...------------------------------------------------- GS2745: Unit 2, Team Assignment – Optimism Optimistic people can be seen to be unrealistic, but here are 3 valuable attributes that are also grounded in reality: 1. SEE THE BIG PICTURE: Goal-oriented thoughts 2. SEE HOW YOU GET THERE: Plausible pathways to achievement 3. FEEL CONFIDENCE: Emotional connection to success Please fill out and respond to the following 3 questions. Work in groups. 1. Goal Oriented Thoughts: Goals should be attainable yet challenging. If you give yourself too big a goal, it can be overwhelming. a. List a big, long-term goal for yourself Example, have a completely polished resume and professional cover letter b. From that goal, come up with a smaller goal that you can work on NOW. Example: complete the first draft of the experience section of my resume 2. Pathways to achievement: Avenues for success need to be plausible. When life gets in the way, make sure to have a “plan B” (contingency planning) a. For your long-term...
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...What you don't include on your resume can be as important as what you do include. Here are 10 things you should leave off: 1. An objective. Resume objectives never help and often hurt. Not only do they feel outdated at this point, but they're all about what you want, rather than what this stage of the hiring process is all about--what the employer wants. Your resume should be about showing your experience, skills, and accomplishments. If you want to talk about how this particular position is the perfect next step in your career, use the cover letter for that. 2. Short-term jobs. Short-term jobs raise red flags for hiring managers, who will wonder if you were fired, couldn't do the work, or had trouble getting along with co-workers. Plus, a few months on a job won't typically be useful in showing any real accomplishments or advancement anyway. One exception to this rule is if the job was short-term because it was designed that way, like contract work or, say, working on a political campaign. Those won't raise the sorts of questions above, because you'll have an explanation that doesn't reflect on you poorly. 3. A functional format. Functional resumes (which list skills and abilities without including a chronological job history) are widely hated by employers, since they easily mask limited work experience or significant work gaps and make it difficult to understand a candidate's career progression. For most hiring managers, these resumes are an immediate red flag that you...
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...Library Journal “The granddaddy of worker sites.” – US News and World Report “A killer app.” – New York Times One of Forbes' 33 “Favorite Sites” – Forbes “To get the unvarnished scoop, check out Vault.” – Smart Money Magazine “Vault has a wealth of information about major employers and jobsearching strategies as well as comments from workers about their experiences at specific companies.” – The Washington Post “A key reference for those who want to know what it takes to get hired by a law firm and what to expect once they get there.” – New York Law Journal “Vault [provides] the skinny on working conditions at all kinds of companies from current and former employees.” – USA Today VAULT GUIDE TO RESUMES, COVER LETTERS & INTERVIEWS © 2003 Vault Inc. VAULT GUIDE TO RESUMES, COVER LETTERS & INTERVIEWS HOWARD LEIFMAN, PhD, MARCY LERNER AND THE STAFF OF VAULT © 2003 Vault Inc. Copyright © 2003 by Vault Inc. All rights reserved. All information in this book is subject to change without notice. Vault makes no claims as to the accuracy and reliability of the information contained within and disclaims all warranties. No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without the express written permission of Vault Inc. Vault.com, and the Vault logo are trademarks of Vault Inc. For information about permission to reproduce selections from this book, contact Vault Inc.150...
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...HOW TO Prepare Your Curriculum Vitae Revised Edition Acy L. Jackson and C. Kathleen Geckeis Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Manufactured in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. 0-07-142626-4 The material in this eBook also appears in the print version of this title: 0-07-139044-8 All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. For more information, please contact George Hoare, Special Sales, at george_hoare@mcgraw-hill.com or (212) 904-4069. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this work is subject to these terms. Except as permitted under the Copyright Act of 1976 and the right to store and retrieve...
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...------------------------------------------------- Chapter 4: Making an impact with your covering letter ------------------------------------------------- Contents 1. Step one: Understand why a covering letter is important 2. Step two: Draft the letter 3. 1 Say why you're writing 4. TOP TIP 5. 2 Show that you're interested 6. TOP TIP 7. 3 Tell them why they need you 8. 4 Suggest an interview 9. Step three: Remember the essentials 10. Common mistakes 11. [N] You use a covering letter template from a book 12. You use the same covering letter for all your job applications 13. STEPS TO SUCCESS 14. Useful link When you send in your CV to a manager or recruiter to apply for an advertised vacancy or to let him or her know that you are looking for work, you'll normally send a covering letter too. If you're applying for an existing vacancy, your covering letter should briefly describe the position you're applying for and where you saw it advertised, why you are particularly qualified for the job, and why you want to work for that specific company. If you're approaching an agency to register your CV as part of your search for a new job, you should describe the type of job you're looking for, the skills you have that would make you an attractive candidate, your current salary, and any preferences you may have in terms of location. In all cases, a good covering letter can give a sense of who you are that may not come across in a...
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...fr/langues/anglais/cv/cv/CV.htm Specific features of Anglo-Saxon CVs compared to French CVs There isn’t 1 type of CV in English but many types: things vary from country to country 2 distinct trends: UK & USA => Adjust according to your objective + be as consistent as possible If you want your CV to catch a recruiter’s attention, it must be clear & easy to read (type size: 10-12) CV = showcase => show you’re rigorous, concise, that you master word-processing tools, that you can use the spell-checker Aspects common to all Anglo-Saxon CVs ( CVs are word-processed (never handwritten - it’s the same for letters) ( Their length varies: UK not limited to 1 page (but be as concise as possible because concision = valuable skill) / USA resume = 1 page but CV = as many pages as necessary ( Write your first name first, your family name second (e.g. Jean-Luc LEBRETON) ( Add +33 before your phone number ( There’s no photo (unless specifically required) ( Some CVs have a SKILLS section at the top http://www.quintcareers.com/transferable_skills.html Use action verbs rather than noun ( The EXPERIENCE / EMPLOYMENT part must be detailed French people value academic achievements whereas English-speaking people favour effective skills. Have your placements / internships + student jobs in this part This part often comes before the EDUCATION part ( Use verbs of action achieved, arranged, assisted, co-ordinated, completed, dealt with, developed, established, expanded, handled...
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...রাত ১২ টা ২২ মিনিটে মনে হল Job Interview নিয়ে কিছু কথা বলি । আমি একজন International MBA Student. আমি আমার কিছু Experience বাংলাদেশের বন্ধু, শুভাকাঙ্ক্ষী তথা সবার সাথে Share করতে চাই যারা পড়াশুনা শেষ করে চাকরীর সন্ধানে বের হবেন । যার জন্য Post টি বাংলায় লেখা । এই Post-টি তাদের জন্য উৎসাহ যোগাতে পারে নিজে কিছু করার, যারা মনে করেন শুধু মামা-চাচা-খালুরাই পারে Job দিতে । Post-টি ৩-টি পর্বে ভাগ করে প্রকাশ করা হবে । পর্ব-০১ ১। আগে নিজে মনে মনে চিন্তা করুন আপনি কোন Sector এর জন্য উপজুক্ত, সেই অনুযায়ী চাকরী খোঁজার চেষ্টা করুন । ২। চাকরী খোঁজার আগে আপনার CV/Resume টি খুব Unique ভাবে তৈরি করুন । এজন্য Google / youtube অথবা আপনার পরিচিত কোনো ওয়েবসাইট ব্যাবহার করতে পারেন। এই কথাটি বলার কারন হচ্ছে, CV/Resume format প্রতিনিয়ত change হতে থাকে । HR officer রা সবসময় Updated থাকেন এসব ব্যপারে । সুতরাং তাদেরকে বোকা বানানোর কোনো অবকাশ নেই । ৩। যেকোনো Companyতে CV ছাড়ার সময় অবশ্যই Cover Letter সংযুক্ত করতে ভুলবেন না । ৪। একটি Formal mail id ব্যাবহার করুন। mylollypop@gmail.com / hotchick69@msn.com এ জাতীয় মেইল আইডি ব্যাবহার না করাই ভালো । ৫। Job agencyর সাথে নিজেকে সম্পৃক্ত রাখুন । Company website গুলতে প্রতিদিন চোখ রাখুন, বিশেষ করে তাদের Career Section । http://www.prothom-alojobs.com/ এক্ষেত্রে আপনাকে সাহায্য করতে পারে । ৬। উন্নত বিশ্বে Job খোঁজার অন্যতম একটি কৌশল Door to door knock । তার মানে হচ্ছে আপনি রাস্তা দিয়ে চলার পথে কোনো Company দেখলে ভয় এবং লাজ-শরমের মাথা খেয়ে ভেতরে প্রবেশ করবেন । ২-১ পেইজের CV টি কোনো Officer / Receptionist / Manager এর হাতে দিবেন এবং তাকে অনুরোধ করবেন আগামিতে...
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...September 24, 2011 Principal Sheikh Borhanuddin Post Graduate College 62, Nazimuddin Road Dhaka-1180 Application for the position of a lecturer. Dear Sir In response to your search for a lecturer on Finance and Banking department of your college, I would like to apply for the position of a lecturer. Please accept this letter and the enclosed résumé as my application for the post. Let me briefly clarify how I can add value to your renowned Ideal College. At present, I am carrying out my MBA in Department of Banking from University of Dhaka and at the very edge of the finish line. I am currently holding the SECOND position with a CGPA of 3.85 (MBA) and 3.84 (BBA) on a scale of 4 in my department among the top graders. I have been furnished with first-rate analytical expertise to make the most of data for action, a superb write-up capability, remarkable interpersonal communication skills and presentation dexterity. I am always keen to catch responsibility and put integrity and accuracy at the first place. I believe teaching in a reputed college like your one will endow me with tremendous prospect for my career growth. I am confident that if provided the opportunity to serve your college, I will prove myself to be a significant asset for your institution through my dedication, sincerity and highest level of professionalism. I would request for an interview at your convenience. For any query, you can reach me at my below mentioned cell number and e-mail address. Thanks and Best...
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...capacity and experience/ interest in my particular industry What traits do I looking for in successful employees? The obvious things: Critical reasoning, team player, organization, multitasking… BUT, also Understanding your place Doing what they are told with very little oversight Finding he little ways to add value Key point: In order to gain my tryst in solving the big problem, one must be able to execute the small things well Brass Tacks Understanding the process “Weeding out” process: Step 1: 100-90 Missing or inconsistent information Step 2: 30 seconds scan of resume- who can I throw out 90-25 Typos-Yikes! No fit/ no skills Poor organization Key insight: I will have spent very little time evaluating many candidates before I weed them out Saying the wrong things Ex: B.A. Economic[s] Key insight: The cover letter and resume must be perfect. Typos and grammatical mistakes will not be tolerated. Period....
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...Selection Process The selection process involves interviewing and evaluating individuals based on certain criteria for a specific job and selecting them for employment. The selection process contains a series of steps where facts may come light which may lead to rejection of applicant [Clarke,2005] These obstacles are designed to eliminate an incompetent candidate at any point in the selection process. We have chosen a combination of structured interview and a group presentation as our selection process. These selection processes addresses the three major attributes which constitutes personality, leadership skills and working in teams. The chosen selection process will enable us to select the best candidate in the most objective manner. Below are the steps implicated for the recruitment of a Food and Beverage Manager. The first step is the Curriculum Vitae Screening. The objective of this step is to eliminate applicants who do not have the appropriate qualifications and /or experience as specified in the associated vacancy advertisement. It is also to prepare CV related questions for the preliminary interview. The CV screening methodology also consists of the cover letter assessment for the written communication skills, grammar & syntax as well as motivation. The curriculum vitae are assessed according to the Presentation of CV, Education (specific requested qualifications), Experience (relevance to the position), Promotion/Achievements (long term potential), and Hobbies (physical...
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...An interview question document helps the recruitment and selection of the best candidate by giving the interviews a way of picking out of the remaining candidates. This document is similar to a short listing form document because they are both ways of getting the best candidate out of a group. However, this document is different to an interview checklist because one document is a series of questions asked by an interviewer to a interviewee and the other is a checklist done by an interviewer to see if the interviewee has the right documentation. During the recruitment stage the job advert used to is to attract suitable candidates for a position which is different to the job description and the personal specification are used to shortlist candidates that click on to the job advert. Likewise, during the application and selection process the job description and personal specification are used to shortlist candidates which saves the company money and time and the job advert is just used to provide information about how they can apply whether it’s through a phone call, online application or even email. Furthermore, during the recruitment stage an application form is used to allow potential employees to apply where they list their skills, experiences, knowledge and most of all their personal details. Likewise, a CV during the recruitment stage is used the same way a job application is used but the person applying sets I out how they want it to be whereas the job application is you...
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...Do you know how huge of a role a resume has in an individual’s life? Resumes play imperative roles and they are the best recommendation. Having a resume during interview times are very crucial and being sure that it includes the main parts an employer seeks is just as important. The benefits of having a resume can be tremendous and also hugely impact the future of an interviewee. Having a clear understanding of what to include in a resume is the first step in preparing a resume. A resume is a document that summarizes your education, skills, talents, employment history, and experiences in a clear and concise format for potential employers. Being sure to meet an employer’s expectations by incorporating the main parts of a resume is an advantage over those who do not. When preparing a resume be sure to include your contact information, objective or goal, work experience, and education. There are many different formats for preparing a resume, but most employers prefer the Reverse Chorological resume format. The contact information is the first part of a resume a potential employer sees. Including your contact information would definitely be one of the most important parts of a resume. If you don’t include your contact information, then how can the employer contact you to set up for an interview? So, be sure that your current information is available for the employer. This section of a resume is often located at the top of your document. Contact information should include your full...
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...BTEC NATIONAL DIPLOMA IN BUSINESS UNIT 13: INVESTIGATING RECRUITMENT AND SELECTION M2- My contribution to the whole selection process. How effective was your contribution to the pre-selection interview preparations? Before the selection interview took place I had to prepare a few documents. I also had to complete an application form for this role play as I was the interviewee. My pre-interview contribution to the preparations was really effective as I completed the application form as soon as it was given to me. Also I made a Curriculum Vita along with a covering letter to go with it for the job position I was applying for. Before the interview I had to have some knowledge on reed, by this I read up some back ground information on the company. Finally I prepared for questions which will be asked from the panel and which I will ask them. I believe my contribution to the pre-selection interview preparations was excellent as I done everything which I suppose to do. Were you able to work effectively in a group? I was able to work effectively in a group as we did not have any problems working with any group member. In my group we cooperated effectively with each other and played an important part to the success of the interview. Each group member done what they were suppose to do. Working in a group allowed me to see practically how the recruitment process is done by employees in the workplace and do it for myself. Also working in a group enabled me to improve on...
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...Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. As soon as a company knows that it needs to recruit an employee, the recruitment officer or who is responsible for this process have to plan and prepare documentation to success of recruiting a new member of staff. First of all a potential candidates sees a the job advertisement. The job advertisement are based on the job description and person specification. This document typically includes: • Job title • Location of role • Conditions of employment (full-time/part-time) • How to apply • Closing date for applications The job advert of Marketing Officer have five main elements. Information on the job opening describes the duties and responsibilities of the position. A candidate profile outlines the experience, education and other attributes required for the job. Company information provides insight into the working environment and the opportunities for the right candidate. The advertisement also describes the salary range and benefits for the successful candidate. Finally, the advertisement explains...
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...Goodbye Miss Gloria Tadino was mildly surprised whe she found 50 resumes on top of her desk. The resumes attachments to applications for a single job opening that was advertised in a newspaper a few days ago. The position vacant is for an encoder. Gloria, still single, was hired by the company and is currently the recruitment supervisor in the human resources department. The resumes of applicants on her desk indicate her most recent assignment. She was ordered to analyze them and prepare a shortlist of ten names who will be interviewed by the committee headed by the manager of the human resources department. Gloria took a good look at the requirements for the vacant position which consist of the following: 21-26 years old, graduate of B.S. in Computer Science, and a resident of Manila. Gloria found out that thirty of the applicants did not meet the requirements, so their applications were set aside. Still, Gloria needs to eliminate ten more. She was in a quandary and she could not make up her mind on who would be eliminated. As Gloria was shuffling the resumes, she noticed one with a name similar to her ex-boyfriend’s. She said to herself “I don’t want to work with someone who has this name,” and she took out the resume and set it aside. She has nine more names to go. Next, she noticed that five applicants graduated from the university where his boyfriend is an alumnus. She set aside the five resumes. With the last four, she agonized in trying to find a reason for weeding...
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