Who do companies look for? Work Experience How much? In what areas? Geographies? Track record Life Experience Interests Hobbies Achievements Other Personality Attitude Stress resistance Appearance etc. Academics Institutions Academic success Disciplines Extra-curricular
What is a resume? A brief summary of your academic and work history A key part of your job search strategy A brief advertisement
Quick question, what is the purpose of writing a resume? ? ? ? ? ? ? ? ? ? ? While finding a job might be your ultimate goal, the purpose of sending an employer a resume is NOT to get you a job. The purpose of a resume is to get you an interview. After that, getting the job is up to you!
Interesting facts... The average resume takes about 15 to 20 seconds of the recruiter’s attention The first third of the page gets most of the attention Appearance Does matter! A poorly designed resume gets less attention than a well structured one The majority of recruiters prefer a chronological resume 84% of employers say that a resume should only be 1 page if you have less than 5 years experience 80% of screening happens with the resume Spelling errors and typos leave the highest negative impression with employers
Your resume should : Give potential employers a first impression of your professional standards and talents Market and Highlight your most relevant skills and abilities Provide a verbal picture of your overall qualifications Catch the recruiter’s attention Provide an answer to the set of following recruiters’ questions: 1) What can you do 2) How can you fill this a certain position effectively 3) Why should I speak to you
When writing your resume, keep the following general guidelines in mind Do’sDon’ts Present a clean, crisp professional format Use a simple, balanced and well organized layout Maintain consistent indentation, capitalization, font, style, tense and spacing Center your text at equal margins Highlight important information Avoid using acronyms or abbreviations Watch out for homonyms (Their there, complement and compliment, etc..) Quantify your achievements Research your potential employer and the position you are applying for and tailor your resume accordingly Include an objective only if it is written specifically for the position you are seeking Spell check and proofread Get someone to proofread you resume or read it backwards Stress on personal info (age, marital status, number of children, etc…) Include salary expectations and specific job titles Use neutral phrases or negative formulas Use “no kidding information” such as: available for interview, looking for a challenging position, reference available etc…. Beef up your experience or lie Begin phrases with “I” or use complete sentences Use passive voice List your responsibilities or start with “I was responsible for…”
Resume writing is pure marketing, you need to identify the features and benefits you have that could get you the interest of a recruiter then provide that information in a resume Strategy 1 1 Ask these questions: −What are your successes and achievements −Which experiences are most relevant to the target position −What are your strengths −What are your best qualities Write down a list of answers to the above questions Highlight what makes you right for the job Emphasize on your successes Understand how to attract the recruiter’s attention Focus not only on what you have done but on how well you have done it as well
Resume writing is pure marketing, you need to identify the features and benefits you have that could get you the interest of a recruiter then provide that information in a resume (continued) Format Visual presentation 2 2 3 3 Chronological is best Present capabilities, transferable skills and accomplishments in order of importance Chose a format that best captures the attention Appearance does matter! To be perceived as a professional you should look like a professional A well designed, concise and easy- to-read resume quickly sets you apart
What is the purpose of an interview? qAssess the candidate against the selection criteria for a specific position qIdentify and recruit the right candidates qProvide candidates with information about the job and about the company qAssess the candidate against the selection criteria for a specific position qIdentify and recruit the right candidates qProvide candidates with information about the job and about the company
Most commonly used types of interviews Screening Interviews During screening interviews, the employer wants to make sure you have the proper requirements for the job and that you have good communication skills. These are often used to assist the employer in narrowing down the candidate pool. Behavioural interviews The best predictor of future behavior is past behavior." You will be asked to provide specific, detailed information about how you have behaved in a particular situation. The interviewer will often probe you for more details with questions like, "how did you feel at that point?" or "What did you do next?" Case-based interviews The case interview is often employed by management-consulting firms and investment banking companies, but it is increasingly being used by a wide range of other types of corporations as a portion of the job interviewing process. Through the use of the case study, employers hope to discern how well candidates identify, structure, and think through business problems. Meal interviews Interviews during a meal are used to assess your social skills and ability to be comfortable under pressure. These types of interviews can be conducted through one-on-one interview or group or panel interview formats
Prior preparation is a key factor to successfully handling interviews Prepare for the interview by reading as much as you can about the company Understand who you are and what you can do for the company, your priorities, your strength, your weaknesses, and your interests Analyze the job or the position your are being interviewed for and determine the skills required. (interpersonal, analytics, initiative, etc…) Evaluate your own background to identify your skills and experience related to the job description Develop – and rehearse – brief scenarios about how you used those skills each illustrating a specific activity or task required by the job. Each “story” should explain the problem and your solution, and give the results in quantified terms if possible Be prepared to provide examples of occasions when results were different than expected. Your skill in handling failure as well as success will be probed (ex can you tell me about a time when you were disappointed with your performance, how did you handle it) Identify 3 to 5 top selling points – attributes that set you apart from other candidates … and finally prepare your cloths and logistics to be on time
During the interview Arrive 10 to 15 minutes early. Don't take any chances that you might be even one minute late. If necessary, arrive 30 minutes early and wait in your car. Treat all people you encounter with professionalism and kindness. The receptionist or secretary or security guard may offer his or her opinion of you to the recruiter. It will count. Don’t let the recruiter’s casual approach cause you to drop your manners or professionalism. You should maintain a professional image. Put your phone on silent mode or turn it off. Be aware of your non-verbal behaviors - sit straight facing your interviewer, smile as often as you can, maintain eye contact but don't stare, lean forward but do not invade the interviewer's space. Sit still in your seat, avoid slouching. Demonstrate that you are enthusiastic, confident and energetic but not aggressive, pushy. That fine line is important. If you find yourself trying to hard to sell yourself, you are probably crossing the line. Instead, pull back, be confident and reassuring and calm. Don't make negative comments about previous employers or professors (or others). Listen very carefully to each question you are asked and give thoughtful, to-the-point and honest answers. Ask for clarification if you don't understand a question. It is OK to take a few moments of silence to gather your thoughts before answering. Make sure you understand the employer's next step in the hiring process; know when and from whom you should expect to hear next. Know what action you are expected to take next, if any. Always thank the interviewer for his or her time at the close of the interview and establish a follow-up plan.
After the interview Once you are out, make notes right away so you don't forget critical details. If you are working with a search firm or a head hunter call immediately while the facts of the interview are fresh on your mind. The recruiter will want to know what you thought went well and what you may have concerns about. Always send a thank you letter to the interviewer immediately. If there were several people that interviewed you, send them each a thank you note. It is good to keep the letter short but to also reiterate your interest in the position and your confidence in your qualifications. Don't call the employer back immediately. If the employer said they would have a decision in a week, it is OK to call them in a week, again to thank them for the interview and reiterate your interest. If you receive word that another candidate was chosen, you may also send a follow-up letter to that employer, again thanking him or her for the opportunity to interview for the position. Let them know that should another or similar position open in the future, you would love to have the opportunity to interview again.
Appendix Types of questions Sample behavioural questions
Question Type Definition Frequency of usage 1.Open Encourage more than a one-word response. Begin with How, Why Very frequent as candidate does most of the talking 2.Behavioral Ask for description of past examples of behaviors. E.g., give us an example of a time you managed conflicting priorities Frequent. Provides evidence of how a person will behave 3.Probing Questions that seek more detail in relation to answers to questions Frequent. Ensures candidate does not avoid certain areas Frequent. Ensures candidate does not avoid certain areas Different types of interview questions 4.Closed Question that elicits one word answers. Begin with What, When Rarely. Usually used to confirm information 5.Hypothetical “What-if” question Rarely. Used to understand the behavior and values Rarely. Used to understand the behavior and values
Recruiting Interviews - Dubai, Jan 5, 2006 Sample behavioral interview questions (1/2) Purposefulness/ logical argumentation –Which motives were the drivers for the choice of your study subject? –Why have you decided to study at University XY? –Could you briefly explain the choice of the internships you have done so far? Identification with the company/ position and with the study subject –Could you please explain the main content and results of your master/PhD thesis? –Why is WTA an attractive employer of choice for you, the one you would like to start your career with? What are the advantages - in your opinion ? Preparation of the conversation/ seriousness –What do you expect from your work in this position? –Why did you specifically apply at our company? –What kind of skills are most relevant for the job in your opinion and how have you prepared yourself through your University studies or internship experiences? –Which alternatives would be of interest to you – or which other jobs would be of interest to you?
Sample behavioral interview questions (2/2) Team skills/ social behavior on the job –Please describe your tasks and position during your internships so far? What did you like best – what did you not like at all? –What were the biggest problems in your job (internships) so far and how did you deal with them? –What do you particularly like about your friends and colleagues? –What kind of extracurricular activities have you done - please specify in detail? Self assessment/ personality –How would you briefly evaluate/ characterize yourself? What are your strengths? –Please let me know your weaknesses and how you deal with them? –What do you dislike the most about yourself? –What were your highlights/ ups and downs during your study years/ at university? –Do you have any role models in your life? Which and why? –How have you taken important decisions in your life? –Do you prefer to work based on quantitative (figures) arguments or on qualitative arguments? –What are your objectives for your personal life as compared with your professional objectives?
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