You may be at the stage where you're clear about the career path you want to take and have already done your research. Or you may be overwhelmed by the amount of options out there. Don't worry. Everyone's transition is different so don't be concerned if you're still unsure. More details of stages and questions are contained in our online transition guide – Your Transition – 3 Steps to Success.
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
Master the Interview: Effective Strategy and Execution, a Mind Your Career webinar by Anne Marie Segal AM'96, given to alumni of the University of Chicago on May 24, 2017.
Webinar available at https://www.youtube.com/watch?v=8aAJ27GSz-g.
UChicago Alumni Association - LinkedIn for Job Search, Networking and Career ...Anne Marie Segal
LinkedIn® is simply the most powerful online tool for job search and career building today, and it keeps evolving.
In this webinar for The University of Chicago Alumni Association and guests, executive coach and writer Anne Marie Segal discusses how to build your credibility and opportunities on LinkedIn, including profile writing styles, job search tools and tactics, networking strategies, thought leadership and profile optimization in the age of artificial intelligence.
This hands-on presentation includes content-rich slides and handouts to illustrate advanced functionality and help you leverage the LinkedIn platform to move your career forward.
For more information about Anne Marie, please visit the Segal Coaching LLC website at: annemariesegal.com.
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
Master the Interview: Effective Strategy and Execution, a Mind Your Career webinar by Anne Marie Segal AM'96, given to alumni of the University of Chicago on May 24, 2017.
Webinar available at https://www.youtube.com/watch?v=8aAJ27GSz-g.
UChicago Alumni Association - LinkedIn for Job Search, Networking and Career ...Anne Marie Segal
LinkedIn® is simply the most powerful online tool for job search and career building today, and it keeps evolving.
In this webinar for The University of Chicago Alumni Association and guests, executive coach and writer Anne Marie Segal discusses how to build your credibility and opportunities on LinkedIn, including profile writing styles, job search tools and tactics, networking strategies, thought leadership and profile optimization in the age of artificial intelligence.
This hands-on presentation includes content-rich slides and handouts to illustrate advanced functionality and help you leverage the LinkedIn platform to move your career forward.
For more information about Anne Marie, please visit the Segal Coaching LLC website at: annemariesegal.com.
This presentation is a compilation of the practices I would’ve taught myself in 2003 when I first got into Recruiting. It’s based on a lot of trial-and-error, personal development, and learning from people and organizations that were smarter than me.
It’s a blueprint of the best practices to shape how any company recruits and hires.
Office Talk - Decision Making: „Team“ instead of „Kingdom"Martin Schweiger
Have you ever thought about what works you are mostly doing? Is it routine work? Do you like to do more non-routine work in our company? There are a few skillsets that are necessary to be efficient. In short words: that is difference between Level 3 and Levels 4/5. This talk gives you insights about it could be for you.
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
You aced the interview and landed the offer, but here comes the hard part: negotiating your salary. Learn how to navigate this delicate process with confidence and tact.
Removing the You're Overqualified Barrier by Michelle LewisBarrie Byron
Presentation delivered at the second annual PCC Employment Outreach Event, An all welcome, all community, all about getting employed free conference for PA and NJ residents.
Is your experience level beyond the 1-5 years “sweet spot” of today’s job market?
Are the only jobs that are advertised at your target companies for positions below the level of your prior job? Are you trying to balance the effort of applying with wasting precious energy and resources on blind alleys? Attend this session to learn practical approaches to applying to “step down” jobs at the screening to the apply, application, and interview stages. With planning, you can effectively add such applications to your job search without spinning your wheels.
Get possible criteria for picking which jobs to put in the application effort and which jobs to pass up on. Acquire techniques for highlighting your experience advantage in your application. Just as importantly, learn how to “step up” the job description once you’ve gotten a foot in the door. Given by an experienced professional who is now working at a job that - as advertised - she was overqualified for. The skill set discussed in this session can add a new dimension to a search for those job seekers with valuable years of experience behind them.
Michelle is an experienced speaker, a member of Princeton Toastmasters, and a professional who successfully removed her "over qualified" barrier.
This presentation is a compilation of the practices I would’ve taught myself in 2003 when I first got into Recruiting. It’s based on a lot of trial-and-error, personal development, and learning from people and organizations that were smarter than me.
It’s a blueprint of the best practices to shape how any company recruits and hires.
Office Talk - Decision Making: „Team“ instead of „Kingdom"Martin Schweiger
Have you ever thought about what works you are mostly doing? Is it routine work? Do you like to do more non-routine work in our company? There are a few skillsets that are necessary to be efficient. In short words: that is difference between Level 3 and Levels 4/5. This talk gives you insights about it could be for you.
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
You aced the interview and landed the offer, but here comes the hard part: negotiating your salary. Learn how to navigate this delicate process with confidence and tact.
Removing the You're Overqualified Barrier by Michelle LewisBarrie Byron
Presentation delivered at the second annual PCC Employment Outreach Event, An all welcome, all community, all about getting employed free conference for PA and NJ residents.
Is your experience level beyond the 1-5 years “sweet spot” of today’s job market?
Are the only jobs that are advertised at your target companies for positions below the level of your prior job? Are you trying to balance the effort of applying with wasting precious energy and resources on blind alleys? Attend this session to learn practical approaches to applying to “step down” jobs at the screening to the apply, application, and interview stages. With planning, you can effectively add such applications to your job search without spinning your wheels.
Get possible criteria for picking which jobs to put in the application effort and which jobs to pass up on. Acquire techniques for highlighting your experience advantage in your application. Just as importantly, learn how to “step up” the job description once you’ve gotten a foot in the door. Given by an experienced professional who is now working at a job that - as advertised - she was overqualified for. The skill set discussed in this session can add a new dimension to a search for those job seekers with valuable years of experience behind them.
Michelle is an experienced speaker, a member of Princeton Toastmasters, and a professional who successfully removed her "over qualified" barrier.
၂၀၁၆ခုႏွစ္၊ ဇြန္လ (၄)ရက္ေန႔ (စေနေန႔)၊မူဆယ္ျမိဳ႕၊ မဂၤလာမူဆယ္ လမ္းေလ်ာက္ေစ်းမွာ မွာ မနက္ (၉) နာရီ မွ ေန႔လည္ (၁း၀၀) နာရီအထိ “Don’t find your job, find your career” ခါင္းစဥ္ျဖင့္ Device Business Management Academy ရဲ႕ Principal ဦးတင္ဇံေက်ာ္ မွ ေဟာေျပာေဆြးေႏြးခဲ့တဲ႔ Power Point Slide ျဖစ္ပါတယ္။
Banker's U workshop presentation covers marketing skills and resources for new business endeavors; Build confidence and motivation in working for yourself or seek a broader job pool for the existing skills you have.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
Our very own Obi-Wan Kenobi and Jedi Master Brian Fink is here to take us through 60 minutes of LIVE training on how to develop kick-ass habits that will boost your tech recruiting efficiency.
These takeaways will benefit you no matter what position you hold: recruiter, sourcer, hiring manager, train conductor - you need to be here.
Maximising The Impact of Your Internal Military Network: Key Enablers For Suc...Officers' Association
This summary gives you the key benefits, costs, considerations and challenges to maximise the impact of your military network – whether just setting one up or leveraging the benefits from a more mature network.
As part of it's Military Is Good for Business campaign, the Officers' Association (OA) have teamed up with Business in the Community (BITC) to launch the Military Jargon Buster; An open project aimed at helping employers cut through the acronyms and cryptic terminology used by the military.
We've found that ‘military jargon' can be a barrier for employers looking to engage with or recruit military personnel, often meaning Service Leavers are overlooked for civilian career opportunities and employers miss out on exceptional talent.
To kick start this business community project, the OA have created a working document, the Military Jargon Buster, to be shared with employers through its social networks and BITC's network. We want to hear from employers on what terminology they have come across so that we can create a practical tool and reference point for employers engaging with military personnel.
We are delighted to sponsor the Nationwide Resettlement Awards 2016 this coming November. Read more about it in this months edition of Pathfinder Magazine.
The inaugural Employers Forum was held on the 14th of June 2016. The aim of the forum was to provide an arena for employers interested and engaged in military recruitment programmes to come together to:
- Gain an understanding of how to develop and communicate a business case, with special emphasis on costs, benefits, challenges and other considerations involved in the process.
- Share best practice
- Gain real time insights and practical tips
- Make connections with other employers
This document outlines the key aspects of the Forum with a view to sharing knowledge and insight amongst employers.
Concerned your LinkedIn profile isn’t getting the attention it should be? Make sure it speaks volumes with the help of our Social Media Consultant. Our expert Martin Thomas will disclose the secrets of creating a profile that shines.
If you’ve had enough of hearing how important LinkedIn is and are yet to see its value, then this workshop is for you. We will take the mystery out of LinkedIn and disclose the secrets to creating a profile that represents you to employers in the best possible light.
The inaugural Employers Forum was held on the 14th of June 2016. In order to obtain a better understanding of the employers represented at the forum, live data was captured during the day. The specific aims of this data capture were:
Understand the nature of employers attending the forum
Understand the nature of military engagement by employers attending the forum.
This report provides the results of the live data capture. All the responses were based on the organisations’ UK operations.
The UK government published its National Infrastructure Plan for Skills in September 2015. This plan recognised the significant shortfall of skilled workforce that is required to deliver UK's planned infrastructure projects. As one of the key organisations affected by this skills shortage, Network Rail started to look at wider opportunities to recruit people into their organisation.
As part of this exercise, Network Rail began a process to recruit more effectively and widely from the ex-military community. Chris Ackerman (Programme Manager, Network Rail) explains that the process started by discussing with Officers' Association a way in which to skills map the military skills against those needed at Network Rail.
Norfolk and Norwich University Hospital (NNUH) Trust were taking part in a very productive Prince's Trust Get into Hospital Services programme, which aims to get young people between the ages of 16-24 into work experience leading to jobs. In 2014, a discussion between NNUH and Walking with the Wounded resulted in the Trust deciding to trial a similar programme for service leavers.
BT has a well established historic link with the UK armed forces which dates back to the First World War when BT was still the General Post Office. Over the following decades, the organisation has continued to build on this relationship.
In order to bring the various military engagement initiatives together in a coherent programme, BT appointed Mark Arscott as Head of Military Engagement in September 2015.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
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2. Former officers tend to be the sort of
people who are comfortable with
uncertainty, and unafraid to decide
and move forward.
That is a priceless ‘skill’.
Frazer Budd - Project Manager,
Chicago Bridge and Iron
3. JOB SEEKER PRE CONSULTATION GUIDE 3
The Transition Process
There are three main steps to follow in transition:
Research > Refinement > Job Campaign
You may be at the stage where you're clear about the career path you want
to take and have already done your research. Or you may be overwhelmed
by the amount of options out there. Don't worry. Everyone's transition is
different so don't be concerned if you're still unsure.
Stage 1 - Research
Consider all aspects of your life holistically, not just your job
options. Take into account other factors that will influence
your decision, such as your family or social circumstances.
Ask yourself these three questions:
WHAT – job roles
WHERE – geographic areas
HOW MUCH – salary aspirations and the minimum you need
The time it takes to evaluate these factors varies for each individual.
Everyone has different pressures in their job, but if possible, aim to give
yourself 3 - 12 months.
4. THE OFFICERS’ ASSOCIATION4
Roles
• Do you understand how your skills and experience match targeted
roles, and can you describe them succinctly in your CV?
• Have you considered how they could evolve into a new career over
the next 3-5 years?
• Will the role be sufficiently stimulating and satisfying for you? If you
aim for a job that you're overqualified or experienced for it could
prove boring eventually.
• What are your salary expectations – do you know if the role will
match these?
• Can you find this role in your preferred location for work?
• Have you identified gaps in your learning? What qualifications
might be
• Advantageous? – Can you bridge them sufficiently with the use of
ELCs on appropriate courses?
• Are you networking with those already in target roles to find out
more about the real characteristics of the job?
• What are your priorities? Do you want a job that evolves into a
career or do you want to a job to cover the next five years before
retirement, or moving abroad?
• Do you want to focus on a completely new industry or type of role?
How will this affect your salary?
• Do you want to start your own business or consultancy? How much
funding is needed for the startup and how long will it take to
generate required profits for your own income needs?
• Are you intending to build a portfolio career and looking for Non-
Executive Director positions?
• Are you considering overseas roles? Have you assessed whether the
overseas job content will permit you to work on a similar role back
in the UK?
• FTRS roles – how does this strengthen your profile when you look
for non military jobs?
5. JOB SEEKER PRE CONSULTATION GUIDE 5
Sectors – consider your personal values and what's important to you, as
these will help guide you in your job choices and the companies you decide
to work for.
• Do you prefer the private, public or third sector?
• Do you want a complete change? Are you prepared to go back
to college and undertake more study? (e.g. become a teacher,
solicitor)?
• Your values – how would you feel if you told your friends you
worked for any of the following brands or organisations? John
Lewis, Barclays, Tesco, Aldi, Lidl, Wills Tobacco, William Hill
Bookmakers, Serco, Ann Summers, BAE Systems, Police, or the Fire
Services.
Market Research – which sectors are buoyant or developing with genuine
opportunities?
I love the excitement of the
new challenges and the very
different work culture that I
now experience.
Andy Gordon, former officer
6. THE OFFICERS’ ASSOCIATION6
Family - How will family factors impact your choice?
• Children – their educational needs and ages
• Family members who may be elderly, less able or dependent on you
or your/spouse/partner.
• If your Spouse/partner is already in an established career – could
this affect relocation?
• Is it an opportunity to move to a new part of the UK or overseas?
• Look ahead – what events could affect your choices in the coming
years? Will you receive an inheritance or need to take over a family
business?
• What sort of a weekly commute are you willing to take?
• Will you need to take short notice accommodation into
consideration, or will you need to travel long distances for a weekly
commute? Airbnb and Spareroom websites are potential options.
The OA consultant I saw was
friendly and professional and gave
me the confidence and knowledge
to apply for jobs, as well as astute
comments on my CV.
Job Seeker
7. JOB SEEKER PRE CONSULTATION GUIDE 7
How Much – Do you have a salary minimum for your next role?
• Have you put together a home budget (including partner/spouse
income), and considered what you need to earn to maintain your
current lifestyle?
• What is the absolute minimum you must earn to ensure household
costs are covered?
• How does your pension affect earning requirements and taxation?
• How does any terminal grant affect your mortgage and earning
requirements?
• What about school fees or support for children at university?
• Have you been networking to find out your true value and likely
income in preferred roles? You may need to compromise in home
budgeting during the initial transition stages , but bear in mind that
income has potential to grow.
CVs – work in progress
• Begin to prepare an outline CV that can be refined throughout
your transition – even if you've not completed all your research or
selection.
• Develop a compendium of knowledge – think back on all your:
- Achievements
- Qualifications
- Project management
- Dimensions
- Core skills and knowledge in your professional field of work
- Non core areas of activity such as PR, Marketing, Finance, or
working with Trade Unions, Commercial Contracts, Facilities
Management, Service Level Agreements.
8. THE OFFICERS’ ASSOCIATION8
Stage 2 - Refinement
After you've begun your research, take this time to
crystallise your thoughts and draw upon the knowledge
gained from the research. Select the relevant roles and
begin to plan your job campaign.
• Role Selection - choose roles that are realistic in terms of job
satisfaction, salary and match your skills and experience;
• CVs - prepare a template CV for each role chosen. It is common
for officers to be able to generate differing CVs to cover such topics
as project management, security, defence, education, etc.
• LinkedIn Profile – you'll need a professional photograph and a
profile that promotes your individual brand. No photos of you in
your military uniform or with your children.
- Attend an OA workshop or networking event where LinkedIn is
covered in greater detail
- Understand how to use the OA's jobs board to best effect.
9. JOB SEEKER PRE CONSULTATION GUIDE 9
• Salary - understand your monetary value for selected roles in the
labour market – and in turn, manage expectations of other family
members
• Networking names – research key people who can help you
understand the sectors and companies you're targeting.
• Job search - select the key websites to look at each week that hold
relevant job adverts;
• Time Management – Networking versus Adverts - research
whether the primary route to the job is via networking or adverts or
a combination – this will heavily influence how time is used on each
activity (remember – at least seven out of ten officers find work via
networking). For example:
- Project Management Networking
- Defence Networking
- Livery Companies Adverts, but with networking
- Financial Services Networking
- NHS Adverts, but with networking
- Bursar Adverts, but with networking
- Civil Engineering Networking
- Consultancy Networking
- Security Networking
Don’t underestimate your ability to
cope under pressure. I hear time
and time again that employers are
impressed by ex-military because of
their can-do attitude.
Liz Coombs - Head of Talent Brand, Deloitte
10. THE OFFICERS’ ASSOCIATION10
• Military related Agencies - how relevant are those on the list below:
- The List
- Liquid List
- White Ensign Association - Royal Navy and Royal Marines officers
- D Club (for RM)
- Cavalry and Guards Club networking events
- LinkedIn military focused groups
- X-Forces
• Recruiters – gather information on recruitment firms that are
valuable to monitor or send your template CV to. Targeted use of
time rather than random.
• Qualifications and ELCs – select training courses that add value
to your profile for your future career.
• Notice period – officers are frequently unsure of how quickly they
can leave the Services, so aim to gain some clarity from your boss.
• Business Cards – have these to hand for networking opportunities
or carry them with you always – you never know who you might
meet!
Create a timeline for activities in the months ahead:
• Termination date – is this fixed or negotiable?
• Consider when to start researching and reaching out to people who
can help – from peers, former colleagues, to the OA.
- Consider the appropriate time to approach relevant recruiters
- too early could risk causing annoyance, if you're on a long
notice period.
- Could children's schooling affect leaving dates?
- What could be the impact of quieter periods of activity over the
holidays? This can greatly reduce effective networking time and
there are likely to be fewer adverts.
11. JOB SEEKER PRE CONSULTATION GUIDE 11
Stage 3 - Job Campaign
By now, you should be in a position to really think about
what you want and where to go next:
• Target Roles – perhaps no more than four different types of work/
roles at any one time – too many could dilute your use of time to
grow effective networks.
• Networking – reach out to people who can offer good advice,
knowledge and expertise, and add significant value to growing a
stronger network in the right sector.
• Adverts – which websites will you check each week?
• Events and Military related Agencies – those that add value (OA
network events, CTP Job Fairs, Liquid List etc.)
• Review progress at key points along the timeline
• Plan B – have a backup plan in case activity in preferred roles
doesn't come to fruition
• Records – track networking activity, job adverts, applications, and
events on a spreadsheet, or in a good old-fashioned notebook.
Registering with the OA was easy
and the staff were very helpful.
It was very useful to speak to an
advisor who is experienced in
dealing with service leavers.
Job Seeker
12. Bristol . Leeds . London . Portsmouth
Register online at:
www.officersassociation.org.uk/register
Email us at:
employment@officersassociation.org.uk
Phone us on:
0117 906 3580
The Officers' Association (OA) is an independent
charity working closely with the Career Transition
Partnership (CTP) to help officers find jobs outside
of the military.
Whether you are still serving, in transition or a
former officer wishing to change career, the OA
is able to offer officer focused, impartial and
practical advice on all aspects of employment.
Independent, expert careers
advice and services for officers
How we help officers
Employment one-to-one consultations
Executive jobs board
Workshops and webinars
Networking events and extensive network
contact list
Professional development EMP-10-16