you would like to work for, you will be in an ideal position as a job candidate. This white paper outlines strategies for welders to find a fulfilling job in the field and put their training to work. To learn more about career opportunities for welders as well as welder training programs, contact a Tulsa Welding School Admissions Counselor. - See more at: http://www.weldingschool.com/blog/how-to/white-paper-how-to-find-work-as-a-welder/#sthash.QhEW8vDs.dpuf
This was a webinar conducted for SHRM targeted at small businesses who need to recruit top talent without a brand name or a big budget. These tactics are not revolutionary but demonstrate how small businesses have to scale efforts to allow them to compete with the big guys.
Complacency is one of the greatest enemies of the mature worker. If you aren’t growing in your role, learning new skills, open to new and better ways of doing things, you can be sure that someone else around you will be. Often people who are caught unaware by a redundancy recognize, too late to save their job, that they have not proactively adapted within their role or have not been attuned to the politics of what was happening around them.
Employers Say Skills Are LackingIn Candidates And New Hires.docxSALU18
Employers Say Skills Are Lacking
In Candidates And New Hires
Today, more than ever before, employers say job candidates are outside the company. If you can't accept feedback, handle
lacking basic skills. They may have a degree or a diploma, but emotions, resolve conflict, and work well with others, you won't
don't measure up to workplace standards. Several skills areas be hired and if on the job, could be fired.
frequently mentioned include: Adaptability. Change is constant. We all have to adapt -
Speaking skills. Many of us have grown lax and don't even to new things, new people, new ways, new technologies. If you
hear ourselves use phrases like, "he ,---------------------, can't adapt and if you don't quickly
don't", "it ain't right", "he and me bounce back after set-backs, you
went" and so on. But others do hear it r.~'iIt--,\ won't last long.\tc'3~
and it will keep someone from getting Problem solving and critical
a job or a promotion. thinking. Employers want employees-.
Businesswriting. With Twitter and who can innovate, analyze situations,
texting, it's easv-to-tall into-the -trap - - and find-solutions-to problems. With
of shortcutting and taking liberties less people and fewer resources,
with generally accepted writing rules. employees have to be self-directed,
But, whether it's a letter, memo, work independently as well as in
e-mail, phone message, or a report, teams, and think on their feet.
employers expect employees to write, ~ These skills seem common
proof, and distribute proper, clear, sense. But they are not transferring
and error-free messages. into the workplace. Some of these
Understanding numbers. Everyone is responsible for the skills can be measured, some observed, others are harder to
bottom line and the bottom line is defined by numbers. Without assess. But all of them are essential.
being well-grounded in simple and complex math, you won't One excellent program for assessing skills of job candidates
have value. and skill gaps for employees is the Office Proficiency Assessment
Interpersonal skills. Today's workplace requires teamwork
- with people above and below your rank, people inside and ... see Skills Lacking on page 3
Susan Fenner, Ph.D. has made a career out of following workplace and workforce trends. For
more than 25 years, she was the Manager of Education and Professional Development for the
International Association of Administrative Professionals (IMP) and now serves as the Chief
Learning Architect for Speakers you Need (SyN), a consortium of subject-matter experts who
provide training to organizations. She was the Admin Support Advisor on Monster, and had columns
in Office
Solution
s and OfficePro magazines. She was also the General Editor for The Complete
Office Handbook. Susan has worked with business educators and corporations to prepare office
professionals to excel in their roles. She has also worked with educators to develop a business/
administrative curriculum used throughout the U.S. and Can ...
For many of them, beginning a job search seems to be a challenging task. There are 3 simple questions you may ask yourself before beginning your search.
What do you really want to do?
What do you need to do?
How can you get started?
In Springboard Talent, we focus on helping professionals like you by providing coaching, strategies and systems to attract your ideal job. Traditional job search methods are no longer effective. Welcome to the New Rules of Job Search. With understanding of the entire hiring process, you will be able to tap into more than 80% of the hidden job market.
For many of them, beginning a job search seems to be a challenging task. There are 3 simple questions you may ask yourself before beginning your search.
What do you really want to do?
What do you need to do?
How can you get started?
In Springboard Talent, we focus on helping professionals like you by providing coaching, strategies and systems to attract your ideal job. Traditional job search methods are no longer effective. Welcome to the New Rules of Job Search. With understanding of the entire hiring process, you will be able to tap into more than 80% of the hidden job market.
How to Hire All-Star Administrative Professionals and Maximize Their PotentialRobert Half
This hiring guide provides tips on how to find top-notch administrative professionals and help them branch out beyond their traditional job descriptions.
How To Get The Most Out Of Recruitment Agencies, Oussama MansourThe HR Observer
There certainly seems to have been a growing sense of informal negativity towards recruitment consultants in the region. A recruitment agency should help speed up the recruitment process and take a significant workload of your plate. The better consultants should be well connected and be able to provide you access to strong candidates that would be otherwise impossible to gain access to. Due to the significant sums of money involved in the recruitment business, this have caused a drastic shift in how some recruitment companies in the middle east approach their clients. Some have abandoned the mature, well informed true consultative approach and instead replaced it with a high volume, sales orientated approach. Others have become CV passers and nothing more. Finding and getting the best out of a recruitment agency, however, requires planning, preparation and determination.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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3. O
nce you have completed your research, you will have a list of companies
you want to work for. Then the work begins on collecting the contact
information for the hiring managers. Remember that contacting a hiring
manager will increase your visibility.
Applying for jobs the normal way is not going to get you into the job that you want. By
picking the companies that you want to work for you are taking a role in the process to
finding the job that you are qualified for. Instead of applying for every opening that you can
21
4. find you are creating the opening by picking who you want to work for. Taking charge of
your career will help you reap the rewards generated by your hard work.
By being proactive instead of reactive in your job search you are changing up the
percentages of landing the job that is meant for you. By using the tools and techniques that
Headhunters and Recruiters use you will locate the position that you want. By putting
yourself out there you will show the hiring manager that you have what it takes to get the
job done. Management likes to see people that take a vested interest in themselves.
To locate the contact information of the hiring manger will take some leg work and lots of
calls to the companies that you have on your list. To start off sometimes the simplest way
to get something is the most direct approach. You just need to pick up the phone and
speak to the receptionist. Be direct and introduce yourself and explain what information
you are trying to get and why you are asking for the information. If the receptionist will
not help you then ask to be transferred to the Human
Resource Department. Again, introduce yourself and explain the purpose of your phone
call.
They may not give you the information that you want. You will find that most companies
are protective of their employees and their contact information. In some cases they may
just direct you to their website that has their job openings posted.
They may even tell you that they are not hiring in that department.
If they redirect you to apply online, politely agree to do that, but also ask for the hiring
manager’s name and title.
22
5. Explain that you would like to address the cover letter directly to that person. In some cases
they may offer the information that you are looking for. No matter how they respond to
your request, always be polite and thank them for their help.
Here are some helpful ways to approach the people to get the hiring manager’s information.
Let’s say you are a software engineer, so you ask for the head of this department. Explain
that you want to make a positive impression and want to verify that you have the correct
contact information. Try to get them to transfer you to the person that you are trying to
reach. If you do reach the person explain that you are software engineer and that you are
interested in any senior positions that they may have in development and you would like to
send them your resume.
Remember that you may not get connected to the correct person the first time that you try.
Be persistent, but polite. You want to make sure that you leave every person that you speak
to in the company with a positive impression of you. Use the name of the last contact you
spoke to and work your way to the proper person. Eventually you will get the name and
contact information of the hiring manager.
Another approach is to contact the sales department of the company. Sales departments
are a great resource of information. Always be polite and explain why you are calling.
Remember this is a company that you want to work for so you do not want to leave a bad
impression.
If you are not successful with these approaches then you can always start at the top. It is
very easy to find the CIO, Head of IT or other heads of departments by searching on the
23
6. internet. You can call and ask to be
transferred to the assistant of the
CIO/CEO. Always introduce yourself first
before you ask for the name of the hiring
manager. If you get resistance, then ask
if they will give you the title of the hiring
manger. This will help you look for them
online.
CIO’s are usually responsible for sourcing and finding that ‘go getter’ help for their
departments. So if you are lucky you may impress the assistant with your skill level and
they may ask you to send your information directly to them. Have a brief script prepared
that you can share that describes your credentials and work history. Remember that this is
not a job interview you just want to give them enough information that will let them know
you are qualified for the position. You want to peak their interest so that they want to bring
you in for an interview.
There is nothing wrong with going through your personal contacts and friends, relatives or
colleagues that may know people in the companies that you are interested in working for.
See if they can get you an introduction to the hiring manager or at least get you the contact
information that you need. Always remember to return the favor if approached.
Do not forget that you can search Social Media (like Facebook and LinkedIn), alumni
directories, forums, chat rooms, meet up groups, user groups and professional networking
sites. These sites will usually identify past and present employees that you can contact to
24
7. see if they can help you with getting the hiring manager’s contact information.
In turn these Social Media forums are ways that employers can check on you. In some
large companies there are sub groups of the Human Resource Department that their only
duty is to do ‘Google’ searches on applicants and even on existing employees. It is
becoming common place for applicants to be rejected because of information that is on
their social media sites. You want to make sure that you put your contact information on
your cover letter and your resume. You do not want the potential employer to do a search
and get the wrong person and decide not to interview you because of the wrong
information that they have located.
The internet is an incredible source of
information. Companies list contact
information on their websites, Social
Media outlets and so on. There are
also professional networking sites like
ZoomInfo, Hoovers and Spokeo that list
all the key hiring managers by the
company and the location that they
work. These powerful sources have all
the information for millions of companies. These services have professional subscriptions
restrictions and they also have large monetary subscription cost. This can make access to
these services prohibitive, so you will want to see if you can find someone that has an
account that will let you use it or if they will let you pay a nominal fee for temporary use of
their account. Professional Headhunters and Recruiters use these sites to find job openings
25
8. that they can offer to their client base.
Trade publications and trade associations are also a good resource for locating the hiring
manager’s information. You should still call the company and verify the information. Simply
call the company and ask the receptionist if they could confirm the hiring manager’s name
and title. It is also easy to verify the contact information using a company’s online phone
directory.
We would like to add these final hints and tips to your search:
• Always try to avoid the being dumped into a voicemail or being passed off to an assistant
gatekeeper. You can do this by calling the company before starting time or after hours. You
can reach people that are coming in early or working late and they may be a lot more
26
9. amenable to helping you.
• Remember that you may not get the name hiring manager in the department that you were
originally looking for. Be open in your quest for information. You never know when you
may uncover an unadvertised position or finding out about future opportunities that you
may not have found or known about.
• Always send thank you notes to everyone that has helped you through the process. You
never know when you may need their help in the future or if the connection can lead to
other leads. If you are sending a thank you note to a CIO or executive always attach a copy
of your resume.
• When sending thank you notes you can reply in the same format of communication with the
people that you have been talking to. If you have been emailing your communications then
you can send your thank you in an email. If the people you have been corresponding with
have been by phone or by mail, then your thank you note should be mailed. No matter what
type communication form you have been engaged in, always, always type your thank you
note and make it look as professional as your cover letter, resume and report. The
exception would be if a group of people at the company like the receptionist, administrative
assistant, or other key personnel took you to lunch or met with you to help you with the
interview process a handwritten note can be used. Things that you should highlight in a
thank you note. Thank the person for the opportunity for the interview. Recap key parts of
the conversation. Clarify any information that the interviewer asked you to check on. Last
by not least, plug your skills. In the last part of the thank you note hit on your key skill levels
and explain why you would be a great fit because or your experiences with XYZ and ABS
companies.
27
10. • A thank you note is essential. Hiring managers have to keep reviewing and hiring people and
it is easy for the applicants to start blending together. A well written thank you note with
key information will keep you fresh in their mind and will help you stand out from the other
applicants.
• Remember that this part of the quest takes a lot of time and energy, but it will be worth it.
Your persistence in uncovering the names of the hiring managers and their contact
information will help you get a leg up on the other applicants. Spending the time and energy
upfront is better than leaving your future to the fate of a computer generated application
process or a human resources department that is over worked and understaffed. It is your
goal to create your own opportunities, not to wait for others to make them for you.
You will need to start a flow chart like the one below to help organize theinformation
that you have accumulated:
28
11. The flow chart will help you keep track of the when you sent the information, the responses
back from the companies and when to follow up with the contacts. Even if you do not get an
interview or a job offer always send follow up correspondences that thank the people that you
have come in contact with. This whole process is about networking and making the
connection with the people at the companies that you want to work for. Think of this process
as seeding a garden. You are planting your information in companies. By doing so you are
hoping that it will grow so you can reap the benefits of your work.
29