2014년 12월 20일 토요일
[Mashable] 31 ways to make the holiday season work for your job search
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[Business Insider] 6 Things You Should Always Include On Your Résumé
6 Things You Should Always Include On Your Résumé
Capturing someone's attention and making a great first impression in just six seconds is no easy feat. Now, imagine trying to do this without ever meeting that person.
Sounds impossible, right?
Well, if you're a job seeker who submits an outstanding résumé that tells your "career story" in a succinct, easy-to-follow way, it's actually very achievable.
To ensure your résumé stands out (for the right reasons), there are a few things you'll want to avoid and some you'll definitely want to include, says Tina Nicolai, executive career coach and founder of Résumé Writers' Ink. "Basically employers want to see where candidates have earned, learned, and contributed."
Whether to include things like an objective statement, list of skills, and education will depend on your level of experience and industry — but here are six simple things you should always include on your résumé, no matter what:
Contact information.
This may seem obvious, but candidates sometimes forget to include basic information like their email address, or they bury it at the bottom. "Include your name, phone number, email, and URL to your LinkedIn profile right at the top of the page," Nicolai says. "And you don't need to include your home address."
Executive résumé writer Mary Elizabeth Bradford suggests including just one phone number and email address. "Some people will include their home and cell numbers, for example — but I find multiple contact choices to be confusing. Make it easy for your reader to understand how to contact you."
Keywords from the job posting.
You'll want to include (without making it look like you did a lot of copying and pasting) some keywords and phrases from the job posting. This is especially important if the employer uses a résumé-scanning system.
Accomplishments and achievements.
Employers need to know what you've done to contribute to the growth of your department, team, and company to determine whether your strengths align with the needs and responsibilities of their company and the job opening, Nicolai says.
Your career narrative.
"No matter if you are constructing a functional résumé or a chronological résumé, some kind of professional history is critical," Bradford says. "But make sure your story makes for a more interesting read."Allison Joyce/Getty ImagesMetrics are a great way to back up your achievements.
Metrics.
"Employers need numbers to be able to fully evaluate the scope of your bandwidth," Nicolai says. "No position is exempt from measuring results. And metrics help employers determine if a person is capable of leading a team, managing clients, or growing the business."
Metrics are also a great way to back up your achievements.
Relevant URLs.
Depending on the field or position you're applying for, it may be useful to include links to your work (articles you've written, websites you've designed, photographs you've taken, etc.).
"Candidates need to show up on paper as though they have already been screened by a recruiter," Nicolai says. "Today, recruiters and gatekeepers are stretched to the gills and do not have the time to conduct lengthy initial phone screens to understand detailed specific information."
Knowing that, your goal should be to include enough information using as few words as possible, Bradford says. "Less is more in most cases, and writing 'too much' is generally the most common mistake I see. You don't want key attributes getting lost in a sea of information just because you have 'seen and done it all from the bottom up.'"
Use your ideal career position as your touchtone and write to that, she suggests. "Accentuate the skills, abilities, metrics, and leadership abilities that make the best case for you being in that next position, and minimize the rest."
Read more: http://uk.businessinsider.com/what-to-include-on-your-resume-2014-12?utm_content=buffer2cf33&utm_medium=social&utm_source=facebook.com&utm_campaign=buffer?r=US#ixzz3MU4d3olW
[Business Insider] 8 Tips For Getting The Job You Really Want
8 Tips For Getting The Job You Really Want
LinkedIn Influencer, Jeff Hadenpublished this post originally onLinkedIn.
You send in your resume. You include a hopefully eye-catching cover letter. You ask someone to put in a good word for you.
Then you wait. And wait. And don't get the job.
Why? You didn't put in the work.
There are many things you can't control about the job seeking process. Cumbersome application systems, automated filters that identify keywords instead of talent, lazy hiring managers content to simply find round pegs for round holes, people who make the biggest hiring mistake of all....
But there is one thing you can control: the amount of work you put in.
If you're struggling to land the job you want, don't complain. Don't blame others. Sure, the system often sucks — so accept it sucks and then figure out how to beat it. Commit to doing more. Commit to doing what other candidates aren't willing to do. That's how you stand out. That's how you get the job you really want.
Try this:
1. Determine the company you want to work for.
Obvious, right? Not really. Many job seekers play the numbers game and respond to as many job postings as possible.
Shotgun resume submissions results in hiring managers sifting through dozens of potential candidates to find the right person. (Good luck emerging from that particular pile.) To show the hiring manager you are the right candidate, you have to do the work.
Instead of shotgunning your resume, put in the time to determine a company you definitely want to work for, and then...
2. Really know the company.
Pretend I'm the hiring manager. "I would love to work for you," you say to me. What I actually hear is, "I would love for you to pay me."
You can't possibly know if you want to work for my company unless you know a lot about my company; that's the difference between just wanting a job and wanting an actual role in a business. Talk to friends, relatives, vendors, customers... anyone you can find. Check management and employees out on social media. When you know the people, you know the company. Learn as much as you can.
Then leverage what you learn and...
3. Figure out how you will hit the ground running.
Many companies see training as a necessary evil. Training takes time, money, effort... all of which are in short supply. An ideal new hire can be productive immediately, at least in part.
While you don't need to be able to do everything required in the job, it helps if the company can see an immediate return on their hiring investment. (Remember, hiring you is an investment that needs to generate a return.)
Identify one or two important things you can contribute from day one. Then...
4. Don't just tell. Show.
Put what you can offer on display. If you're a programmer, mock up a new application. If you want a sales position, create a plan for how you'll target a new market or customer base or describe how you will implement marketing strategies the business is currently not using.
A show and tell is your chance to prove you know the company and what you can offer. Your initiative will be impressive and you'll go a long way towards overcoming concerns that you're all talk and no action.
Is it fair you're doing a little work on spec? Should you have to create a mockup or plan in order to get the job? Not really and probably not... but doing so will definitely set you apart.
Never let "fair" — when the only person "disadvantaged" is you — get in the way of achieving your goals.
5. Use a referral as a reinforcement.
Business is all about relationships. We've all made made bad hiring decisions, so a referral from someone we trust is like gold.
You may have to dig deep into your network or even forge new connections, but the effort will be worth it.
Knowing that someone we trust is willing to vouch for you is a data point that often tips the decision scale towards giving you an interview... and even giving you the job.
6. Be the one who knocks.
You don't have to wait to be called for an interview. You don't have to wait for an opening to be posted; after all, you've identified ways you can immediately help the company you want to work for. Wrangle an introduction, meet with someone who can actually influence the hiring decision, and pitch away.
Think it won't work? It will — as long as you show the person you contact how they will also benefit. Say, "I really want to work for your company. I know you're in charge of social media marketing and I've developed a data-driven way to analyze activities, ROI, brand awareness... I'd love to take you to lunch and show you. If you hate my ideas, at least you got a free lunch. If you love them, you learned something. What do you have to lose?"
A friend of mine who runs a tech company has hired four people in the last six months who approached him in a similar fashion. He's a go-getter; he loves hiring go-getters. And he loves when they find him.
Just make sure you go straight to describing how the company will benefit from hiring you. Say, "Your website is good but it could be a lot better. Here are changes I will make in the first month and here is how those changes will improve conversions and SEO results. And here's a mock-up I created of a new site design."
Approach them right and people will pay attention — especially entrepreneurs and small businesses. I don't know any smart people who won't drop everything to learn how to improve their business.
7. Assert yourself.
Many people are poor interviewers. That's especially true for small business owners; many are terrible interviewers. (As a friend of mine says, "I don't work in HR. I run a business.")
So be direct and to the point. Explain what you can do. Describe your background. Don't talk about what the job will mean to you; talk about how the company will benefit from hiring you. Show you know working for their company is different (every company thinks they're different) and how you're excited by the challenge. Sell yourself: use what you know about the company and how you will make an impact to back up your pitch.
8. Ask for the job.
Most people don't mind being closed. Plus a decision put off until tomorrow is a decision added to the to-do list; no one wants more on their plates.
If you truly know you want the job — and you should by this point — ask for it. You have nothing to lose and everything to gain. Who knows: if you've worked hard to truly set yourself apart, you might get hired on the spot.
I know what you're thinking: That's too much work to put in, especially if there's no guarantee your extra effort will result in a job.
Flip it around. Doing what everyone else does is very unlikely to result in a job. Decide you will be different — and then work hard to actually be different. Then you will stand out. Then you'll have a much better chance of landing the job you really want.
More from Jeff Haden:
Read more:https://www.linkedin.com/today/post/article/20140512122551-20017018-a-resume-will-never-get-you-the-job-you-really-want#ixzz3MTXula8a
2013년 11월 14일 목요일
[DW] Young solutions to Europe's job shortage
UNEMPLOYMENT
Young solutions to Europe's job shortage
Today's young Europeans are the continent's most educated generation ever. But 5.6 million under-25s are out of a job. Now they're not just searching for an elusive wage, but for creative solutions to the crisis.
Nafsika Kostoglou returned to crisis-stricken Greece to look for new opportunities at a time when many other young Greeks were leaving to find work elsewhere.
It was a risk the 28-year-old attorney and doctoral candidate wanted to take. With two Masters degrees in European law and traineeships in Paris and Brussels behind her, Kostoglou thought her international experience might count for something.
"When I took this decision, it wasn't only the fact that I wanted a real job and not a traineeship, it was also the fact that I was missing my country," she told DW. "Everybody is proposing traineeships, and that's the problem: It's really difficult to get access to proper work. Now I've been unemployed in Greece for three and a half months."
Greek attorney Nafsika Kostoglou is looking for work
Kostoglou was one of 56 young people chosen to participate in the Citizens' Agora on Youth Unemployment held in Brussels last week. One job seeker and one worker from each of the 28 EU member states were invited to share their experiences and propose solutions to the crisis plaguing their generation.
Six billion euros in aid
Around 23.5 percent of Europeans aged 15 to 24 are out of work. That equates to 5.6 million individuals. Young people in Greece have been hit the hardest; more than 57 percent of them are jobless, according to Eurostat figures.
The EU has pledged six billion euros ($8 billion) over 2014 and 2015 under the Youth Employment Initiative to finance efforts to get young people into jobs and training programs. The money has been earmarked for regions and countries where youth unemployment is above 25 percent, such as Greece, Spain and Portugal.
Kostoglou remains optimistic about her own situation, but she says these measures probably won't have much of an impact until the labor market begins to recover.
Among the key recommendations to come out of the Agora was a call for a small percentage of this money to be given to a committee of young Europeans to design their own projects for youth.
The group also argued that the private sector should play a greater role, and that youth unemployment be incorporated into the principles of Corporate Social Responsibility (CSR) - that is, self-regulation within corporate business models - in much the same way eco-friendly policies have been.
Most of the 6 billion will go to young people in southern Europe
Stuck in the internship cycle
The young participants in Brussels say the skills gained from internships, traineeships and volunteering should receive more recognition from prospective employers, who often demand a few years of solid work experience and shy away from hiring fresh-baked graduates straight from university. They also want a minimum wage to be introduced for internships, and for steps to be taken to prevent internship positions being abused.
Michael Mayer, 25, a computer programmer from Wiener Neustadt in Austria, has been through a merry-go-round of part-time work, short-term contracts and internships while trying to find a full time job. Austria has one of the lowest youth unemployment rates in the EU (8.6 percent), second only to Germany (7.7 percent).
Mark Zuckerberg was only 20 when he created Facebook
"What is a problem is the insecurity," he said. "I'm 25 now; I'm not interested in spending my whole life in short term contracts."
Mayer said in Austria he belongs to what he called "a generation of internships," adding, "That's something I want to stop by having a minimum wage for internships and forcing companies to not have one three-month intern, kick out the person, then have another three-month intern."
Europe's 'most-educated' generation
Entrepreneurship also received a big vote of confidence at the Agora as a vital part of Europe's economic future. The group suggested measures to foster entrepreneurship begin at school, and that young entrepreneurs should get tax breaks and less red tape.
Launching a start-up is an alternative that is often overlooked, said Donald Storrie, head of the Employment and Change Unit at the European Foundation for the Improvement of Living and Working Conditions (Eurofound).
"This generation that we have today - this 'lost' generation - is not lost at all. It's the most educated generation we have ever had in Europe," he said. "Many of them have the capabilities to engage in this very difficult activity called entrepreneurship."
Storrie pointed out that some of the world's most prominent entrepreneurs - like Bill Gates and Mark Zuckerberg - were in their early 20s when they started pursuing their business ideas.
Aistis Ramanauskas from Lithuania is only 24, but he's already started three of his own companies, and volunteers as chairman on the Regional Youth Council. He finished a law degree, then got some experience working in a consulting firm before deciding to start an event planning business with some friends. Now he also runs a consulting firm as well as a café in his neighborhood.
Angela Merkel and Francois Hollande will be among the European leaders meeting in Paris
"We tried, we risked, and we thought that if it is successful we're doing a good job, and if it is not successful then it's a very good lesson for us," he said. "Everyday we're getting more and more skills, and more and more experience."
Ramanauskas said he has learned far more running his own business than he would have as an employee, and now he tries to give work to young job seekers where he can. Still, he stresses that entrepreneurship isn't for everyone.
Gap between school and labor market
Despite the high level of unemployment across the EU, there are also around two million job vacancies. In many countries there is a mismatch between job seekers' skills and the demands of the labor market.
It's this reality that's prompted Nafsika Kostoglou and others in her position to embrace a more mobile lifestyle in the search for a job. Now she's living in a small village with her parents and travels to Athens and Thessaloniki for interviews and meetings with recruiters. Nevertheless, she's ready and willing to move abroad if an opportunity presents itself.
"I have the experience and everything which is needed to go abroad again, I know the process," said Kostoglou.
The ideas from the Agora in Brussels will be taken to a youth unemployment conference with European heads-of-state in Paris on November 12 and debated at a major youth forum in Strasbourg in May 2014.
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