1. Keep your resume to no more than two pages.
2. List your accomplishments using bullet points to highlight your impact and experience.
3. Tailor your resume for each job by including keywords from the job description.
The Career Workshop will help attendees prepare for a job search. Attendees will share experiences and challenges that they have encountered, and will be provided with insights and guidance to help them navigate the often-challenging job-seeker landscape.
The workshop is divided into information-sharing sessions and activity-based sessions that help attendees get a combination of classroom-style learning mixed with hands-on interaction. In addition to discussions of cover letters, resumes, and portfolios, we will brainstorm approaches to common interview questions, including the behavioral-based questions that are being used by many companies today. We will also learn how to research and negotiate salaries for full-time and contract employees.
Are you ready to fire your current business website because it’s not performing the way you think it should? Or, maybe you just want to see if you can get more out of it (better return on investment). Even if you don’t have a website yet, this workshop is for you!
In this workshop for small business owners, we will cover important elements every website needs to be powerful. We will also discuss how to avoid the common pitfalls and how to correct them if you have fallen into them. There will be many examples and everyone should be able to leave with actionable items they can put to work right away!
This document summarizes a webinar about using LinkedIn for job searching. The webinar covers building a personal brand on LinkedIn, how employers use LinkedIn to research candidates, essential elements to include in a LinkedIn profile like recommendations and keywords, becoming findable to recruiters, using LinkedIn groups, and tools to enhance your profile. The presentation encourages job seekers to have a complete public profile with recommendations, treat LinkedIn like networking, and search for people at desired companies in order to find job opportunities through your connections.
Your presence is how people form their impressions of you – your resume, social networks such as LinkedIn and Twitter, even your own personal blog and website. These are all great ways for people to find you and learn more about who you are as a person. In this session, you’ll learn how to make your LinkedIn profile shine and how to set yourself apart and get your foot in the door.
This document provides tips and resources for developing a professional image and career plan, including creating professional profiles and accounts, networking, finding job opportunities, and managing a career transition or loss of a job. It discusses creating business cards, resumes, LinkedIn profiles, personal branding, and developing expertise. Resources are provided for online teaching platforms, consulting services, staffing agencies, and controlling finances during career changes. Soft skills and maintaining a positive attitude during job searches are emphasized.
Created as an introduction to social networking as an aid to the job search. Provides job boards, search engines, social networking sites, resume and interview tips.
This document provides tips for impressing IT hiring managers. It discusses what employers look for in candidates, including skills, culture fit, internships, communication skills, and a positive attitude. The document recommends researching the company, tailoring your resume to the position, practicing for interviews, and sending a thank you email afterward. The presenter's background is provided, including their role at Kiewit Corporation and experience in recruiting and human resources.
This document provides guidance on networking at career fairs. It outlines best practices for preparation, such as researching target companies and crafting an effective introduction. The agenda includes learning how to describe networking strategies, create a professional pitch, and develop a target list for an upcoming career fair. Case studies provide scenarios to brainstorm networking solutions. The presentation emphasizes coming prepared with knowledge of companies and following up afterwards.
The Career Workshop will help attendees prepare for a job search. Attendees will share experiences and challenges that they have encountered, and will be provided with insights and guidance to help them navigate the often-challenging job-seeker landscape.
The workshop is divided into information-sharing sessions and activity-based sessions that help attendees get a combination of classroom-style learning mixed with hands-on interaction. In addition to discussions of cover letters, resumes, and portfolios, we will brainstorm approaches to common interview questions, including the behavioral-based questions that are being used by many companies today. We will also learn how to research and negotiate salaries for full-time and contract employees.
Are you ready to fire your current business website because it’s not performing the way you think it should? Or, maybe you just want to see if you can get more out of it (better return on investment). Even if you don’t have a website yet, this workshop is for you!
In this workshop for small business owners, we will cover important elements every website needs to be powerful. We will also discuss how to avoid the common pitfalls and how to correct them if you have fallen into them. There will be many examples and everyone should be able to leave with actionable items they can put to work right away!
This document summarizes a webinar about using LinkedIn for job searching. The webinar covers building a personal brand on LinkedIn, how employers use LinkedIn to research candidates, essential elements to include in a LinkedIn profile like recommendations and keywords, becoming findable to recruiters, using LinkedIn groups, and tools to enhance your profile. The presentation encourages job seekers to have a complete public profile with recommendations, treat LinkedIn like networking, and search for people at desired companies in order to find job opportunities through your connections.
Your presence is how people form their impressions of you – your resume, social networks such as LinkedIn and Twitter, even your own personal blog and website. These are all great ways for people to find you and learn more about who you are as a person. In this session, you’ll learn how to make your LinkedIn profile shine and how to set yourself apart and get your foot in the door.
This document provides tips and resources for developing a professional image and career plan, including creating professional profiles and accounts, networking, finding job opportunities, and managing a career transition or loss of a job. It discusses creating business cards, resumes, LinkedIn profiles, personal branding, and developing expertise. Resources are provided for online teaching platforms, consulting services, staffing agencies, and controlling finances during career changes. Soft skills and maintaining a positive attitude during job searches are emphasized.
Created as an introduction to social networking as an aid to the job search. Provides job boards, search engines, social networking sites, resume and interview tips.
This document provides tips for impressing IT hiring managers. It discusses what employers look for in candidates, including skills, culture fit, internships, communication skills, and a positive attitude. The document recommends researching the company, tailoring your resume to the position, practicing for interviews, and sending a thank you email afterward. The presenter's background is provided, including their role at Kiewit Corporation and experience in recruiting and human resources.
This document provides guidance on networking at career fairs. It outlines best practices for preparation, such as researching target companies and crafting an effective introduction. The agenda includes learning how to describe networking strategies, create a professional pitch, and develop a target list for an upcoming career fair. Case studies provide scenarios to brainstorm networking solutions. The presentation emphasizes coming prepared with knowledge of companies and following up afterwards.
Jack Molisani discusses personal branding and career advancement for technical communicators. He provides examples of how to measure your value at work, build professional relationships, and position yourself as an expert who solves business problems. The talk recommends responding to market changes by reeducating yourself and rebranding your skills and services to stay relevant. Personal branding involves promoting your core strengths so people will ask "What should I ask you about?" to hire your specialized services.
Portland State University CEPE: Crafting an Effective LinkedIn Profile WorkshopJanet Johnson
This document provides tips for crafting an effective LinkedIn profile and online personal brand to help one become a great job candidate. It discusses how recruiters now extensively search for candidates online and the importance of optimizing one's LinkedIn profile and online presence through keywords, a professional photo, and other tactics. Specifically, it recommends five key actions for LinkedIn profiles: walking through the "Improve your profile" section, beefing up your headline, claiming your name, selecting the best photo, and scrutinizing your public profile and settings.
How to Use LinkedIn (Dorking Business Show 2012)Philip Calvert
The document discusses how to use LinkedIn effectively for business purposes. It recommends investing time in completing your profile with keywords relevant to your industry or specialties. This will help other users find you when searching. The document also recommends engaging with other users by answering questions, following companies, joining groups, and sharing content and status updates on your profile. Tracking metrics can help determine what types of engagement and content perform best. LinkedIn offers various tools beyond profiles for connecting with others and demonstrating your expertise.
The document discusses how social media and online resources can be used for recruiting candidates, including using tools like LinkedIn, Facebook, Twitter, and YouTube to post jobs and engage passive candidates. It also emphasizes using employee referrals, alumni networks, and interns/contractors to source talent. The document advocates for developing an employment brand on online channels to attract the right candidates and give them insight into the company culture.
Searching for a job is like having a full-time job itself. It requires dedicating specific hours each day to tasks like networking, responding to job postings, and researching companies. Being organized is important - create a filing system to keep track of leads and schedule time for specific tasks each day. Set goals like the number of resumes to send out or calls to make each week. Maintaining a positive outlook is also important for job searching, so take occasional breaks to do enjoyable activities and spend time with family and friends.
The document provides an agenda and details for the Minnesota Recruiters Conference #16 being held on March 9, 2012 at General Mills HQ's. The agenda includes presentations from Tom Steele, Susan Strayer, and Eric Putkonen. The document also provides contact information for the presenters and information on upcoming recruiting events in Minnesota. It thanks the sponsors and location host of the conference.
This document provides an overview of the professional social media platform LinkedIn and how to effectively use it. It discusses setting up a complete profile, joining relevant groups, connecting with contacts, maintaining connections through recommendations and follow-ups, utilizing the job search features, researching companies, and proper LinkedIn etiquette. The goal is to help users establish themselves as an authority, be found online, expand their network, stay updated on opportunities, and effectively manage their online professional identity and career.
This document provides information and tips for using LinkedIn effectively. It discusses setting up a professional LinkedIn profile with a complete background and experience section. It emphasizes using keywords, a professional photo, and an active status. The document also covers using LinkedIn groups to expand your network and generate leads. It provides instructions for creating a professional LinkedIn company page and strategies for engagement. Resources with additional LinkedIn training and best practices are also included.
Paul DeBettignies presents a job search toolkit for being your own headhunter. As an experienced IT recruiter and digital influencer, he provides tips over 13 years of experience on using social media like LinkedIn effectively for networking and job searching, researching companies and contacts, crafting emails and phone calls, and maintaining persistence and positivity throughout the process. The $30 toolkit offers templates, resources, and advice for taking a proactive, marketing-focused approach to finding employment opportunities.
Tips for job search in Israel - Gvahim 20jun2021 Carol Hauser
This document provides tips for job seekers in Israel, including:
- Focus your job search on key industries in Israel's tech ecosystem like cybersecurity, fintech, etc. and expand your professional network through groups like Gvahim Network and Olim in Tech.
- When preparing your CV, keep it to one page, include your LinkedIn profile and language skills, and tailor it to the specific position by including keywords from the job description.
- The typical hiring process in Israel can include CV screening, phone interview, interview with hiring manager, home assignment, reference check, and interview with CEO. Be prepared and follow up at each stage.
This presentation is on how to create a LinkedIn Power Profile. The presentation has several resources at the end as well as a list of LinkedIn Experts and some of my favorite books on LinkedIn.
Stand out in the Crowd - Practical Tips & Tools with Carol Hauser SlapakCarol Hauser
I shared my main lessons learned after a one-year job search period, in the Israeli Job Market.
Topics:
How to act like a born & raised in Israel - when in Rome, do as the Romans do
Practical tips & tools for your job search:
✔️ Creating or curating content
✔️ Freelancing
✔️ Volunteering
✔️ Keeping track
Simulation: applying for a job using social media - a true story
Skillda Careers - Kick-start your career!Brian O'Regan
Develop your career TODAY and catapult yourself onto the path to SUCCESS! These slides were presented at 9th December 2014 at Mont Clare Hotel, Dublin.
Guest speakers at the event -
Dell Ireland - Garreth Cullen & Helen Daly
Social Media Coach - Greg Fry
Career & Executive Coach - Liz Barron
Business Coach - Siobhan Fitzpatrick
Central Bank - Eimear Sugrue
This presentation provides a basic overview of LinkedIn and some of its key features. Topics covered in this presentation include: how to build a complete profile, how to navigate LinkedIn, how to connect with people on LinkedIn, how to nurture your LinkedIn network, how to manage your privacy settings and resources for learning more about LinkedIn
This document provides guidance on developing a career plan and job search strategies. It recommends utilizing various resources like career centers, job boards, informational interviews and networking to find employment opportunities. Key steps outlined include assessing skills, researching companies, customizing resumes and cover letters, gaining experience through volunteering, internships or work experience programs. The importance of an online presence through LinkedIn and managing social media profiles is also emphasized.
The document provides tips and best practices for using LinkedIn effectively. It outlines how to complete your profile, build your network through connections and groups, get recommended, and utilize other LinkedIn features like answering questions to build credibility. The document emphasizes keeping your profile updated, participating regularly by reading streams and discussions, and using applications to enhance your LinkedIn experience.
This document discusses the importance of personal branding on social media, particularly LinkedIn. It outlines key reasons to have a LinkedIn profile such as networking, marketing, and finding job opportunities. It provides tips for creating a complete LinkedIn profile including filling out sections like current job, experience, recommendations, and skills. The document also discusses using LinkedIn for business purposes such as optimizing company pages, connecting with influencers, and engaging followers.
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
Hoe aantrekkelijk bent u als werkgever? Staan kandidaten voor u in de rij?
Als u op zoek bent naar toptalent is uw reputatie als werkgever een belangrijke factor. En is het belangrijk dat de juiste doelgroep u weet te vinden en kan ontdekken wat u te bieden heeft.
Maar wat als u nu meerdere doelgroepen heeft of in verschillende landen opereert? Wij adviseren u graag over hoe u verschillende doelgroepen kunt aanspreken en nodigen u daarom graag uit voor de LinkedIn Talent Branding Workshop.
Tijdens deze workshop gaan wij in op het belang van uw Talent Brand en uw communicatie naar verschillende doelgroepen. En geven wij praktische tips hoe u hier succesvol in kunt zijn.
Next Generation Recruiting Workshop @Zalando HQ: Employer Branding with LinkedInLinkedIn D-A-CH
Thank you for your interest in Social Recruiting with LinkedIn. With these tips and tricks you can craft your Employer Brand effectively and attract the best talent. Find out more? Contact us: http://bit.ly/DemoLNKD
Jack Molisani discusses personal branding and career advancement for technical communicators. He provides examples of how to measure your value at work, build professional relationships, and position yourself as an expert who solves business problems. The talk recommends responding to market changes by reeducating yourself and rebranding your skills and services to stay relevant. Personal branding involves promoting your core strengths so people will ask "What should I ask you about?" to hire your specialized services.
Portland State University CEPE: Crafting an Effective LinkedIn Profile WorkshopJanet Johnson
This document provides tips for crafting an effective LinkedIn profile and online personal brand to help one become a great job candidate. It discusses how recruiters now extensively search for candidates online and the importance of optimizing one's LinkedIn profile and online presence through keywords, a professional photo, and other tactics. Specifically, it recommends five key actions for LinkedIn profiles: walking through the "Improve your profile" section, beefing up your headline, claiming your name, selecting the best photo, and scrutinizing your public profile and settings.
How to Use LinkedIn (Dorking Business Show 2012)Philip Calvert
The document discusses how to use LinkedIn effectively for business purposes. It recommends investing time in completing your profile with keywords relevant to your industry or specialties. This will help other users find you when searching. The document also recommends engaging with other users by answering questions, following companies, joining groups, and sharing content and status updates on your profile. Tracking metrics can help determine what types of engagement and content perform best. LinkedIn offers various tools beyond profiles for connecting with others and demonstrating your expertise.
The document discusses how social media and online resources can be used for recruiting candidates, including using tools like LinkedIn, Facebook, Twitter, and YouTube to post jobs and engage passive candidates. It also emphasizes using employee referrals, alumni networks, and interns/contractors to source talent. The document advocates for developing an employment brand on online channels to attract the right candidates and give them insight into the company culture.
Searching for a job is like having a full-time job itself. It requires dedicating specific hours each day to tasks like networking, responding to job postings, and researching companies. Being organized is important - create a filing system to keep track of leads and schedule time for specific tasks each day. Set goals like the number of resumes to send out or calls to make each week. Maintaining a positive outlook is also important for job searching, so take occasional breaks to do enjoyable activities and spend time with family and friends.
The document provides an agenda and details for the Minnesota Recruiters Conference #16 being held on March 9, 2012 at General Mills HQ's. The agenda includes presentations from Tom Steele, Susan Strayer, and Eric Putkonen. The document also provides contact information for the presenters and information on upcoming recruiting events in Minnesota. It thanks the sponsors and location host of the conference.
This document provides an overview of the professional social media platform LinkedIn and how to effectively use it. It discusses setting up a complete profile, joining relevant groups, connecting with contacts, maintaining connections through recommendations and follow-ups, utilizing the job search features, researching companies, and proper LinkedIn etiquette. The goal is to help users establish themselves as an authority, be found online, expand their network, stay updated on opportunities, and effectively manage their online professional identity and career.
This document provides information and tips for using LinkedIn effectively. It discusses setting up a professional LinkedIn profile with a complete background and experience section. It emphasizes using keywords, a professional photo, and an active status. The document also covers using LinkedIn groups to expand your network and generate leads. It provides instructions for creating a professional LinkedIn company page and strategies for engagement. Resources with additional LinkedIn training and best practices are also included.
Paul DeBettignies presents a job search toolkit for being your own headhunter. As an experienced IT recruiter and digital influencer, he provides tips over 13 years of experience on using social media like LinkedIn effectively for networking and job searching, researching companies and contacts, crafting emails and phone calls, and maintaining persistence and positivity throughout the process. The $30 toolkit offers templates, resources, and advice for taking a proactive, marketing-focused approach to finding employment opportunities.
Tips for job search in Israel - Gvahim 20jun2021 Carol Hauser
This document provides tips for job seekers in Israel, including:
- Focus your job search on key industries in Israel's tech ecosystem like cybersecurity, fintech, etc. and expand your professional network through groups like Gvahim Network and Olim in Tech.
- When preparing your CV, keep it to one page, include your LinkedIn profile and language skills, and tailor it to the specific position by including keywords from the job description.
- The typical hiring process in Israel can include CV screening, phone interview, interview with hiring manager, home assignment, reference check, and interview with CEO. Be prepared and follow up at each stage.
This presentation is on how to create a LinkedIn Power Profile. The presentation has several resources at the end as well as a list of LinkedIn Experts and some of my favorite books on LinkedIn.
Stand out in the Crowd - Practical Tips & Tools with Carol Hauser SlapakCarol Hauser
I shared my main lessons learned after a one-year job search period, in the Israeli Job Market.
Topics:
How to act like a born & raised in Israel - when in Rome, do as the Romans do
Practical tips & tools for your job search:
✔️ Creating or curating content
✔️ Freelancing
✔️ Volunteering
✔️ Keeping track
Simulation: applying for a job using social media - a true story
Skillda Careers - Kick-start your career!Brian O'Regan
Develop your career TODAY and catapult yourself onto the path to SUCCESS! These slides were presented at 9th December 2014 at Mont Clare Hotel, Dublin.
Guest speakers at the event -
Dell Ireland - Garreth Cullen & Helen Daly
Social Media Coach - Greg Fry
Career & Executive Coach - Liz Barron
Business Coach - Siobhan Fitzpatrick
Central Bank - Eimear Sugrue
This presentation provides a basic overview of LinkedIn and some of its key features. Topics covered in this presentation include: how to build a complete profile, how to navigate LinkedIn, how to connect with people on LinkedIn, how to nurture your LinkedIn network, how to manage your privacy settings and resources for learning more about LinkedIn
This document provides guidance on developing a career plan and job search strategies. It recommends utilizing various resources like career centers, job boards, informational interviews and networking to find employment opportunities. Key steps outlined include assessing skills, researching companies, customizing resumes and cover letters, gaining experience through volunteering, internships or work experience programs. The importance of an online presence through LinkedIn and managing social media profiles is also emphasized.
The document provides tips and best practices for using LinkedIn effectively. It outlines how to complete your profile, build your network through connections and groups, get recommended, and utilize other LinkedIn features like answering questions to build credibility. The document emphasizes keeping your profile updated, participating regularly by reading streams and discussions, and using applications to enhance your LinkedIn experience.
This document discusses the importance of personal branding on social media, particularly LinkedIn. It outlines key reasons to have a LinkedIn profile such as networking, marketing, and finding job opportunities. It provides tips for creating a complete LinkedIn profile including filling out sections like current job, experience, recommendations, and skills. The document also discusses using LinkedIn for business purposes such as optimizing company pages, connecting with influencers, and engaging followers.
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
Hoe aantrekkelijk bent u als werkgever? Staan kandidaten voor u in de rij?
Als u op zoek bent naar toptalent is uw reputatie als werkgever een belangrijke factor. En is het belangrijk dat de juiste doelgroep u weet te vinden en kan ontdekken wat u te bieden heeft.
Maar wat als u nu meerdere doelgroepen heeft of in verschillende landen opereert? Wij adviseren u graag over hoe u verschillende doelgroepen kunt aanspreken en nodigen u daarom graag uit voor de LinkedIn Talent Branding Workshop.
Tijdens deze workshop gaan wij in op het belang van uw Talent Brand en uw communicatie naar verschillende doelgroepen. En geven wij praktische tips hoe u hier succesvol in kunt zijn.
Next Generation Recruiting Workshop @Zalando HQ: Employer Branding with LinkedInLinkedIn D-A-CH
Thank you for your interest in Social Recruiting with LinkedIn. With these tips and tricks you can craft your Employer Brand effectively and attract the best talent. Find out more? Contact us: http://bit.ly/DemoLNKD
The document summarizes the agenda and objectives of an AmeriCorps Program Directors meeting on recruitment. The meeting covers traditional and non-traditional recruitment methods with a focus on using social media. It also discusses how to evaluate an applicant's commitment to service and work ethic through interviews and mutual selection processes.
Employee experience — how your employees experience your company and define your employment brand — isn’t always a priority for talent leaders. But, by cultivating a personalized and diverse culture, Pandora has enhanced its employee experience thereby strengthening its employer brand in a competitive industry.
Join Marta Riggins, Pandora’s Director of Employee Experience & Marketing, for a 45-minutes webcast, where she’ll take you through her journey of:
- Creating leadership buy-in, developing employer branding programs, and measuring their ROI
- Defining employee experience and crafting Pandora’s B2E (Business to Employee) marketing strategy
- Engaging candidates and retaining employees by building a culture of inclusiveness
Learn more about developing a powerful employer brand: http://bit.ly/2c5QKta
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Employer branding evolution workshop overview part 1 final 2016Alexander Crépin
This document provides an overview of employer branding and recruiting. It discusses employer branding in four parts, covering topics like employer brand, employer value proposition, employee engagement, and employer branding on social media. It emphasizes that an employer brand is defined by employees' actual experiences working at a company and their willingness to advocate for it. A strong employer brand is attractive, trustworthy, authentic, distinctive, and incorporates workplace experiences across an employee's career life cycle.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
The document summarizes key steps in a company's talent acquisition process:
1) Definition of Need - Accurately defining job requirements and qualifications.
2) Sourcing - Determining the best sources to find qualified candidates, both internal and external.
3) Selection - Interviewing candidates, measuring them against requirements, and extending an offer. Common interview types are discussed.
4) Pre-Boarding - Integrating a new hire by connecting them with their team before their start date.
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
This document summarizes a career workshop on preparing for job searches, networking, cover letters, and resumes. The workshop covered preparing for job searches by knowing when it's time to look for a new job and how to research potential opportunities. It discussed the importance of networking on LinkedIn and other social media sites. Cover letters were emphasized as being essential for explaining how a candidate will benefit a company. Effective resume writing was also covered, stressing the need for concise, relevant summaries of work experience and accomplishments.
To land your dream job in a creative role, there’s nothing more important than the interview. Job interviews showcase your talent and expertise—and your ability to think on your feet. So how do you make sure you’re prepared?
Networking for job interviews
Crafting an effective resume and creative portfolio
Researching the company and position
Dressing for a job interview
Bringing the right materials
Knowing your long-term goals
Asking about next steps
Following up with the interviewer
Staying positive and confident
This document provides an overview and tips for resumes, job applications, and interviewing presented by Mr. Cameron Lewis for the 2018 Bonner Summer Leadership Institute. It covers common resume mistakes and tips for an effective resume. It also discusses strategies for finding and applying for jobs online and through networking. Finally, it offers best practices for acing an interview, including being prepared, researching the company, practicing interview skills, and following up with a thank you note. Sample interview questions are also provided to allow partners to do a practice interview session.
The Job Search Standup is a programme at General Assembly designed to help our full-time students as they prepare for a new career in web development.
The Job Standup is a tailored to GA web development and UX courses, during which the students participate in job readiness trainings, share their experiences in the job market, and offer support and strategies to each other.
This session covers pitching, CVs, Github, Networks, Portfolio, Blogging, Cover Letter
The document provides information about careers in technology and the job search process. It defines technology careers, lists common job functions such as testing software and managing data. It notes that tech jobs are in high demand due to factors like the need for data management and new innovations. Average entry salaries for tech jobs are $80,000 but can range from $60,000 to $135,000. The document discusses preparing for interviews, including behavioral and technical interviews, and provides tips for networking, resumes, cover letters, and references to help land a tech job.
This document provides guidance on job readiness, networking on LinkedIn, preparing for interviews, dos and don'ts for interviews and resumes. It recommends connecting with others on LinkedIn to gain exposure to recruiters and demonstrate expertise. It also outlines steps to research the job and company, prepare answers to common questions, and follow up after interviews. Tips are given for dressing professionally, maintaining eye contact and a firm handshake during interviews. The document also reviews resume formatting and customizing it for each position by highlighting skills and accomplishments.
The Connect Your Community (CYC) program provides broadband training, equipment and support for 26,000 low-income individuals and their households in seven separate communities.
CYC is funded through a two-year grant from the U.S. Department of Commerce’s Broadband Technology Opportunities Program. Being in the final year, we are preparing staff to search for their next position.
The Connect Your Community (CYC) program provides broadband training, equipment and support for 26,000 low-income individuals and their households in seven separate communities. CYC is funded through a two-year grant from the U.S. Department of Commerce’s Broadband Technology Opportunities Program. Being in our final year, we are preparing our staff to search for their next position, post-CYC.
2013-01 How to Conduct an Effective Job SearchRaleigh ISSA
Here are the key points about utilizing recruiters:
- Recruiters can help expand your network and find unlisted opportunities
- Connect with recruiters on LinkedIn and be transparent if applying directly as well
- Communicate with recruiters to avoid duplicate submissions to the same roles
Greg Allbright provides tips for using LinkedIn to find a job. He outlines three main themes: 1) Differentiate yourself professionally, 2) Use groups to build your network since 1st and 2nd connections are key, and 3) It's about business networking. Allbright then provides details on getting started like optimizing your profile headline and photo, writing a compelling summary, connecting your social media, and using groups. He stresses the importance of recommendations, connections, and searching to find opportunities within your network. Finally, Allbright explains why HR professionals use LinkedIn as their primary resource to find quality candidates through passive searching and employee referrals.
This document provides guidance on using LinkedIn for job searching. It discusses transferring a traditional resume to an online profile on LinkedIn, including key components like a photo, headline, and summary. The document also covers growing your professional network on LinkedIn by connecting with colleagues, searching for connections, and asking for introductions. Maintaining an active presence by keeping your network updated and helping others connect is also presented as a way to be a valuable member of the LinkedIn community.
The document provides guidance on creating an effective resume in 3 sentences or less. It notes that employers typically receive over 500 resumes for a single job opening and only spend 8 seconds reviewing each one. As such, the resume needs to prominently include basics like name, contact information, education, honors, work experience, skills, and a profile statement to stand out. The document emphasizes keeping the resume concise, focused on relevant skills and accomplishments, and tailored to the specific job description.
resume is the first impression, How to prepare nice resume? here are the tips.
Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career
guidance and for Professionals for soft skills enhancements. I am working on speading , sharing
knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx.
Also https://dl.dropbox.com/u/83265908/Links-events.xls has links for all ppt files.
Read http://tl.gd/jm1gh5
Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct
free training/ workshop seeking help of existing platforms like rotary,etc
Kindly spread to your friends.Thank you!
- Earthsoft Foundation of Guidance
Let us make earth little softer..
LinkedIn Presentation to St Anne's Professional Networking Group-Oct. 2014Joseph DeMicco
The document discusses leveraging LinkedIn for professional and career purposes. It recommends optimizing one's LinkedIn profile by completing all sections with relevant details, customizing one's public URL, connecting with contacts and groups, and using LinkedIn for job searching and research. The presentation emphasizes growing one's professional network on LinkedIn and using the platform to develop one's personal brand.
This document summarizes a workshop on creating an effective LinkedIn profile. The workshop covered optimizing different sections of a LinkedIn profile like the headline, summary, experience section, skills, and recommendations. It provided tips on using keywords, telling a story, and using visuals. The workshop also discussed growing one's network on LinkedIn and using LinkedIn for job searching and networking.
How to use LinkedIn to find your first job after grad schoolDanHanssel.com
The document provides tips and strategies for using LinkedIn to manage one's career after graduating from graduate school. It discusses how LinkedIn can be used to build a professional network, find job opportunities, and get discovered by recruiters. Specific tips include creating an optimized profile with skills and accomplishments, connecting with recruiters in your industry, joining relevant groups, researching companies and tracking mentions, and continuing to network even after getting a job. The document emphasizes treating one's online presence as a personal brand and sharing valuable content to become known as a subject matter expert in one's field.
The document provides guidance on improving one's LinkedIn profile for job searching, including adding a professional photo, customizing the LinkedIn URL, completing one's profile with education, work history and skills, exploring career ideas by researching what previous alumni have done, connecting with colleagues and interest groups, and being proactive in job searching by contacting companies and gathering recommendations. The document also recommends maintaining data protection and security settings while using LinkedIn for professional networking and job searching.
This presentation comes from a 3hr workshop. You will learn about applicant tracking systems, resumes, linkedin, and interviewing -- all from the perspective of measurement.
Hiring & Onboarding in Turbulent Times FTW - Interaction23.pdfRuss U
Hiring and onboarding new employees to your team is all too often treated as an afterthought, or best case, as an at-the-moment-thought. Employees deserve a well-thought-out experience that includes them from the very beginning–from the creation of the position description—to that time after they’ve become integrated into our teams and organizations.
We can trace some of these imperfect scenarios all the way back to the creation of our performance profiles or position descriptions, and how they were created. When we understand the entire journey from candidate to employee, we see the value of treating onboarding as an ending of a particular process instead of a solitary event in time.
SXSW 2022 - Hiring & Getting Hired in Turbulent Times WorkshopRuss U
Hiring and onboarding new employees to your team is all too often treated as an afterthought, or best case, as an at-the-moment-thought. As candidates, the process can appear opaque, random, and daunting as you try to prepare for any number of questions, including those that spring up completely out of the blue.
It currently seems nearly impossible to hire AND impossible to even know how to get hired. We’ll explore activities to help you gain insights to improve your hiring processes and successes while also showing candidates what happens on the other side — so you can be better prepared to hire that new candidate, or be the one who lands the perfect gig.
3 Cs of Design - Charters, Critique, and Culture - Amuse ConferenceRuss U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
Guerrilla Design & Research Methods - Amuse ConferenceRuss U
This hands-on session will cover a number of low cost, yet powerful research methods to help you make better data-driven design decisions. You’ll work through a mini-project using these several techniques that will help you understand your user, begin to understand high-level requirements, start low-fidelity prototyping, and testing with users.
TOPICS COVERED:
A number of inexpensive, quick, but highly effective research and design methods when time and/or budget are limited
Valuable 'how-tos' to execute the research
What to do with the guerrilla research and design you do—how to proceed
QUESTIONS ANSWERED:
How do I get my boss or client to buy into doing research for my project?
What is guerrilla research and how is it different than traditional research?
What are some guerrilla research methods and what kind of results can I expect?
How do I pick the right method(s)?
What are the downsides/shortcomings of guerrilla research methods compared to other research methods?
You have attended workshops, you have seen them masterfully commanded by other people, and you really want to get a handle on doing this workshop thing yourself. This workshop is the workshop that will help you create and facilitate a workshop of your very own, in whatever workshop fashion you decide upon.
We will help you identify the path unlocking the workshop achievement in whatever platform you choose. You will learn how to plan your agenda, structure your workshop, and identify the tools that are needed to help you along the way. Preparation is only a small portion of The Workshop Workshop; you will also gain from the wisdom of the CrankyTalk Workshops to help you feel more comfortable with your material–and yourself–in front of a group of people who are relying upon you to be their guide.
There will be activities where you will experience the true nature of “trial by fire” or “getting your feet wet” (whichever metaphor you prefer). That is correct: You will be leading your very own workshop within The Workshop Workshop, and presenting your findings and results back to the rest of the workshop attendees.
Bring your most comfortable pair of shoes, your favorite writing utensil, and all the gumption you can muster.
3 Cs of Design: Charters, Critique, & CultureRuss U
The document discusses various topics related to team leadership and culture, including the benefits of creating a team charter, implementing a continuous critique process, facilitating collaboration, and cultivating a strong team culture. Some key points covered include defining a team's purpose, commitments, focus areas, and growth opportunities in a charter; assigning critique buddies to provide feedback on work; emphasizing servant leadership and setting people up for success; and remembering that leadership is more about the team than any individual. The overall message is that non-technical skills like these are important for team and life success.
Design Culture Basics - Creating Your Team Charter - Interaction South Americ...Russ U
Getting a design team "on the same page" is the oft-stated goal of managers who care about how team unity affects the quality of the work. However, miscommunication is a given, and eventually every manager uncovers a series of disconnects between what was said and what was understood.
Consider, then, the benefits of creating a Team Charter: a kind of persona for your team that will help every member identify and agree upon a shared identity, purpose, and vision for the future.
Through a series of team activities, learn how to uncover the perceptions your team already has of themselves as a unit, as well as their thoughts about how they are perceived by others in the organization and craft a team charter of your own. With this key information, you can shape the team’s purpose and craft a plan to generate the proper perception of your team by others in a living document that keeps everyone on the same page.
The 3 Cs of Design - Charters, Critique, and Culture - Interaction South Amer...Russ U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
We’ve all worked at places where there’s never enough time to make sure that things are operationally done the “right way”—bills need to get paid, client or product/project work needs to get done and takes priority, and hey, everyone deserves to have a life, too. There is light at the end of this tunnel! Several companies, including Atari, Ford, Microsoft and Google, have pulled off some great things by taking advantage of skunkworks teams and projects. I’ve been fortunate enough to see some successes with those teams and projects, as well, and will share them so you can see how to apply the approach(es) to your own practice.
Way back in the 1940s, Kelly Johnson and his team of mighty skunks used their Skunkworks process to design—and build—a prototype jet fighter in 143 days. Kelly established 14 Rules and Practices for Skunkworks projects in order to help articulate the most effective way for his team to be successful in the projects that they worked on. Not only can we learn from Kelly’s rules and adapt them to our current methods of working, we can also create our own skunkworks teams and projects to ensure that the Cobbler’s kids—the operational areas of our design practices—get some shoes put on their feet. And the results might just smell pretty good, if you’re patient enough.
The 3 Cs of Design: Charters, Critique, and CultureRuss U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
For even more great information on Presenting at Conferences:
Conference Proposals That Don't Suck (A List Apart): http://alistapart.com/article/conference-proposals-that-dont-suck
Great Talks Start with Great Proposals (IA Summit Webinar): https://vimeo.com/75783835
Speaker Camp helps you get ready to present at conferences. Spend your Saturday with us and get prepared to get on stage and show your smarts!
You don’t need to picture people in their underwear to get up on stage and share what you know. You do, however, need to have a compelling idea along with a well-written abstract and a well-structured, well-prepared presentation in order to give the talk you–and your audience–deserve.
We’ve all worked at places where there’s never enough time to make sure that things are operationally done the “right way”—bills need to get paid, billable work needs to get done and takes priority, and hey, everyone deserves to have a life, too. Companies like Atari, Ford, Microsoft and Google, have accomplished great things by utilizing skunk works approaches. I’ve been fortunate enough to see some successes with skunk works, as well, and will share them so you can see how to apply the approach(es) to your own practice.
Way back in the 1940s, Kelly Johnson and his team of mighty skunks used their Skunk Works process to design—and build—a prototype jet fighter in 143 days. Kelly established 14 Rules and Practices for Skunk Works projects in order to help articulate the most effective way for his team to be successful in the projects that they worked on. We can also use skunk works to ensure that the Cobbler’s kids—operational areas of design—get shoes put on their feet.
When you can make just about anything, how do you know which option is the best one for modeling your ideas when it’s time to get started? Fifty years before ‘prototyping’ became a familiar concept, Jim Henson was mastering its foundational elements—using his muppets, of course. Henson also faced the same challenge that contemporary User Experience professionals know well: the paradox of prototyping choice; in tools and in process. Henson had notebooks full of ideas in various stages of development, and when he was ready to see which of his ideas were worth refining, he turned to sketching, storyboarding, patterns, iteration, and live testing to deterring his next steps.
Jim Henson was a UXer at his core. He cared about an authentic experience for his audience, and ensured that his team produced great work without spending any more time than was necessary to validate ideas. This early UXer can teach us a lot about how to apply those principles to the work we do today, with or without the help of Muppets.
The document discusses Jim Henson's approach to prototyping, which involved heavy use of sketching, storyboarding, and building minimum viable prototypes. It notes that Henson would sketch from a young age to explore ideas cheaply, used storyboards to plan projects shot-by-shot, and iteratively evolved his prototypes, hacking things together to see what worked. The document suggests taking inspiration from Henson's continual evolution and prototyping approach to making things up as a new industry.
Speaker Camp Atlanta Workshop - June 28, 2014Russ U
The document outlines the agenda for a conference presentation skills workshop. The morning session includes brainstorming presentation ideas, writing bios, and writing abstracts. The afternoon includes lunch, critiquing proposal drafts, presentation tips, and attendees presenting their proposals for feedback. The document provides guidance on developing the key elements of a conference proposal, including brainstorming a "Big Idea", writing an engaging title, crafting the proposal write-up, and drafting an effective bio. Attendees will work on their own proposals which will be presented and reviewed by the group.
UX Lisbon - Things I've Learned (and Am Still Learning) from Leading (UX Desi...Russ U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a manager, it dawned on me: Now I’m the idiot! You see, most of my career has been an exercise in “trial by fire.” This process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, persona, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn’t always been readily available—nor as painless to my pride and potentially my pocketbook.
Many of these lessons haven’t been easy for me to learn. It’s been tough to simultaneously remove obstacles without becoming one, or learning how to say “no” (and the flavors of yes and no!) when I’ve also wanted people to be satisfied with me and the work I’m doing. However, these lessons have all helped me become better at managing to some degree, while instilling a strong sense of empathy for those people who either report to me, or bless their souls, manage me in one way or another.
If you’re interested in learning from some of the hard lessons I’ve learned, or in just laughing at my folly, there will be plenty of material to provide you with either opportunity.
Meta Meta Meta
You have attended workshops, you have seen them masterfully commanded by other people, and you really want to get a handle on doing this workshop thing yourself. This workshop is the workshop that will help you create and facilitate a workshop of your very own, in whatever workshop fashion you decide upon.
Mushroom Mushroom
Russ Unger will help you identify the path unlocking the workshop achievement in whatever platform you choose. You will learn how to plan your agenda, structure your workshop, and identify the tools that are needed to help you along the way. Preparation is only a small portion of The Workshop Workshop; you will also gain from the wisdom of the CrankyTalk Workshops to help you feel more comfortable with your material–and yourself–in front of a group of people who are relying upon you to be their guide.
Snake
There will be activities where you will experience the true nature of “trial by fire” or “getting your feet wet” (whichever metaphor you prefer). That is correct: You will be leading your very own workshop within The Workshop Workshop, and presenting your findings and results back to the rest of the workshop attendees.
Bring your most comfortable pair of shoes, your favorite writing utensil, and all the gumption you can muster.
(The Top 2-3) Things I've Learned (& Am Still Learning) From Leading (UX Desi...Russ U
I've worked for a lot of idiot managers in my career. And then, one day, after I had become a manager, it dawned on me: Now I'm the idiot! Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the site map, wireframe, personas, and so on. In leadership, the option to start over or iterate hasn't always been readily available--nor as painless to my pride and my pocketbook.
Many of these lessons haven’t been easy for me to learn. It’s been tough to simultaneously remove obstacles without becoming one, or learning how to say “no” (and the flavors of yes and no!) when I've also wanted people to be satisfied with me and the work I'm doing. However, these lessons have all helped me become better at managing to some degree, while instilling a strong sense of empathy for those people who either report to me, or bless their souls, manage me in one way or another.
Things I've Learned (& Am Still Learning) from Leading (UX Designers)Russ U
I've worked for a lot of idiot managers in my career. And then, one day, after I had become a manager, it dawned on me: Now I'm the idiot! Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the site map, wireframe, personas, and so on. In leadership, the option to start over or iterate hasn't always been readily available--nor as painless to my pride and my pocketbook.
Many of these lessons haven’t been easy for me to learn. It’s been tough to simultaneously remove obstacles without becoming one, or learning how to say “no” (and the flavors of yes and no!) when I've also wanted people to be satisfied with me and the work I'm doing. However, these lessons have all helped me become better at managing to some degree, while instilling a strong sense of empathy for those people who either report to me, or bless their souls, manage me in one way or another.
From Muppets to Mastery – Core UX Principles from Mr. Jim HensonRuss U
Jim Henson started working as a puppeteer in 1954, a fair 40-50 years before many of us even considered User Experience as a career. He did, however, take it upon himself to apply many of the core principles that UX Designers are falling love with today (or are at least using as part of our everyday lives). Hang out for a quick dive into the life of Jim Henson, with a view into his work from the perspective of how it pertains to what it is we’re doing today, that promises to even leave Waldorf and Statler happy.
And yes, there will be muppets.
3. INTRODUCTIONS
Name
Something About You
First Concert You Attended
4. AGENDA
• Preparing for Your Job Search
• Networking Basics
• Your Résumé and You
• Portfolio Time
• Interviewing
• The Follow-Up
• Bonus: Quitting Your Job
9. PREPARING FOR YOUR JOB SEARCH
Job Boards
• Monster • Freelance Switch • The Ladders
• Dice • Fresh Web Jobs • Koda.us
• Indeed / Eluta • Craigslist • Aquent
• Workopolis • AIGA Jobs Listings • Creative Circle
• CareerBuilder • UPA Jobs Listings • Bestica
• HotJobs • 37 Signals Job Board • Local User Group Chapters
• AuthenticJobs • LinkedIn Jobs • Good Experience Job Board
• Krop • Job-Hunt.org • Twitter Feeds
• CreativeHotlist • Boxes & Arrows Job Board • Elegant.ly
• Coroflot • SimplyHired
• IA Institute Job Board • BayCHI
• IxDA Jobs • PhillyCHI
10. PREPARING FOR YOUR JOB SEARCH
You Found a Job You Like. Now What?
• Do Your Research on the Job
• Find out the Recruiters Name
• Find out Who the Role Reports to
• Are You Connected?
• Get to LinkedIn!
• Research the Company
• Research Current Employees
• Use Keywords from the Job Posting if from a Third Party
16. NETWORKING BASICS
The Basics
• Easy way to make over your profile: http://blog.linkedin.com/2011/08/09/profile-makeover/
• Keywords
• Title Headline for LI profile
• Title for each individual job/role
• Specialties
• Skills and Expertise
• Update your Public Profile link with your NAME!
• Add to email signature
• Don’t have to be LI member to view your profile
17. NETWORKING BASICS
The Basics
Write an interesting Summary
• Description of Your Career: http://www.linkedin.com/profile/view?
id=3906415&authType=name&authToken=Dtn2&goback=.con
• http://www.linkedin.com/in/nuridjavit
• Career + Personality: http://www.linkedin.com/profile/view?
id=1099422&authType=name&authToken=CyWm&goback=.con
• Amanda’s: http://www.linkedin.com/in/amandaschonfeld
18. NETWORKING BASICS
Beefing Up Your Profile
Recommendations
• Quality, not quantity
Add Sections
• For example: Reading List, by Amazon, Slide Share, Certifications
Groups
• IXDA
• UX Groups that are RELEVANT to You/What You Want to Do
19. NETWORKING BASICS
LinkedIn Etiquette
• Linked In Etiquette: http://blog.linkedin.com/2011/07/18/linkedin-etiquette-rules/
• Don’t use the form letter, actually write something!
• Help others as much as you ask for help
20. COVER LETTERS
Yes–You REALLY Do Need One.
Okay, We Discussed This. Maybe Something LIKE One.
21. COVER LETTERS
Yes. We All Hate Writing Them. They *Do* Count.
• The Purpose of a Cover Letter is to Explain How You Will Benefit the Company
• Use Words from the Posted Ad in Your Cover Letter
• Be as Conservative or Creative as the Company Appears to Be
• No Excuses for Poor Grammar and/or Typos
• If Possible, Drop the Name of the Person Who Referred You
22. COVER LETTERS
Yes. We All Hate Writing Them. They *Do* Count.
• Don’t be Afraid to Pay Someone to Help You Write a Cover Letter (but Know How to Write!)
• Must be Addressed to the Specific Name of the Recipient (Last Resort: Use “Dear Hiring
Manager”)
• Find Contact Info from Google or LinkedIn, or Call the Company’s Receptionist
• Must Target a Specific Position in the First Paragraph
• Must be Very Specific When Describing Your Skills and Qualifications
23. COVER LETTERS
Yes. We All Hate Writing Them. They *Do* Count.
• Use Concrete Examples to Demonstrate Your Claims
• Demonstrating Knowledge of the Employer Shows Your Interest ‒ Make Sure Your Facts are
Correct!
• Request for Action and Specific Description of Your Planned Follow-up Action
• Out of Ideas? Google “Cover Letter”
24. COVER LETTERS
Examples
• Get Links Correct
• Get the Description Right
• Use Spell Check!
• Proofread
• Provide Contact Info
25. COVER LETTERS
Examples
• Get the Company Name Right
• Get the Description Right
• Use Spell Check!
• Tailor to Audience
• No Fibbing.
29. RESUMES
The Basics
• So... Some employers still don’t know “what we do”
• KISS methodology - give your resume an enema
• No more than two pages. Period. Well...
• Contact Info first > Positions > Accomplishments > Education
• Don’t spend too long describing your job role in each position
• Remember: Your resume opens the door for the interview in many cases, but...
• "It’s the personality more often than the resume that gets you the job" - Theresa Putkey
• One last thing: Employers WILL use Google, LinkedIn, Facebook, Twitter, etc. to find out
more about you, how you behave online, etc.
30. RESUMES
Fundamentals of Format
• Use a plain, 10 point Serif font
• Resist the urge to design your resume
• Name, address, phone, personal email, portfolio and URL
• Centered and bold at the top
• Write up your job history, presented in reverse chronological order
• Each job has Start-End Dates, Your Title, Company Name and Location
• Lastly, two lines for your education. Degree, Year and Institution
Courtesy of Livia Labate | livlab.com
31. RESUMES
Your Responsibilities
• Follow with 2-3 sentences describing responsibilities
• Answer the question, What job did you have?
• After responsibilities, list your major accomplishments using bullet points
• How large was the audience for the work you did ‒ hints to the kind of impact you can
make and how comfortable you are working with large scale initiatives
• How large was the group you worked with ‒ hints to the types of interactions and
demands you are subject to depending on size of team
• How large was your client (for consultants), employer (for in-house employees) Example:
“Fortune 50”, “$200MM annual revenue” ‒ hints to the level of business challenges you’re
Courtesy of Livia Labate | livlab.com
32. RESUMES
Your Accomplishments
• Activities that resulted in cost saving and efficiency gains (better performance, less people/
hours on projects, etc)
• Activities that resulted in increased value (explicit satisfaction score gains, increased
revenue and profit margins, etc)
• Company and industry recognition (awards, nominations, remarks from annual reviews, etc
Courtesy of Livia Labate | livlab.com
33. RESUMES
Basic Structure
• Contact Information
• Employment Dates
• Company Information
• Description
• Accomplishments
• Education
Courtesy of Mario Bourque | mariobourque.com
36. RESUMES
Advice from Recruiters
• Clean
• Concise
• Clear
• Quantified
• Provides easy links to work
• Relevant
• Typo Free
• Clearly Show a distinct focus/direction
Courtesy of Loryn Schiraldo
37. RESUMES
Advice from Recruiters
“
It is not uncommon to have multiple resumes for
multiple roles, ‘specialization’ is key vs.
‘generalization’.
Loryn Schiraldo
38. RESUMES
Advice from Recruiters
• Write about your accomplishments in your role
• Don't re-write your job description ‒ write about your skills
• Include a couple links to show online samples of your work
• Keep it brief ‒ resumes over 4 pages are pretty long
• Talk about how you're involved in a team atmosphere
Courtesy of Penny Curtis
39. RESUMES
Advice from Recruiters
• Show how you've moved up the ladder
• Files with images are too big to upload to systems like Taleo so all of your hard work is lost
at that point
• Include a link to your LinkedIn profile
• Could include recommendations from your LinkedIn profile
• Good tenure is always a benefit on anyone's resume
Courtesy of Penny Curtis
40. RESUMES
Advice from Recruiters
“
For UX people I take an extra look at the general
lay out of their resume ‒ easy to follow, logical
etc.
Penny Curtis
41. RESUMES
Advice from Recruiters
• Don’t go crazy with fonts/colours/designs. Clean and simple makes me want to review it…
anything “busy” will be passed over.
• If you are a contractor/consultant ‒ create a functional resume. I don’t want to read a five
page resume that lists 50 companies with the exact same description of responsibilities
under each one. List your skills or projects most relevant to the job posting and then have
a list of your contracts under a separate section (no descriptions necessary).
• If you are a perm employee ‒ create a chronological resume. List each company (newest
first) and your relevant skills or projects. Try to use no more than six bullet points under
each company.
Courtesy of Sara Cooper
42. RESUMES
Advice from Recruiters
• Do not write in paragraph form. Bullet points are easier to read.
• Do not go into detail on jobs you had 10 years ago (no-one cares). If you feel you must
mention them, your best bet is a heading with “Positions prior to 1998” and then a quick
list with each company and the dates.
• Always remember that the recruiter and/or hiring manager is looking at least 30
resumes for each role (probably way more). If you make it difficult for them to read yours,
they just won’t.
Courtesy of Penny Curtis
43. RESUMES
Advice from Recruiters
“
Highlight the link to your online portfolio ‒ do not
attach multiple examples of your work to an
email. If you do not have an online portfolio,
make one before you start your job search. There
is nothing I hate more than having to wait five
minutes for an email to open because of all the
attachments.
Sara Cooper
45. RECRUITERS
Types of Recruiters You Will Meet in Your Job Search
• Agency Recruiters / 3rd Party Recruiters
• Headhunters
• Quota/Bonus-Driven
• Corporate Recruiters
47. PORTFOLIOS
Advice from Recruiters
• For IA’s relevant content is a must. Just as with resumes, it may be helpful to have a few
separately formatted portfolios in pdf format, with each bringing to light specific industry
experience depending on the role/industry you’re applying to.
• Wireframes must be annotated. Include all relevant project info (sitemaps, wireframes,
personas).
• Show the finished product. Even if it’s just a screenshot. The finished product may
resonate with team members long after an interview, which is a plus.
Courtesy of Loryn Schiraldo
48. PORTFOLIOS
Advice from Recruiters
• Every IA/UX person should have one...if you can’t be bothered to create a website for
yourself, I’m not hiring you.
• Portfolios should be easy to navigate. If you have multiple specialties, section them off so
I can find what I’m interested in one click. I don’t want to have to search for the work I want
to see.
• Ensure your portfolio is relevant to the positions you are applying for and update it
constantly. Work you did five years ago is not going to interest me as much as what you did
six months ago.
• For the love of the gods, make sure all your links work. No, really. ALL OF THEM.
Courtesy of Sara Cooper
49. PORTFOLIOS
Advice from Recruiters
“
Case studies that show the initial problem/
opportunity and then a work flow overview to see
how the final solution/result was arrived at make
me very happy. I need to see how your brain
works to know if you’ll fit with our process
methodologies.
Sara Cooper
50. PORTFOLIOS
Advice from Recruiters Russ
• Test & Review Portfolio with Colleagues, Mentors, Other Managers
• LESS is, by far, Much MORE
• Brief Explanations, Highlighted Screens with Captions
• KISS approach
• External Services:
• Coroflot
• Creative Hotlist
• WordPress
• SquareSpace
• Others?
51. PORTFOLIOS
Discussion:
What’s the Best Way to Present Your Portfolio? And... When
is the Best Time to Present It?
53. INTERVIEWS
Communication Before the Interview
• Make sure to confirm the exact time and place for the interview.
• Confirm proper 'dress code' with your recruiter. You don't want to be under dressed or over
dressed.
• Ask who you will be meeting with, their title, and how long that meeting is expected to be.
• Ask the recruiter if there is a particular format for any of the interviews. For example, one
is meant to be a portfolio review, one is more behavioral etc.
• Do research on your interviewers. Be prepared. Note any major career accomplishments,
awards, etc...
54. INTERVIEWS
Communication During the Interview
• Always take notes. Do not rely on your memory only.
• If the interviewer does not 'break the ice' in the beginning, try to build rapport with your
research knowledge of the interviewer.
• It may be a good idea to state your understanding of the role and requirements for the role
if the interviewer does not begin the interview with this information.
• Clearly state concrete examples of what you have accomplished in your career and how it
maps to what the company is looking for.
• It's ok to need a few minutes to compose your answer during the interview.
55. INTERVIEWS
Question You Need to Have Answers For
• How do you define excellence in user-centered design?
• Tell me about the size and scope of the engagements you have worked on.
• What level of client interaction do you have? (This is applicable for both in house and
consultants…you will have ‘clients’ at in house gigs as well.)
• What software do you use in the production of your deliverable and why?
• How do you collaborate with other team members (visual designers, developers..)?
• What’s your approach to working with them?
56. INTERVIEWS
What the Interviewers Want to Hear
• CONCRETE EXAMPLES
• CONCRETE EXAMPLES
• CONCRETE EXAMPLES
• Concrete examples that you are able to work quickly, effectively, and collaboratively to solve
complex design problems.
57. INTERVIEWS
Interviews with Portfolio Reviews
• Make sure that you are able to set up each portfolio deliverable showcased with context of
what the design problem was.
• Be able to talk about the experience you were trying to create.
• Make sure you can explain the design rationale. (For example, why did you create a certain
path for shopping cart check out.)
• Talk about the challenges you faced and how you overcame them.
• Talk about how you validated the solution. (Did you use user testing?)
• Talk about if you would make any improvements to the design now, based on hindsight
58. INTERVIEWS
How to Communication - After the Interview
• Make sure that you have the proper name, title, and email address of your interviewers to
send Thank You notes.
• Hand written thank you notes can be a nice personal touch.
• Ask the recruiter for an ETA on the decision. There may be other candidates that the
company needs to interview and this could take time.
• If you have not heard from the recruiter after the expected date, send a friendly follow up
email asking when you may be able to hear what the decision is. If you are also on a tight
time line, be upfront about this.
• If you are turned down for the position, accept the decision gracefully. If you are not given
details, politely ask for the reasons you were not chosen. If the recruiter shares this with
you, DO NOT ARGUE with him/her.
60. INTERVIEWS
Questions You MUST Ask*
• How many clients has the company added in the past year? How many clients has it lost?
• What’s the company’s strategy for generating new business?
• What has the employee turnover rate been over the past 24 months?
• What’s the company’s policy on work/life balance?
• What kind of tools are provided to help me do my job? How often are they upgraded?
• In the first 60-90 days, what’s my top priority? What is the 1 thing I can’t fail at in year one?
• Are employees required to sign a non-compete contract?
• If it’s a start-up: What is the funding and/or financial health situation?
• How is the Company Culture?
*Questions Source: Talent Zoo | Questions You Absolutely Must Ask Your Interviewer by Steve James:
http://www.talentzoo.com/news.php/Questions-You-Absolutely-Must-Ask-Your-Interviewer/?articleID=9159
61. INTERVIEWS
Advice from Recruiters
• The interview is your audition. Be prepared and ready to give the best performance of
your career.
• Know your sh*t. Be prepared to talk about your best work. Nail it.
• Arrive on time. The interviewer’s time is precious. Also, be patient if they make you wait.
Sometimes things do come up on both sides! If you will be late, try to call beforehand.
• Have back-ups of sample work in case something fails. Either in print or bring a laptop.
Courtesy of Loryn Schiraldo
62. INTERVIEWS
Advice from Recruiters
• Ask for the job! If you truly feel you can do the job at hand, make it known before leaving
the interview. Ask Name and title (responsibility) of the people who will interview you
• Google & LinkedIn their names and learn about them before the interview
• Learn about the company and their current situation before the interview
Courtesy of Loryn Schiraldo
64. INTERVIEWS
Show & Tell:
What Was Your Interview Disaster?
65. INTERVIEWS
The Questions You’re Afraid to Ask
• If I tell you my current salary, do I burn myself during negotiations?
• What is the time frame to make a hire for this role?
• Why is this position open?
• How long do people stay in roles at the company? Why do they leave?
• How many candidates are being put forward?
• Do you think I’m a good candidate? Why?
• What are the positives/negatives about the company? The manager?
• What will the rest of the interview process be like?
67. INTERVIEWS
After the Interview: Advice from Recruiters
• Be positive. I understand how frustrating it can be when decisions aren’t made quickly. I
like when candidates check in for updates and express their continued interest, but calling
in to complain is a different story. Chances are I’m frustrated as well and already pushing
for decisions to be made.
• Please don’t call or email me every day. Again, checking in is fine but if you contact me
every day I start to think you’re desperate and question why.
• Provide information promptly when requested. If you take a week to get back to me on
something, I will assume you’re not interested in the role.
Courtesy of Sara Cooper
68. INTERVIEWS
After the Interview: Advice from Recruiters
“
Make sure you stand out from the crowd.
Personality counts. Candidates who are good at
making a personal connection with the recruiter
or hiring manager are going to be remembered
long after the one who just comes in, shows their
portfolio and leaves.
Sara Cooper
70. THANK YOU NOTES
Fundamentals of Format
• Thank the employer for his or her time, letting the interviewer know how much you enjoyed
meeting with him or her
• Identify the specific position for which you interviewed
• Mention a key point of your conversation with the interviewer. When writing letters to
multiple interviewers, differentiate your letters by referring to something specific you
learned from the interviewer
• Express enthusiasm for the job/company, and reiterate why you fit well with the
organization.
• Indicate that you look forward to possibility of becoming a member of that organization
74. BONUS: QUITTING YOUR JOB
When It’s Time to Change, You’ve Got to Rearrange
Who You Are Into What You’re Gonna Be
Sha na na na, na na na na na, sha na na na na
75. QUITTING YOUR JOB
Things to Consider Before You Go...
• Give at least 2 weeks notice
• Don’t flame-out on your way out (people often return, get references, work, etc. from
previous employers)
• Tie-up loose ends
• Make yourself available as best as you can after you leave
• Remember: This job most likely got you to where your next job is taking you. Be grateful/
thankful
• Commit to Quit: When you do it, there’s no real turning back