This document provides a marketing plan for getting hired that involves researching target employers and industries, identifying your unique selling proposition or skills, and effectively communicating how your skills meet employers' needs. It advises personalizing communications, preparing for interviews by rehearsing and learning about the company, and following up with thank you notes. The goal is to stand out from other candidates and market yourself in a targeted way to potential employers.
USP -Unique Sellin Proposition- estas proponiendo vender algo UNICO o algo que es tan comun que se considera un commodity? te logras diferenciar en el mercado?
The document provides tips for preparing for and attending a career fair. It recommends researching companies that will attend, developing an elevator pitch about your skills and qualifications, updating your resume, and preparing questions to ask employers. At the fair, it advises arriving early, making a good first impression, collecting business cards, and taking advantage of any services offered. Most importantly, it stresses following up after the fair by sending thank you notes and following application instructions.
The document provides guidance on hiring the ideal sales manager and building a successful sales team. It outlines key steps in the hiring process including when to start looking, who to look for, where to find candidates, how to screen applicants through resume reviews, phone interviews, in-person interviews, references checks, and skills assessments. Interview questions are provided to evaluate a candidate's work history, selling skills, and general qualifications. The goal is to find someone with the right experience, skills, work ethic, and personality to hire the right people, train them well, set goals, provide support, and motivate the team to meet and exceed sales targets.
For those of you that missed our Preparation C presentation, take a look at it here, for some great tips on writing resumes, interviewing skills and what prospective employers are looking for.
This document provides 10 steps for writing an effective recruitment advertisement. It stresses the importance of carefully considering the job role and requirements, the ideal candidate, necessary skills and experience before drafting the ad. It also recommends highlighting the company personality, unique selling points and benefits to attract suitable applicants and make the ad stand out from competition. The overall goal is to market the vacancy and company to appeal to the right calibre of candidates using the ad as a tool.
This document discusses how to leverage personal branding through an effective resume. It emphasizes beginning with a powerful branding statement that conveys your unique strengths and value. Proper formatting is also important to ensure the resume is easy to read. Hiring managers typically spend 6 seconds reviewing each resume, so the content must highlight accomplishments and be concise yet compelling. Personal branding and a polished resume are essential to standing out among competitors and making a lasting positive first impression.
The document provides guidance on using a sales approach to career success and job hunting. It recommends:
1) Networking extensively by phone to set up in-person meetings, as the phone is the most efficient tool for reaching people.
2) Preparing thoroughly for calls by researching companies and prospects, and having success stories to demonstrate competence.
3) Using a scripted introduction to capture attention, build rapport, and schedule meetings to further discuss skills and the prospect's needs.
USP -Unique Sellin Proposition- estas proponiendo vender algo UNICO o algo que es tan comun que se considera un commodity? te logras diferenciar en el mercado?
The document provides tips for preparing for and attending a career fair. It recommends researching companies that will attend, developing an elevator pitch about your skills and qualifications, updating your resume, and preparing questions to ask employers. At the fair, it advises arriving early, making a good first impression, collecting business cards, and taking advantage of any services offered. Most importantly, it stresses following up after the fair by sending thank you notes and following application instructions.
The document provides guidance on hiring the ideal sales manager and building a successful sales team. It outlines key steps in the hiring process including when to start looking, who to look for, where to find candidates, how to screen applicants through resume reviews, phone interviews, in-person interviews, references checks, and skills assessments. Interview questions are provided to evaluate a candidate's work history, selling skills, and general qualifications. The goal is to find someone with the right experience, skills, work ethic, and personality to hire the right people, train them well, set goals, provide support, and motivate the team to meet and exceed sales targets.
For those of you that missed our Preparation C presentation, take a look at it here, for some great tips on writing resumes, interviewing skills and what prospective employers are looking for.
This document provides 10 steps for writing an effective recruitment advertisement. It stresses the importance of carefully considering the job role and requirements, the ideal candidate, necessary skills and experience before drafting the ad. It also recommends highlighting the company personality, unique selling points and benefits to attract suitable applicants and make the ad stand out from competition. The overall goal is to market the vacancy and company to appeal to the right calibre of candidates using the ad as a tool.
This document discusses how to leverage personal branding through an effective resume. It emphasizes beginning with a powerful branding statement that conveys your unique strengths and value. Proper formatting is also important to ensure the resume is easy to read. Hiring managers typically spend 6 seconds reviewing each resume, so the content must highlight accomplishments and be concise yet compelling. Personal branding and a polished resume are essential to standing out among competitors and making a lasting positive first impression.
The document provides guidance on using a sales approach to career success and job hunting. It recommends:
1) Networking extensively by phone to set up in-person meetings, as the phone is the most efficient tool for reaching people.
2) Preparing thoroughly for calls by researching companies and prospects, and having success stories to demonstrate competence.
3) Using a scripted introduction to capture attention, build rapport, and schedule meetings to further discuss skills and the prospect's needs.
Marketing Yourself workshop objectives:
Understand how marketing applies to job search and construct a simple personal marketing plan
Use O*Net and other online resources to find labor market trends and research potential employers
Construct a comprehensive master resume, from which you will make resumes targeted to specific jobs
Establish a consistent personal brand or message and utilize available tools to broadcast that message to employers and others
The document provides tips and guidance for effectively preparing for and participating in a job fair. It emphasizes the importance of researching companies attending, having a 30-second introduction prepared that highlights relevant skills and interests, dressing professionally, bringing multiple resume copies and a notepad, actively engaging with employers through questions, obtaining contact information, and following up with a thank you note. The goal is to stand out from other job seekers and learn how to secure potential interviews or opportunities. Key aspects employers expect include knowledge of the job/company and demonstrating communication skills, preparation, and enthusiasm.
This document provides guidance on hiring sales development representatives (SDRs). It begins with an introduction stating that traditional sales models are changing and technical sales skills are increasingly important. It then covers topics like who SDRs are, what they do, how much they should be paid, and what motivates them.
The document discusses building a successful SDR team through initiatives like establishing clear career paths for advancement. It also shares insights from an interview with the senior director of sales development at Achievers, who discusses strategies like differentiating their company to attract top talent and focusing on culture, growth opportunities, and celebration over tolerance. Finally, it provides recommendations for setting up an effective SDR hiring process and interview framework.
The document discusses creating a great small business brand. It emphasizes that branding is shorthand for who you are and your promise to customers. Developing a memorable brand involves assessing your current brand, determining what you want it to be, using tools to implement your new vision, and having a unique value proposition. The document provides exercises to help businesses determine their target audience, key attributes, points of differentiation, expectations, and how to make the brand personal. Repeating your brand message through various marketing tools is important to reinforce your brand. Examples are given of how landscaping and law businesses improved their revenues by rebranding.
The document provides guidance on defining and promoting a staffing firm's brand. It discusses conducting research to understand a brand, such as interviewing clients and candidates. It also offers tips on using LinkedIn to promote a brand, including building out personal profiles, engaging connections, and using the company page and status updates. The goal is to develop a brand identity and message and effectively communicate it through social media and other channels to attract both clients and candidates.
This document provides an overview of marketing as a career field. It defines marketing as managing customer requirements profitably and outlines the various functions within marketing like advertising, public relations, and market research. It then discusses careers in marketing, including common entry-level positions at both client and agency companies. The document emphasizes gaining relevant qualifications and experience through internships or student brand manager roles. It provides tips for writing strong resumes and interview preparation. Finally, it recommends resources for finding marketing jobs, including the Getin2Marketing website.
This document provides guidance for writing CVs and cover letters, including:
1) General tips for what makes a good CV such as being targeted to the specific job, concise, and clearly laid out.
2) A CV should be no more than two pages for a new graduate and include sections like personal details, education, work experience, and skills.
3) Cover letters should be individually tailored for each application and highlight the skills and experience most relevant to the specific job or company.
4) The document provides examples of effective cover letters and gives advice on handling rejection in the job application process.
An Introduction to Hiring for the Modern SDRMeghan LaTorre
This document provides an overview of hiring for the modern Sales Development Representative (SDR) role. It discusses that traditional sales models are becoming obsolete and technical sales skills are in high demand. The modern SDR acts as a liaison between marketing and sales using technical skills like prospecting on LinkedIn and qualifying leads. An interview with the Senior Director of Sales Development at Achievers discusses how he built a successful SDR team by focusing on strategy, people, processes and technology, and providing a clear career path for SDRs to develop skills and be promoted over time.
Get Hunted! is about Preparing Yourself for the market. It's about thinking differently from the mainstream recruitment model. Mental Preparation and Physical Delivery will prepare you as the most valuable product you will ever sell!
This document provides materials to help write a cover letter for a revenue manager position, including two sample cover letters, tips for writing an effective cover letter, resume samples, interview questions and answers, and other job application resources. The samples letters demonstrate experience in revenue management, hotel rates, profit maximization, accounting, and financial responsibilities. They request to further discuss the position and provide contact information. Overall, the document aims to guide applicants on developing a cover letter, resume, and preparing for an interview for a revenue manager role.
What do you ask someone without experience? - A GradTouch SlideshareLewis Charlesworth
In this presentation we explore how companies from a variety of industries approach the topic of graduate recruitment. After speaking to businesses who have successfully hired graduates , via GradTouch, we learned about their individual approaches and what they find works best.
By carrying out interviews with industry leaders, we can compare, contrast, and offer up parallels and differences which will form vital insights for others within the hiring process.
We spoke to a variety of companies, from industries such as Marketing, Media, Retail, Digital, Sales and Recruitment, all of which have demonstrated different motivations and observations.
The presentation will take us from the application stage, right through to the onboarding part of the recruitment process.
It will be viewed specifically in relation to graduate hiring, in circumstances where the candidate has little or no experience.
The document provides 21 tips for getting a job, including:
1. Always send your CV with a cover letter that validates your ability to the employer's needs.
2. Differentiate your CV from others by standing out and being different.
3. Show the value you will bring to the potential employer's organization.
4. Research target organizations and send tailored impact letters to hiring managers.
5. Follow up after interviews by sending thank you notes within one day.
Employer Branding is important because more than 60 percent of the job seekers today wish to understand the culture and values of an organization even before they seek an opportunity.
This document provides strategies and tips for job hunting, including leveraging your personal network, direct applications to target companies, and using headhunters and online job ads. It focuses on applying directly to target companies, recommending gathering information on potential employers and defining contact people before customizing your cover letter. The document also provides extensive suggestions for methodically creating a target company list, such as considering competitors, vendors, associations, clients, industry conferences, private investments, local businesses, alumni networks, advertisers, and previous employees. Sample questions for informal interviews with industry contacts are also included.
The Employer Branding Thingamajig - By Neha AsthanaNeha Asthana
This document discusses the evolution of jobseekers, employees, and workplaces. It argues that employer branding is important for attracting and retaining talent in the current environment. An effective employer brand clearly communicates a company's values and culture to both internal and external stakeholders. It should be aligned with the company's consumer brand and embodied by all employees through their words and actions. Building a strong employer brand requires identifying core values and implementing them consistently in hiring, management, and workplace practices.
This document discusses two videos about architectural structures and breathing spaces. The first video explores a structure that provides a space for breathing and the second video examines a building that creates an interior breathing area. Both videos focus on designs that consider how structures can incorporate breathing or living spaces.
Marketing Yourself workshop objectives:
Understand how marketing applies to job search and construct a simple personal marketing plan
Use O*Net and other online resources to find labor market trends and research potential employers
Construct a comprehensive master resume, from which you will make resumes targeted to specific jobs
Establish a consistent personal brand or message and utilize available tools to broadcast that message to employers and others
The document provides tips and guidance for effectively preparing for and participating in a job fair. It emphasizes the importance of researching companies attending, having a 30-second introduction prepared that highlights relevant skills and interests, dressing professionally, bringing multiple resume copies and a notepad, actively engaging with employers through questions, obtaining contact information, and following up with a thank you note. The goal is to stand out from other job seekers and learn how to secure potential interviews or opportunities. Key aspects employers expect include knowledge of the job/company and demonstrating communication skills, preparation, and enthusiasm.
This document provides guidance on hiring sales development representatives (SDRs). It begins with an introduction stating that traditional sales models are changing and technical sales skills are increasingly important. It then covers topics like who SDRs are, what they do, how much they should be paid, and what motivates them.
The document discusses building a successful SDR team through initiatives like establishing clear career paths for advancement. It also shares insights from an interview with the senior director of sales development at Achievers, who discusses strategies like differentiating their company to attract top talent and focusing on culture, growth opportunities, and celebration over tolerance. Finally, it provides recommendations for setting up an effective SDR hiring process and interview framework.
The document discusses creating a great small business brand. It emphasizes that branding is shorthand for who you are and your promise to customers. Developing a memorable brand involves assessing your current brand, determining what you want it to be, using tools to implement your new vision, and having a unique value proposition. The document provides exercises to help businesses determine their target audience, key attributes, points of differentiation, expectations, and how to make the brand personal. Repeating your brand message through various marketing tools is important to reinforce your brand. Examples are given of how landscaping and law businesses improved their revenues by rebranding.
The document provides guidance on defining and promoting a staffing firm's brand. It discusses conducting research to understand a brand, such as interviewing clients and candidates. It also offers tips on using LinkedIn to promote a brand, including building out personal profiles, engaging connections, and using the company page and status updates. The goal is to develop a brand identity and message and effectively communicate it through social media and other channels to attract both clients and candidates.
This document provides an overview of marketing as a career field. It defines marketing as managing customer requirements profitably and outlines the various functions within marketing like advertising, public relations, and market research. It then discusses careers in marketing, including common entry-level positions at both client and agency companies. The document emphasizes gaining relevant qualifications and experience through internships or student brand manager roles. It provides tips for writing strong resumes and interview preparation. Finally, it recommends resources for finding marketing jobs, including the Getin2Marketing website.
This document provides guidance for writing CVs and cover letters, including:
1) General tips for what makes a good CV such as being targeted to the specific job, concise, and clearly laid out.
2) A CV should be no more than two pages for a new graduate and include sections like personal details, education, work experience, and skills.
3) Cover letters should be individually tailored for each application and highlight the skills and experience most relevant to the specific job or company.
4) The document provides examples of effective cover letters and gives advice on handling rejection in the job application process.
An Introduction to Hiring for the Modern SDRMeghan LaTorre
This document provides an overview of hiring for the modern Sales Development Representative (SDR) role. It discusses that traditional sales models are becoming obsolete and technical sales skills are in high demand. The modern SDR acts as a liaison between marketing and sales using technical skills like prospecting on LinkedIn and qualifying leads. An interview with the Senior Director of Sales Development at Achievers discusses how he built a successful SDR team by focusing on strategy, people, processes and technology, and providing a clear career path for SDRs to develop skills and be promoted over time.
Get Hunted! is about Preparing Yourself for the market. It's about thinking differently from the mainstream recruitment model. Mental Preparation and Physical Delivery will prepare you as the most valuable product you will ever sell!
This document provides materials to help write a cover letter for a revenue manager position, including two sample cover letters, tips for writing an effective cover letter, resume samples, interview questions and answers, and other job application resources. The samples letters demonstrate experience in revenue management, hotel rates, profit maximization, accounting, and financial responsibilities. They request to further discuss the position and provide contact information. Overall, the document aims to guide applicants on developing a cover letter, resume, and preparing for an interview for a revenue manager role.
What do you ask someone without experience? - A GradTouch SlideshareLewis Charlesworth
In this presentation we explore how companies from a variety of industries approach the topic of graduate recruitment. After speaking to businesses who have successfully hired graduates , via GradTouch, we learned about their individual approaches and what they find works best.
By carrying out interviews with industry leaders, we can compare, contrast, and offer up parallels and differences which will form vital insights for others within the hiring process.
We spoke to a variety of companies, from industries such as Marketing, Media, Retail, Digital, Sales and Recruitment, all of which have demonstrated different motivations and observations.
The presentation will take us from the application stage, right through to the onboarding part of the recruitment process.
It will be viewed specifically in relation to graduate hiring, in circumstances where the candidate has little or no experience.
The document provides 21 tips for getting a job, including:
1. Always send your CV with a cover letter that validates your ability to the employer's needs.
2. Differentiate your CV from others by standing out and being different.
3. Show the value you will bring to the potential employer's organization.
4. Research target organizations and send tailored impact letters to hiring managers.
5. Follow up after interviews by sending thank you notes within one day.
Employer Branding is important because more than 60 percent of the job seekers today wish to understand the culture and values of an organization even before they seek an opportunity.
This document provides strategies and tips for job hunting, including leveraging your personal network, direct applications to target companies, and using headhunters and online job ads. It focuses on applying directly to target companies, recommending gathering information on potential employers and defining contact people before customizing your cover letter. The document also provides extensive suggestions for methodically creating a target company list, such as considering competitors, vendors, associations, clients, industry conferences, private investments, local businesses, alumni networks, advertisers, and previous employees. Sample questions for informal interviews with industry contacts are also included.
The Employer Branding Thingamajig - By Neha AsthanaNeha Asthana
This document discusses the evolution of jobseekers, employees, and workplaces. It argues that employer branding is important for attracting and retaining talent in the current environment. An effective employer brand clearly communicates a company's values and culture to both internal and external stakeholders. It should be aligned with the company's consumer brand and embodied by all employees through their words and actions. Building a strong employer brand requires identifying core values and implementing them consistently in hiring, management, and workplace practices.
This document discusses two videos about architectural structures and breathing spaces. The first video explores a structure that provides a space for breathing and the second video examines a building that creates an interior breathing area. Both videos focus on designs that consider how structures can incorporate breathing or living spaces.
The document describes an "Architectural cloud" structure that can be used for various functions like a theatre, musical drama, concert, or conference. It is made of rigid plastic and is meant to provide space for singing or performances. The structure uses tensegrity principles to create an open yet dynamic space that can accommodate different levels of occupancy, moods, and purposes, ranging from a calm park setting to a lively theatre.
This document provides guidance to small businesses on hiring new employees. It discusses the importance of hiring the right people for business success and growth. It then offers tips on finding talent through online job ads, resume searches, and social media. The document provides best practices for creating effective job postings with targeted titles, keywords, and locations. It also offers suggestions for highlighting the company benefits, values, and culture. The goal is to engage candidates and clearly communicate the job requirements and application process.
This document discusses understanding today's dynamic workplace and how to adapt to today's job market. It notes that the workplace is constantly changing due to factors like globalization, technology, diversity, and downsizing. It also discusses that employers are increasingly hiring temporary workers and consultants instead of long-term employees. The document provides tips for adapting to the current job market, including analyzing your interests, skills, and goals, and understanding what employers are looking for in candidates such as communication skills, teamwork, adaptability, and professionalism.
This document provides guidance to independent retailers on hiring, training, and retaining employees. It discusses attracting candidates, screening applicants, conducting interviews, and onboarding new hires. It emphasizes the importance of ongoing training, engaging employees through meetings, and evaluating performance based on both quantitative metrics and soft skills. Regular communication and showing employees they are valued are cited as important for maintaining a positive workplace culture and reducing turnover.
Universum provides employer branding and talent attraction services to over 1,700 clients globally. Their Talent Insight Report uses survey data from over 1.3 million career seekers to help companies understand what their target talent groups want and which employers they find most attractive. The report provides comparisons of target groups' preferences, an analysis of employer brand strengths and challenges, and tailored recommendations to optimize employer branding strategy and activities based on target group insights.
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.
The document provides tips for growing a company's talent pool and hiring good candidates. It discusses the importance of having an accurate job description, boosting employee referrals, building industry contacts, utilizing a company website to advertise jobs, improving a company brand, and using industry-specific job boards and professional groups to source candidates. Following these six tips can help recruiters find and attract top talent in a competitive job market.
This document discusses 16 questions related to successfully managing one's career at any stage. It provides answers and advice on topics like discovering personal values, setting career goals, researching potential employers, networking, handling challenges, and making a difference. The document is written by four consultants from ICATT Consulting and is intended to help readers develop a blueprint for career success.
201409 APC Article - Great Job Ads Attract The Right PeopleArt Snarzyk III
The document provides advice on how to write effective job postings to attract top talent. It recommends (1) describing the ideal job candidate's traits, responsibilities, company values, and compensation package in detail so applicants can self-select; (2) using words aligned with behavioral traits like assertiveness, sociability, or reliability to attract candidates with the right fit; and (3) advertising jobs through one's own professional networks in addition to job boards. The goal is to make it clear what type of candidate and work environment the position requires to find the "right people".
Use Labor Market Information to find out who's really hiring and develop strategies for tapping the "Hidden Job Market". Learn practical tools for job seeking success and discover ten reasons you may not be finding a job.
Startup Recruiting Workbook: Sourcing and Interview ProcessWork-Bench
This document provides templates and best practices for sourcing and interviewing candidates at startups. It includes templates for job descriptions, outreach emails, and interview communications. The document aims to help startup founders and recruiters build effective recruiting processes as their companies scale from 5 to 50 to 500 employees. Templates are provided for job descriptions, posting jobs, sourcing on LinkedIn, outreach emails, recruiter phone screens, phone interviews, on-site interviews, and rejection emails. Tactics focus on effective communication, setting expectations, and providing resources to help candidates prepare.
The document outlines seven common "sins" or mistakes that recruiters make and provides recommendations to improve recruiting practices. The sins include failing to nurture candidates, not tracking recruiting metrics, neglecting to continuously source new candidates, having a weak employment brand, relying only on outdated recruiting methods, failing to obtain executive support, and assuming candidates will naturally find available jobs without proper outreach. The recommendations emphasize using candidate relationship management systems, social recruiting, employee referral programs, communication campaigns, and demonstrating recruiting ROI to executives.
The document discusses seven common "sins" or mistakes that recruiters make. These include finding candidates but then forgetting about them, not tracking where candidates are coming from, not actively feeding the recruiting funnel with new prospects, neglecting the company's employment brand, relying only on outdated recruiting methods, thinking recruiting is just basic marketing so executive buy-in is not needed, and failing to demonstrate the value of new recruiting techniques to executives. The document provides recommendations for how recruiters can correct these mistakes, such as using candidate relationship management systems, tracking and reporting on recruiting efforts, engaging in proactive social and employee referral recruiting, strengthening the employment brand, using an intuitive recruiting platform, and obtaining executive support through regular reporting.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
This document provides 10 tips for acing a job interview:
1. Develop a strong network, as most jobs are found through networking rather than online postings.
2. Take time to carefully craft your resume, focusing on accomplishments and how your skills fit the role.
3. Do research on the company and position to be prepared to discuss how your background matches their needs.
4. Understand that the goal of the first interview is to get a second interview rather than landing the job immediately. Research the recruiting process.
The document outlines 7 steps for conducting a targeted job search: 1) Know what you want in a career, 2) Identify your ideal work environment, 3) Generate a list of potential companies, 4) Research how you can contribute value, 5) Customize application materials to highlight benefits, 6) Contact hiring managers directly instead of HR, 7) Prepare and practice for interviews. The key is researching companies and customizing each application to address the specific needs and goals of the hiring manager.
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.
A great guide for Trainees & Graduates looking to launch a career in recruitment! Advice on how to prepare, how to make successful applications and how to perform in interview
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
How to Prepare for Fortinet FCP_FAC_AD-6.5 Certification?NWEXAM
Begin Your Preparation Here: https://bit.ly/3VfYStG — Access comprehensive details on the FCP_FAC_AD-6.5 exam guide and excel in the Fortinet Certified Professional - Network Security certification. Gather all essential information including tutorials, practice tests, books, study materials, exam questions, and the syllabus. Solidify your knowledge of Fortinet FCP_FAC_AD-6.5 certification. Discover everything about the FCP_FAC_AD-6.5 exam, including the number of questions, passing percentage, and the time allotted to complete the test.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
IT Career Hacks Navigate the Tech Jungle with a RoadmapBase Camp
Feeling overwhelmed by IT options? This presentation unlocks your personalized roadmap! Learn key skills, explore career paths & build your IT dream job strategy. Visit now & navigate the tech world with confidence! Visit https://www.basecamp.com.sg for more details.
IT Career Hacks Navigate the Tech Jungle with a Roadmap
Your USP
1. Your “Get Hired” Marketing Plan
Preparada por Jenaro Sanchez, MAE IX para ser usada en los sitios de
Redes Ejecutivas y en Intranet Estudiantes e Intranet Graduados,
sección Career Services del Sitio Internet INCAE.
Ver créditos en las dos últimas páginas
Presentación de Redes Ejecutivas incaistas@yahoo.com 1
2. You have a great education, solid work
history and you’re bilingual to boot, but
landing a job isn’t only about your skills
and experience.
You also have to know how to
successfully market yourself to
employers.
Presentacion de Redes Ejecutivas incaistas@yahoo.com 2
3. • A job search is much more than simply
“finding a job.” It is actually an integrated
marketing campaign – an action plan for
targeting the right employers with the right
message, creating a positive perceived value of
what you have to offer.
• Your perceived value in the mind of the
employer is the reason you will be hired over
other candidates vying for the same position.
Presentación de Redes Ejecutivas incaistas@yahoo.com 3
4. • Before jumping in and trying to find any job that
offers a steady paycheck, you should take the time to
think about your interests, evaluate your strengths
and determine the overall direction you’d like your
career to take.
• Really reflect on what you want and where
you would like to be in 5 years, 10 years and
beyond.
• This self-reflection and understanding will steer your
job search in the right direction, helping you to make
career decisions that complement your skills, satisfy
your interests and fulfill you professionally.
Presentación de Redes Ejecutivas incaistas@yahoo.com 4
5. Any good marketing campaign begins with market
research. As a job seeker, you must know your target
market and how your special mix of abilities meets
the needs of these employers.
Learn everything you can about the companies and
industry you wish to target. This information will
help you uncover what the market needs and which
of your skills will be most valued by the companies
you set your sights on.
“You need to ask: what is the market looking for?”
says Maureen Crawford Hentz, Manager of Talent
Acquisition at Osram Sylvania. “The employer is the
buyer and you are trying to sell your skills.”
Presentación de Redes Ejecutivas incaistas@yahoo.com 5
6. • After you’ve done your market research and
decided on the niche you wish to target, the
next step is to evaluate your strengths and
competencies. What separates you from other
jobseekers? Is it your education, drive,
creativity, experience, breadth of knowledge,
leadership abilities, or some other skill?
• Whatever makes you different from other
candidates and gives you a competitive
advantage is known as your USP or Unique
Selling Proposition
Presentacion de Redes Ejecutivas incaistas@yahoo.com 6
7. • However, employers won’t automatically recognize your
USP. You must effectively communicate how you are
uniquely positioned to benefit their company and solve
their problems. This means you have to understand the
value of your skills in the marketplace and know how
employers will benefit from hiring you. One skill you
can be confident the market needs these days is
multiculturalism, particularly Latino multiculturalism.
• “The whole Latin American arena is really hot,” says
Peter Newfield, founder of Career-Resumes.com. As the
Hispanic market grows within the United States,
companies are expanding to do business in previously
untapped Latin American markets.
• The same multiculturalism is also important for jobs
within the U.S. borders as companies recruit to fill posts
that will be involved in marketing to new communities
with different cultures.
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8. This is not the time to send your resume to every employer
under the sun. If you're going to market yourself effectively and
get the job that’s right for you, you must carefully select the
companies you want to target and differentiate yourself from
other jobseekers based on each company’s specific needs. As any
marketing pro will tell you, the more targeted you make your
pitch, the more likely you are to generate a response.
First, all communications you send to a prospective employer
should be personalized. No hiring manager wants to receive a
mass email that you’ve obviously sent to hundreds of other
companies. Employers want to see that you want to work for
them, not that you are just looking for any old job. Concentrate
on communicating your top skills and how they specifically
benefit your target employers. Don’t try to be all things to all
people or you will look unfocused and disorganized – a sure-fire
way to get your resume ignored.
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9. Once your resume and cover letter have landed you an interview,
you've got a chance --maybe your only chance -- to convince the hiring
manager why you are the best person for the job. Rehearse for this
opportunity (see Mastering the U.S. Job Interview: 10 Tips for Hispanic
Professionals), review your research about the company and dress
professionally.
The interview is a fine time to remind employers of your multicultural
talents. “You are a `value-added' candidate (because of language and
multicultural skills), but sometimes you are so close you can't see it,”
says Crawford Hentz. “You've got Diversity Competence, which is great
because it expands your capacity to do business in an increasingly flat
world.”
This is also the time to back up your resume with real-world examples
of your abilities. “Give employers a before-and-after,” suggests Bill
Lawrence. “Say: `When I walked in, we were making X million dollars.
Three years later, we were making ten times that.' Then tell them how
you did it and why you succeeded.”
The most important facet of the interview is confidence (not cockiness or
arrogance).
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10. The minute you return from an interview, you should send a thank-you
note to anyone who interviewed you, expressing appreciation for their
time and stressing your interest in the position. The post-interview
thank you note is not optional.
At the end of your job interview, you should always ask about the
timeframe for making a hiring decision. When that time period is
nearly over, pick up the phone and call the hiring manager just to touch
base, get yourself on their radar again and to remind the company of
your enthusiasm for the job.
If you find that the position has been filled, try to get feedback from
the recruiter about why you didn't land the job. This should be done in
a non-defensive manner, after congratulating the client on finding the
match. "I'm pleased you found someone who was such a good match.
Do you have a few minutes to tell me where my skills didn't quite suit
your needs?"
The recruiter may be able to give some coaching tips on what you could
have done better.
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11. differences between the way
employment interviews are conducted
in the United States and in Latin
America.
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12. Some may apply to multicultural MBA’s
1. Take Credit for your Professional Accomplishments
2. Make Eye Contact
3. Be Direct
4. Focus on Professional, not Personal Issues
5. Get Rid of the “Yes Syndrome”
6. Don’t Be Passive
7. Beware Tú vs. Usted
8. Dress Conservatively
9. Don’t be Discouraged if the Interviewer Seems
Impersonal
10. Research the company before your interview – and
don’t forget your Hispanic connections!
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13. http://www.latpro.com/cms/en/careeradvice/job_search_marketing_hispanic_heritage_1
Because,
It is good to be an INCAISTA
BUT IT IS NOT ENOUGH !!!
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14. +5,000 MBA incaistas,
over 500,000 MBA in Latin America from 200+
business schools. MBA is a commodity.
Over 5,000,000 Licenciados & Engineers –
electrical, chemical, industrial, mechanical,
systems….
YOU Need a USP. What are you good for?
Compete with thousands. At the end, INCAE
brand helps a little. Not that much, really.
Your personal brand is what matter the most!
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15. • USP is a term mostly used with MBA’s fresh
out of business school,
• Seasoned MBA’s have a career instead.
• After some years out of business school
You are an expert in something, a proven
professional. What is your expertise, your
USP? What makes you different?
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16. Esta presentación fue preparada por Jenaro
Sanchez, MAE IX de INCAE, para el sistema de
Redes Ejecutivas tomando como punto de
partida el articulo titulado:
Marketing your Hispanic Heritage to
Employers: Your “Get Hired” Marketing Plan,
reproducido en LatPro.com en el url
http://www.latpro.com/cms/en/careeradvice/job_search_marketing_hispanic_heritage_1
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