1. Career Search Skills Guide

2. Topics Career Planning Resume Writing Before the Interviews Facing the Interview At Your Work Place Recruitment and work life

3. Career Planning Fashion Designer What do you want be? Civil Servant Economist Engineer

4. Why does one go for a career that’s not a good match? Opportunity Perception Parental influence Peer pressure Lack of knowledge or information Lack of resources Ignorance Fairy Tales

5. Effective Career Management Which should be a: Systematic approach Objective Individualized

6. Career Management Career Awareness Take ACTION Know yourself

7. Know Yourself… Identification of Interests Preferences Talent Skills Strengths Areas to improve upon Personal Characteristics Weaknesses

8. Pointers for Exploring Careers… Know more about the career of your choice Nature of work Work roles Emerging trends Career path / Study route Prospects Related careers/ back-up options How? Reading Surfing Career Talks Seminars Self Awareness Workshops Career Exhibition Career Guidance

9. Taking Action… Which career is most suited Best route to reach there Develop important skills needed Develop the right attitude for Success

11. What is a Resume Webster’s defines resume as : “A SUMMARY” “A SET OF ACCOMPLISHMENTS” Your “ticket” to an interview A resource for filling out applications Evidence of what you have done A conversation starter Different for the college grad vs. someone with years of experience

12. 12 Purpose and Impact Marketing Tool Designed to create a favorable first impression May get you an interview, won’t get you the job! Personal Account of Your: Education and Training Experience Skills and Abilities

13. 13 Purpose and Impact Provides an accurate, concise, and original presentation of who you are Resource for employer at interview Remember: Employers spend 4 - 5 minutes at most reviewing a Resume. Make each word count!

14. 14 General Guidelines Length Generally one or two page (especially recent grads) Two/Three pages with extensive related experience Layout Direct reader’s eye using headings and layout Choose standard font in 12 point size

15. 15 General Guidelines Layout continued Leave ‘white space’ for uncluttered look One inch margins on all sides is standard Be consistent with: indentations capitalizations font Spacing

16. General Guidelines Content Proofread! Don’t rely on Spell-check tool grammar spelling typographical errors punctuation Stress accomplishments and results Tailor contents to each position (e.g. rewrite Objective/revise Skills section) Omit information which could be used in a discriminatory way (e.g., religious affiliations, age, etc.) 16

17. Ten Resume DO’S Make sure it looks professional Use standard sized paper with Black & white printing Print on only one side Try to keep it short and sweet Format well and have white space Use bullets and powerful verbs Keep it positive Be honest, but don’t undersell yourself Use the vocabulary (keywords) of your field Keep your contact information current

18. Ten Resume DONT’s..more then 10.. Exaggerate Have misspelled words or names Include too personal details..who cares? Have different type of edit modes. Make it too crowded with no white space Send it without a cover letter or with wrong address of another employer Have unexplained abbreviations Use personal pronouns

19. Ten Resume DONT’s..more then 10..cont.. Use fonts smaller than 10 pt. Use a template-they’re tougher to alter Your email says as sexymama@.. résumé lists an objective totally unrelated to the position job requires a particular type of experience and you have none, and you didn't acknowledge that or try to overcome it in your cover letter

20. 20 Resume Key Components TITLE BLOCK/HEADING Your name Address Contact numbers, most common way of contacting email address - ONLY IF YOU CHECK DAILY!

21. 21 Resume Key Components OBJECTIVE Gives resume focus, credibility and direction Be concise and logical - develop different resumes for different types of jobs Avoid cliches such as “like working with people” Emphasize short term aspirations

22. Resume Key Components EDUCATION List highest degree first, followed by other degrees received Degree level Major(s), minor(s) and emphasis if applicable 22

23. 23 Resume Key Components EDUCATION continued Date to be conferred GPA if 3.0 or higher (in engineering, list if 2.5 or higher) Other colleges/universities attended, including Education Abroad DO NOT include Sunday School, Ordinary level details, School societies etc unless it add any value to your job that you apply. It just waste of filling pages of your resume.

24. 24 Resume Key Components EXPERIENCE Summarize significant full and part time positions Include relevant volunteer work or internships Highlight responsibilities, skills developed, and accomplishments List job title, employer and dates of employment, followed by description

25. 25 Resume Key Components EXPERIENCE continued Present information in reverse chronological order OR Create special sections (e.g. Related Experience, Research Experience, Marketing Experience) Use action verbs and sentence phrases, NOT complete sentences

26. 26 Resume Key Components EXPERIENCE continued May include significant academic assignments and relevant extra-curricular activities List accomplishments and contributions you have made Quantify accomplishments, if possible

27. 27 Resume Review Check List Does your resume look appealing? Is it clearly labeled, using appropriate headings? Does it highlight your skills and abilities? Have you had it critiqued by others? Have you triple checked for accuracy?

28. 28 The Cover Letter Use standard business format Emphasize how your skills, education, experience can benefit the employer Close by indicating your interest in the position and follow-up plans Don’t forget to sign the letter!

29. The Cover Letter Paragraph one What position are you applying for and how did you find out about the position? Paragraph two Why do you want to work for this particular employer, and why should employer hire you? Paragraph three What’s your next step going to be? Indicate how you will follow through or express desire for an interview. 29

30. Essential attributes for a career in IT Being a quick problem solver Having good concentrating power Being quick and independent in taking decisions Being logical and to have an analytical approach To have patience and perseverance To be adaptable Effective communicater

31. Exercise:Show the example CVs that has different issues and identify those.

32. Before the Interview Be sure about the Venue, Time, whom to meet Study about the Company Prepare answers for possible questions with examples if applicable Get a hardcopy of your latest resume Dress appropriately More than anything PREPARE!!!

33. Facing the Interview Handshake sets the tone for the rest of the interview Smile! It's hard to smile when you're on the hot seat Use examples and experiences when answering. This matters a lot. Take the time to learn about the company Answer confidently

34. Facing the Interview…Cont Focus on what you can do for the Company rather what you get from the Company Be Honest Be Positive Ask about your roles & responsibilities and don’t jump to salary Keep an eye contact with everybody Ask if you don’t understand

35. Finding for Jobs Not so easy with recession. Companies have a excess manpower to select than before Resume covering all the technologies?? Networking Maintaining good rapport in Linked In, Amazon..etc. Facebooks tells most about you to the world. Beware. “More than anything keep your spirits high.”

36. Get rid of Negative thoughts It's All in How You View the World Can You Do It? Yes, You Can! But be Honest Attitude Assertiveness

37. Some mock Interviews Bad One: http://www.youtube.com/watch?v=eW7deDXZlm0&feature=channel Good One: http://www.youtube.com/watch?v=ArenD1cSZ6U&feature=related

39. Have a Positive Attitude

40. Show your team spirit

41. Learn co-workers names quickly

42. Ask questions/ask help

43. Take notes

44. Take Initiatives

45. Volunteer for things

47. Avoid office politics and gossip

48. Take advantage of after hour activities

49. Listen well

50. Show appreciation

51. Keep your lead informed

53. Job description

54. Person specifications

55. Recruitment

56. Performance

57. Appraisal

58. Rewords

60. Job description (cont…) The main points to be covered in the job description include the following: The location of the job within the organization structure (division, department and section). Title of the job, and the job code if available Job title of the person to whom the jobholder is responsible Job title of the person responsible to the jobholder, and the number of staff directly supervised Brief description of the overall purpose of the role Details of any technical procedures, tools machinery or equipment used by the jobholder Any special requirement to liaise or deal with contacts of high significant inside and the outside of the organization Physical location of the job and the amount of travelling required. Special circumstance attached to the job, such as shift, night work on-call, degree of overtime commitment, weekend working, physically demanding activities, etc…… Responsible for budgets

61. Person specifications The person specification defines the personal characteristics, qualifications, and the experience required by the jobholder in order to do the job well. Any other special demands or requirements such as physical aspects and unusual working hours should be included. The information relating to qualifications and experience demanded by the job can only be derived following through job analysis that identifies the knowledge, skills and other behaviors required. The list of personal characteristics needs to be as precise as possible so that the assessment process can identify what candidate knows and can do. A danger in overstating the qualifications and experience demanded by the job is that it could lead to appointing a new employee who quickly becomes dissatisfied with lack of challenge and subsequently leaves. When the job requirements have been agreed with the line manager, they should be analyzed using a suitable structure.

62. Recruitment The term “recruitment” is often used conjunction with “selection” however the terms refer to two separate processes. Recruitment is a set of activities designed to attract a qualified pool of applicants of an organization. The process of selection, involves choosing from pool of applicants the person or persons who offer greatest performance potential. Typically, there are three steps in the recruitment process: Advertisement of a job vacancy Preliminary contact with potential job candidates Initial screening to create a pool of suitable applicants

63. Recruitment (cont…..) The issue of for an organization is to decide how best to fill the gap created by a vacancy. The internal process begins with the existence of a vacancy. To find a replacement, there needs to be some kind of description of the job and of the personal attributes required or desired in the ideal candidate, possibly in the form a person specification. The external process begins with accessing the channel s by which applicants might be found. Recruitment does not always automatically imply advertising, but if it does it must be effective. External advertising is expensive and may account for up to half the year’s salary for some jobs. Too loose or glamorous an advertisement may result in an unnecessarily large response that becomes time-consuming to deal with.

64. Recruitment (cont…) Some of the key factors include. National and local reputation of the organization Total rewards package offered Working conditions Intrinsic interest of the job Security of employment Opportunities for training and development Career prospects

65. Recruitment Except in special circumstances, the final advertising copy should be written to complement the assumed aspirations of the target population and include, in suitably abbreviated form. The job description Person specification Organization’s key selling points such as compensation Instruction of applicants deadline

67. completion of a formal application form

68. interviewing

69. testing

70. reference checks

71. medical examination

72. final analysis and decision to hire or not hire

74. Reliable – give consistent results

75. Valid – accurately predict performance

76. Fair – select employees in a non-discriminatory way, particularly in terms of race and gender. This may be to fulfill legal requirements and the ethical frameworks under which the organization operates

78. Performance is something done by the employee. This concept differentiates performance from outcomes. Outcomes are the result of an individual’s performance, but they are also the result of other influences. In other words, there are more factors that determine outcomes than just an employee’s behaviors and actions.

79. Effectiveness: relates to getting the right things done i.e. setting right targets to achieve an overall goal (the effect)

81. Performance appraisals are regular reviews of employee performance within organizations

82. Generally, the aims of a performance appraisal are to:

83. Give feedback on performance to employees.

84. Identify employee training needs.

85. Document criteria used to allocate organizational rewards.

86. Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc.

87. Provide the opportunity for organizational diagnosis and development.

88. Facilitate communication between employee and administration

89. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.

92. Research and explore potential areas of interest. - Set up informational meetings with people in jobs or industries that you would like to explore, and learn as much as you can about these fields.

93. Hit the books - Find valuable advice in books and online guides about career development.

94. Be prepared to sell yourself - Write effective résumés and cover letters, and practice interview skills.

95. Network -Networking is the best job search strategy. You never know where your next internship or job opportunity could come from.