Refining Missions, Strategising Careers · Managing the organizational career – concerns the career management tasks of individuals within the workplace, such as decision -making,

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Refining Missions, Strategising Careers


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Contents Career Planning ................................................................................................................................ 3

What is Career Management ......................................................................................................... 3

Importance of career planning ....................................................................................................... 3

Career planning guide – MAP Career Pathfinder ............................................................................ 3

Labour Market Intelligence ............................................................................................................... 1

What is labour market information? .............................................................................................. 1

Labour Market Statistical Information ........................................................................................... 2

Employment .............................................................................................................................. 2

Unemployment .......................................................................................................................... 4

Job vacancy ............................................................................................................................... 5

Leveraging On Technology ............................................................................................................. 8

Salary Guide .................................................................................................................................. 9

Job Transition Skills - R.E.A.L.I.T.Y Career Portfolio ........................................................................ 10

Resume and Cover Letter............................................................................................................. 11

Crafting your cover letter ......................................................................................................... 11

The “Perfect Match” Letter ...................................................................................................... 14

Resume ....................................................................................................................................... 19

Developing your Resume’s Building Blocks ............................................................................... 19

Contact Information ................................................................................................................ 19

Career Summary ...................................................................................................................... 19

Core Competencies .................................................................................................................. 20

Career Accomplishments ......................................................................................................... 20

Professional Experience ........................................................................................................... 20

Education – .............................................................................................................................. 21

Impactful Words for Cover Letter, Resume and Interview ........................................................ 24

Accomplishment Stories .............................................................................................................. 27

Endorsement ............................................................................................................................... 33

Leverage ...................................................................................................................................... 35

Interview ..................................................................................................................................... 36

Common Strategies for all Interviews....................................................................................... 37

Examples of a Behavioural Question ........................................................................................ 38

Understanding Your Strengths & Weakness ............................................................................. 39

Questions to ask during an interview ....................................................................................... 40

Follow-Up Steps After the Interview ........................................................................................ 41

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Tracking your job search .............................................................................................................. 44

Job Portal ................................................................................................................................ 46

Recruitment Agencies .............................................................................................................. 48

Networking .............................................................................................................................. 53

Job Search Plan ........................................................................................................................ 54

Tracking Your Weekly Job Search Time Table and Activity ........................................................ 56

You – Your Online Professional Brand .......................................................................................... 59

Online Personal BAD Branding Can RUIN Your Career .............................................................. 59

Why do we need a personal brand? ......................................................................................... 59

Your Personal Brand ................................................................................................................ 61

Discovering and communicating your passion. ......................................................................... 62

Creating your Identity .............................................................................................................. 64

BIBLIOGRAPHY ................................................................................................................................ 66

ONLINE RESOURCES ........................................................................................................................ 68

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Career Planning

What is Career Management

Career management is the combination of structured planning and the active management choice of one's own professional career.

The outcome of successful career management should include personal fulfillment, work/life balance, goal achievement and financial security.

A career includes all types of employment ranging from semi-skilled through skilled, and semi professional to professional. Careers have often been restricted to an employment commitment to a single trade skill, profession or business firm for the entire working life of a person. In recent years, however, a career now includes changes or modifications in employment during the foreseeable future.

Career planning is a subset of career management. Career planning applies the concepts of Strategic planning and Marketing to taking charge of one's professional future. Career is an ongoing process and so it needs to be assessed on continuous basis. This process of re-assessing individual learning and development over a period of time is called Career Planning.

Importance of career planning

It is important to come up with your career planning as it gives you the much needed direction and makes it clear there where you see yourself in future. It makes you aware of your strength and weaknesses and the skills and knowledge that are required to achieve your goals in future.

A large proportion of our life is spent in achieving our career goals, thus it is very important to make sure that right steps were taken and correct planning was done in the early years of your life. There are very few lucky ones who are born with a clear mind and who knows what they want to do and where they see themselves in life ahead. But majority of us are not sure what we want from life and so it in very important to plan out things. Thus career planning is what gives your career and in some way your life, true meaning and purpose.

Career planning guide – MAP Career Pathfinder

MAP Career Pathfinder is a career planning tool that allows you to guide your career coaching sessions with your clients in assisting them in achieving career clarity, identifying career direction and action steps in achieving career success.

The MAP career pathfinder is able to plot your pathway to be able to get to where you would like to be. It allows a person the opportunity to identify the various gaps that they are facing and make

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changes accordingly so that they are able to level up. Given to a coachee it is the ideal framework to assess their wants and what they need to add on to get to where they need to be.

As the name MAP Career Pathfinder suggests, the tool provides the 3 stages of Career Planning:-

1) Where you are 2) Where do you want to go 3) How to get there – Progress Initiation

Stage 1 - Where are you now – self assessment

Self-assessment is a process that helps you in assessing your client’s values, interest, purpose and skills. Based on the findings, you could work with your client to identify potential career development issues and potential area for growth in their career. Ultimately, you allow the client to achieve clarity in their current career standing.

Stage 2 – Where do you want to go – Career Goals

Once you have assisted your client in analyzing themselves and to achieve career clarity, the second step is to identify their specific career goals. This task may be quite difficult when the individual lacks knowledge of career opportunities and/or is not fully aware of their talents and abilities. However, the entire career management process is based on the establishment of defined goals/objectives whether specific or general in nature. Utilizing career assessments may be a critical step in identifying opportunities and career paths that most resonate with someone. Career assessments can range from quick and informal to more in depth. Regardless of the ones you use, you will need to evaluate them.

The time horizon for the achievement of the selected goals or objectives - short term, medium term or long term - will have a major influence on their formulation.

Short-term goals (one or two years) are usually specific and limited in scope. Short-term goals are easier to formulate. Make sure they are achievable and relate to your longer term career goals.

Intermediate goals (3 to 20 years) tend to be less specific and more open ended than short-term goals. Both intermediate and long-term goals are more difficult to formulate than short-term goals because there are so many unknowns about the future.

Long-term goals (Over 20 years), of course, are the most fluid of all. Lack of life experience and knowledge about potential opportunities and pitfalls make the formulation of long-term goals/objectives very difficult. Long-range goals/objectives, however, may be easily modified as additional information is received without a great loss of career efforts because of experience/knowledge transfer from one career to another.

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Making career choices and decisions – the traditional focus of careers interventions. The changed nature of work means that individuals may now have to revisit this process more frequently now and in the future, more than in the past.

Managing the organizational career – concerns the career management tasks of individuals within the workplace, such as decision-making, life-stage transitions, dealing with stress etc.

Managing 'boundaryless' careers – refers to skills needed by workers whose employment is beyond the boundaries of a single organization, a workstyle common among, for example, artists and designers.

Taking control of one's personal development – as employers take less responsibility, employees need to take control of their own development in order to maintain and enhance their employability.

Stage 3 - How to get there – Progress Initiation

Once you have researched the feasibility of the factors that you have finalized in above steps, the next step is to show action and translate your clients plans on paper. This step requires you to guide your clients in making plan as in how they are going to achieve and fulfill the steps they have decided above. In the Career Pathfinder tool, you work with your clients to come up with with mid-term goals (milestones) for oneself. And for each mid-term goals, identify small goals (keystones) that leads to it. Once these small and mid-term goals are achieved, we can see that how much close we are to our main aim and major goal. This small step acts as a path way to the main aim.

Once you are done with goals and the main aim, the next step remains to guide your clients to start implementing their plans. Keep a very close track of your activities to make sure that you are on the right track and that by following this pat h you are surely going to achieve you goal!

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The MAP Pathfinder:

The MAP pathfinder is a comprehensive profiling tool that is able to get a holistic profile of the coachee and enables the coach to deliver targeted coaching based on the variables identified. It does so by identifying the following components:

My Current situation:

Ascertains the current situation of the coaches and allows them to be able to conceptualize and view objectively their situation that they are presently in. They are able to rate their situation on a number scale. This module achieves a state of self awareness that may be lacking in coaches when they view their career.

Strength and Weaknesses:

This modules pulls out a participants strengths and weaknesses and allows them to have an overview of what is in their strength that they can leverage on as well as what are the weaknesses that they would need to address.

Pulling/Pushing factor

Coachees would also need to be able to determine the pushing and pulling factors that relate to their current situation. They would therefore be able to understand the pulling and pushing factors that are affecting them and examine each of these factors. Pushing factors are factors that are imposing attrition them away from their current position while pulling factors are things that are attracting them to other facets.

Career Objectives

The career objectives is a module which coaches are able to state their desired state of how they would like their career to be able to turn out. This is an ultimate goal which they would proceed to work towards.

Life priorities

Life priorities help to determine what a participant wants in life and what is important to them. This helps them to decide their priorities and how they are ordered. This would help a coachee see clearly what is crucial for them to achieve happiness and fulfillment.

Career Mission

Coachees will also be able to understand their own career mission and help them to see what they want to achieve in their careers. This gives them an ideal state to be able to work towards and also help them to understand the gaps that they need to close.

Opportunities and Threats

Opportunities and threats allow a coachee to understand where danger and problems may lie and also be able to understand what are the items that can be leveraged on to propel a coachee to further heights in their career.

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Labour Market Intelligence

What is labour market information?

Being a career coach, it is important to cite reliable information of the labour market data and information. Learning what it is and how to use it can help you assist your client more effectively in making career decisions. It can help you find out what the labour market is like for that job.

Labour market information covers the principal elements of the labour market and its operations. The principal elements are the demand for labour and the supply of labour. Demand means the number of jobs available. Supply tells you the number of people who are able work.

Labour market information tells you:

x What is the forecast of future labour market needs x What is the unemployment status x What jobs and skills employers are looking for x Which industries are hiring x Which job areas are growing in the future and other statistics

This information is organized by:

x Time periods x Sector x Industries x Geographic areas

The labour force is the number of people available to work. These numbers are broken down by:

x Age x Gender x Ethnic background x Education level and skills

https://www.google.com.sg/url?sa=i&rct=j&q=&esrc=s&source=imgres&cd=&cad=rja&uact=8&ved=0ahUKEwiQ-YWYvfrOAhVLuI8KHXUgAUQQjRwIBw&url=http://www.instructables.com/id/Wood-burning-with-a-magnifying-glass/&psig=AFQjCNEk0TI3zUO5rzw1LzfAh8zYGFsvCw&ust=1473242246120486

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Labour Market Statistical Information

The Manpower Research and Statistics Department (MRSD) offers a wide range of official statistical information on Singapore's labour market through reports, tables, interactive charts, videographics and infographics.

You can get help on Understanding Statistics and compare against national or industry norms in wages, employment conditions and staff turnover with the Benchmarking Tools.

Statistics produced by MRSD are in line with international statistical standards recommended by the International Labour Organisation.

Employment Data on the number of persons in employment tell us about the economy's ability to create jobs. In Singapore, statistics on employment are compiled from two major sources, namely:

x Administrative records; and x Comprehensive Labour Force Survey (LFS).

Headline employment statistics on the number of persons employed and its quarterly changes by industry are compiled from administrative records. Data on the demographic, social and other economic characteristics of employed persons such as age, sex, educational attainment and occupation are compiled annually from the Comprehensive LFS.

Here are some key employment indicators and their uses:

Employment Change, which is the difference in the number of employed persons over time, helps us understand the impact of economic changes on the demand for workers. The data, which are available by industry, allow users to identify industries where employment is growing or falling.

Employment Rate, also known as Employment to Population Ratio, refers to the proportion of employed persons in the working-age population. The employment rate tells us the extent to which the population is engaged in productive labour market activity. It provides a basis for labour market comparisons across economies.

Latest employment data compiled from administrative records are available quarterly. Detailed data can be found in the Labour Market Report. Employment data from the Comprehensive LFS are in the annual report on Labour Force in Singapore.

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Employment Level refers to the number of persons in employment, comprising employees and the self-employed.

Employment Change is the change in the number of persons who are in employment, derived by taking the difference in the employment level (i.e. number of employed persons) at the end of the reference period compared with the end of the preceding period. A positive change refers to the additional number of persons who are in employment, while a negative change refers to the decline in number of persons in employment.

In Singapore’s Labour Force Survey, employed persons refer to persons aged fifteen years and over who, during the reference period:

x Worked for one hour or more for pay, profit or family gains; or x Have a job or business to return to but are temporarily absent because of illness, injury,

breakdown of machinery at workplace, labour management dispute or other reasons.

Members of the Singapore Armed Forces including full-time National Servicemen are included in the persons employed, unless otherwise specified.

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Unemployment Unemployment statistics are probably one of the most closely monitored indicators of the labour market. In Singapore, unemployment data are obtained from the Labour Force Survey.

Here are some key unemployment indicators and their uses:

x Unemployment Rate and Number give us a quick gauge of the health of the labour market. A deeper analysis of the unemployment rate by demographic and socio-economic characteristics highlight vulnerable groups who might find it harder to secure employment. The number of unemployed persons provides a gauge of the magnitude of the problem. Characteristics most often studied include age and educational attainment.

x Long-term Unemployment Rate and Number capture information on those who are unemployed for prolonged periods and thus suffer greater hardship. They provide an indication of unemployment arising from mismatch in job seekers and job openings available, often referred to as structural unemployment.

x Latest top-line unemployment data are available quarterly here. Data by age, educational attainment and sex can be found in the Labour Market Report, also accessible via the previous link. More detailed breakdown by various characteristics are published in the annual report on Labour Force in Singapore.

x Duration of Unemployment refers to the number of complete weeks between the date when action was first taken to look for a job and the date of the survey interview.

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Job vacancy

Job vacancy statistics measure unmet demand for manpower. Data on job vacancy offer insights on the changes in manpower demand, helping job seekers and employers make more informed decisions.

In particular, we can look at these job vacancy indicators:

Job Vacancy Number and Rate capture information on unfilled posts for which employers are actively recruiting employees from outside the establishments. These can be new positions created due to business expansions or existing positions that have become vacant arising from staff turnover. The job vacancy rate tells us the percentage of manpower demand that is unfilled, i.e. the number of job vacancies divided by the total demand for manpower (or the sum of employees and job vacancies).

Job Vacancy to Unemployed Ratio relates the job openings to job seekers available. It is obtained by taking the ratio of job vacancies to the number of unemployed persons.

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Latest job vacancy data are available here. Data for broad occupational groupings and the various industries are published in the quarterly Labour Market Report, also accessible via the previous link. More comprehensive vacancy information on detailed occupations, industry, qualifications and working experience required as well as vacancies unfilled for extended periods and those employers report hard to fill by locals are available in the annual report on Job Vacancies.

You can also compare your organization’s job vacancy statistics against industry norms through Benchmarking Tools.

Job Vacancy for a quarter refers to the number of unfilled posts at the end of the quarter for which an establishment is actively recruiting employees from outside the establishment. They exclude:

x Positions for which the employees have been appointed but not yet

commenced duty; or

x Positions open only to internal transfers or promotions.

Recruitment action to fill a post includes advertising in newspapers, posting notices on Internet (e.g. online job banks), making “word-of-mouth announcements”, soliciting employees through employment agencies or job fairs, contacting or interviewing registered job applicants.

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Job Vacancy Rate for a quarter is defined as the total number of job vacancies divided by the total demand for manpower at the end of the quarter.

The total demand for manpower is defined as the sum of the number of employees and job vacancies at the end of the quarter. The annual figures are the simple averages of the quarterly figures.

Job Vacancy to Unemployed Ratio is the ratio of the estimates of the total number of job vacancies for the whole economy to the total number of unemployed persons. The job vacancies for the whole economy is estimated based on the assumption that private sector establishments with less than 25 employees have the same vacancy rate as private establishments with 25-49 employees. Estimates on the total number of unemployed persons are obtained from the Labour Force Survey.

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Leveraging On Technology

Gaining insights into the industry can be better achieved with the use of technology. It would allow a coachee to be able to gather information from various sources which would not be available without this platform. In the age of information it is crucial that a job seeker or an individual who is embarking on a career building effort needs to have full access to information to gain a better foothold knowledge wise. Some of the media where this is done are:

1. www.LinkedIn.com

LinkedIn certainly has some impressive statistics:

x LinkedIn operates the world’s largest professional network on the Internet with more than 313 million members in over 200 countries and territories.

x Professionals are signing up to join LinkedIn at a rate of more than two new members per second.

x There are over 39 million students and recent college graduates on LinkedIn. They are LinkedIn’s fastest-growing demographic.

x LinkedIn counts executives from all 2013 Fortune 500 companies as members; its corporate talent solutions are used by 94 of the Fortune 100 companies.

x There are more than 1.5 million unique publishers actively using the LinkedIn Share button on their sites to send content into the LinkedIn platform.

If a job seeker has got specific companies on your target list, they are able to follow them on LinkedIn via their Company pages. That way, they will be able to get insight by the way of hearing about anything new the organization is doing, from a new branch office opening to a new product release. Company news is exactly the kind of insight a job seeker requires and may make the difference between success and failure in a highly competitive market.

2. www.glassdoor.com

In today’s job market, there are plenty of job boards for posting and finding available work. While Glassdoor is still growing, its focus has always been a balance of providing valuable quantity while ensuring quality. Glassdoor is able to offer the following by the way of market insight:

x Give candidates an honest, inside look at companies through user reviews. x Provide a look at job posting, and recruitment manage in one place, at an affordable price. x Assembly of professionals who are able to share information\

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Salary Guide

The following are resources that can be used to gather information about salary requirements and help to bridge expectations on what is expected in terms of competency. These resources are a useful tool to be able to assess what is needed for a job role as well as the market salary that is disbursed for a role.

Salary Information:

x www.jobsbank.gov.sg/ x www.hudson.sg/salary-hub/salary-guide x www.wda.gov.sg/content/wdawebsite/L101.../L704A.../L505-SalaryBenchmark.html x www.payscale.com/research/SG/Country=Singapore/Salary x www.robertwalters.com.sg/salarysurvey.html x www.hays.com.sg/salary-guide/ x www.roberthalf.com.sg/news-insights/salary-guide x www.humanresourcesonline.net/salaries-hr-professionals-singapore/

Job Role:

x www.jobstreet.com.sg/en/job-search/human-resources-hr-jobs/ x www.sg.jobsdb.com/sg/job-list/admin-human-resources/hr-officer-executive/1 x www.jobscentral.com.sg/jobs-human-resources\ x www.stjobs.sg/singapore-jobs/human-resources-jobs x www.robertwalters.com.sg/human-resources/jobs.html x www.jobsearch.monster.com.sg/jobresults/human-resources-jobs.html x www.careers.gov.sg/ x www.randstad.com.sg/jobs

http://www.wda.gov.sg/content/wdawebsite/L101.../L704A.../L505-SalaryBenchmark.html

https://www.robertwalters.com.sg/salarysurvey.html

https://www.hays.com.sg/salary-guide/

http://www.jobstreet.com.sg/en/job-search/human-resources-hr-jobs/

http://www.stjobs.sg/singapore-jobs/human-resources-jobs

https://www.robertwalters.com.sg/human-resources/jobs.html

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Job Transition Skills - R.E.A.L.I.T.Y Career Portfolio

In the market of today it is highly imperative for a job seeker to be able to distinguish and differentiate himself from the competition. This is due to the increasingly completive nature of the market and also the increasing availability of information and hence choices. A career portfolio allows for a job seeker to be able to distinguish himself by articulating his unique selling proposition. It also allows a job seeker the opportunity to be able to gather information from around him to value add further to that proposition and hence sell it better.

A portfolio is hence a platform where a job seekers value proposition is backed up and enunciated by the addition of further documentation and evidence so as to heighten and increase visibility and credibility respectively.

Career Portfolio is a job-hunting tool that jobseekers develop that document gives employers a complete picture of who they are — their experience, education, accomplishments, skill sets — and what you have the potential to become —Career coaches can guide your coachees in their job search through the use their career portfolio as an organizational tool which provides a framework to keep track of importance documents and job search progress.

The R.E.A.L.I.T.Y Career Portfolio is based on the following framework:

R – Resume and Cover Letter

E – Endorsement

A – Accomplishment Statements

L – Leverage

T – Tracking your job search

Y – You – Your Online Professional Brand

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Resume and Cover Letter

Crafting your cover letter

Opening Paragraph The opening paragraph is the most important. Focus on your Unique Selling Proposition – it helps you to stand out. Examples of Opening Paragraph:

“With more than 10 years as a senior sales executive, I have used my experience to come up

with a variety of techniques and strategies to boost sales numbers greatly. This is shown by

my track record in which I have been able to make a huge difference in the previous companies

which I have worked at. I believe I would be an asset to your organization in being able to

boost sales greatly as I bring with me experience, know how, as well as innovation.”

2nd Paragraph Give examples of your past accomplishments, NOT duties and responsibilities. Hiring managers don’t care how much you know, they only care how much you can contribute. Sell Benefits, Not Features! x Expand on the information contained in your resume and highlight your qualifications

by discussing them in terms of the contributions you can make. Do not merely reiterate what is on your resume, but pick several highlights from your background that are particularly relevant to the position.

x If you are applying for a specific position, refer specifically to the job description.

Example: "Based on the job description, it is my understanding that you are looking for a self-motivated employee with a demonstrated proficiency in utilizing social media. I offer you these qualities and skills.…"

Examples of 2nd Paragraph:

“I have increased the size and sales level of my client base in every position I have held, which in turn has increased the revenues and profits of my employers by a total of more than $500,000. This encompassed implementing my sales suite across various platforms. Doing so required a high level of adaptability and the ability to contextualize the tools I offer into different organizations and scenarios. This has given me the confidence that I will be able to put these techniques and strategies to use in any organization that I am part of, leading it to greater heights.”

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3rd Paragraph Relate yourself to the addressed company.

Show knowledge of the company and when possible, give details on how you can provide solutions to meet the needs of the company.

Closing paragraph Be sure to close your letter with a request for action or an indication that you'll be following up. This might include a request for an interview, a statement of your intent to call the employer on a specific date, or the dates you'll be in town for an interview. Finally, always thank the employer for considering your application.

Examples of Closing Paragraph: “Thank you for your time to review my application. I have attached my resume for your consideration. I can be contacted at 9356-2244 or [email protected] at your

convenience. I look forward to meeting with you to discuss this opportunity in greater detail.”

Final Thoughts

The cover letter should have your contact information, designed to look like a business letterhead. Do print an additional copy for filing and follow-up purposes. To create more impact, you may consider using a better quality paper for all your sales literatures (Cover Letter and Resume) and send it out by courier service. There is a higher chance of having your literatures read first and also create the impact you need.

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Name Address

Email Contact No

(Date) (Name) (Title) (Company Name) (Address) Dear Mr/Ms/Mdm (Name), With a consistent track record of success in achieving a broad range of goals throughout my career, I believe I offer the leadership and skill that would benefit (company name). I have enclosed my resume in consideration for management positions within your organization. A summary of the value I can bring to your management team includes: x Over 10 years of experience in leadership roles within complex operations, supervising

diverse teams and managing challenge programs/assignments within Singapore and Asia Pacific locations.

x Advanced individual and team development skills, including training, re-training,

mentoring and evaluating performance. I use a hand-on, supportive approach that leads to improved performance.

x High level of adaptability and flexibility gained through working in highly charged, mission-

critical programs, including humanitarian relief efforts. In particular, the strong relationships I build with team members, upper management, partner organizations and the community often results in win-win situations and a foundation for future success. I am certain that my team-focused, positive attitude and emphasis on quantifiable results would be a welcome addition to your organization. My resume will provide additional details concerning my qualifications and accomplishments and I would welcome the opportunity for an interview to discuss your organization's top priority needs and the performance you can expect from me. I will call your office next week to schedule an appointment. Thank you for your time and consideration. Sincerely, (Name) Enclosure

Cover Letter Sample

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The “Perfect Match” Letter

When responding to an advertised opening, following up after a meeting or interview, or

expressing an interest in pursuing an opportunity arising out of your networking activities, a

particularly strong format for your letter is called a Perfect Match Letter. All three of these

situations are great opportunities to “sell you” by matching YOUR experiences/ strengths/

contributions to THEIR problems/needs/challenges. This format gets its name from the fact

that your letter is divided into two columns with a space down the middle of the page, and

headings across the top, giving the body text an overall appearance of a 2-column “Matching

Exercise.”

The reason this format is so effective is that you are removing the work of having to ‘connect

the dots’ for the recipient, and they can see clearly that you are a match for every criteria

they are looking for.

In the sample given, you will find some good examples of Perfect Match Letters. The way to

create these is to use tabs, tables or columns, and format the letter accordingly.

http://allfaaraa.com/wp-content/uploads/2013/02/puzzle.jpg

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Shawn Goh Blk 22 Clementi Ave 5 #07-77 [email protected]

HP: 9780 7898 28 Aug 2016 Mr David Liew Human Resources Director ABC Organization 190 Pioneer South Road Singapore 918272 Dear Mr Liew, Whether the issue is employee transition, retention, development, or selection – I am a big believer in DEPLOYMENT, and not just EMPLOYMENT. This is a good summary of the guidance that my current clients receive from me at SBC Global Management, and this is the mindset I would like to bring to the position of Accounts Manager in your company. When your posting came to my attention, it became clear how closely my qualifications match your requirements – as you will see below:

Your Ad Specifies I Offer Ability to efficiently utilize accounting, word processing, database management and spreadsheet software programmes;

An experience of 12 years in total utilizing accounting, word processing, database management and spreadsheet software programmes. I also have been certified in all the areas.

Ability to prepare and interpret financial documentation and reports;

I am highly qualified having worked as a financial assistant in OCBC Singapore where I had the task of preparing and interpreting reports and various Financial documents

Report writing, Data Acquisition and Analysis skills;

I have a strong background in churning out financial reports, having done that on a daily basis in my current job.

Ability to develop financial plans and manage resources.

12 years as a corporate insider, writing business plans for many partner institutions. Including work with the prestigious bank of OCBC in Singapore.

Ability to communicate and relate effectively with persons at all levels;

Coaching and one-on-one work comprises most of my current work. I have management and supervisory experience in both sales and training roles as a team leader and program manager. I have had as many as 22 people reporting in to me.

Perfect Match Letter Sample 1

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Your Ad Specifies I Offer Comfort with multi-tasking to meet customer/ client needs is required. Must be an effective communicator. Customer service orientation is required.

I have been a consultant for many years, meeting my clients’ needs, communicating effectively, and maintaining a customer-first mindset.

I am very interested in talking to you about your needs for this position. I am confident that I would be able to make significant contributions to your organization in this role, and I hope I will have the opportunity to prove this to you. I plan to follow-up by calling your office within the week. Thank you very much for your interest and consideration. Sincerely, Shawn Goh Enclosures / Attachments

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Marie Ang Blk 252A Jurong East Street 24 #02-45

[email protected] HP: 9785 7336

28 Aug 2012 Mr Dennis Goh Human Resources Director ABC Organization 190 Pioneer South Road Singapore 918272 Dear Mr Goh, I read with vigor the requirements of the position of Business Development Manager at your good organization. I was happy to learn more about the valuable services it offers its members, delivered by skilled, professional staff. Your candor about the challenges needed to address to fulfill its mission helped me better understand the critical requirements for success in the role. I am very interested in this leadership opportunity and, as a result, find the position even more attractive. With my understanding of the position’s requirements, I am confident that my proven experience and capabilities would enable me to make outstanding contributions in the following areas:

Your requirements My Contributions Revenue growth/business development: Attract new members, expand product /service offerings, and build key client relationships.

x Established independent HR consulting practice with multiple service offerings and profitable revenue stream.

x Developed new business, building revenues, from zero to $3.03 million in 3 years.

x Exceeded revenue goals by 24% in 2000. x Surpassed 2007 targets by 36% in 1997

and 22%. x Increased revenues by 24% in 2008. x Established new projects and

strengthened long term relationships with clients and partners

Perfect Match Letter Sample 2

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Your requirements My Contributions Leadership and people management: Coaching, mentoring, motivating, and leading by example. Performance management experience.

x Recruited, hired, and directed an enthusiastic, motivated team that achieved average customer ratings of 4.7 (on a scale of 1 to 5).

x Coached many managers and executives to enhance their leadership skills and value.

x Mentored high potential people by providing advice, instruction, observation and feedback.

x Established employee performance goals, measurements and rewards designed to collectively achieve organizational goals and encourage teamwork and team leadership.

Business and financial management: Develop and control budgets. Manage service lines to maximize profitability.

x Achieved profitability in independent consulting practice in eight months.

x Produced profit margins of 12% in 2006 and 28% in 2007 (more than double target).

x Reduced salary costs by 25% by creating and implementing a new staffing model.

x Analyzed volume and demand (including impact of pricing and marketing) and cost structures for service lines to design plans to maximize revenue growth and profitability.

While you indicated that strategic marketing knowledge is a less essential requirement, I believe it will help establish credibility with both members and staff, and allow the new Business Development Manager to “hit the ground running.” As you know, I possess expertise in many key disciplines of marketing, and a breadth of knowledge in all related areas. For all of the above reasons, I would be an excellent fit for this position and an invaluable asset to the organization. Thank you for giving me a more complete picture of your organization and the opportunity. I look forward to meeting with you and members of the Board soon. Sincerely, Marie Ang Enclosures / Attachments

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Resume

Purpose of a Professional Resume

Your resume is an introduction to a potential employer. More often than not, employers will initially scan your resume and make an assessment very rapidly, often in 1 to 2 minutes. Your resume should create an interest in meeting you to learn more about your skills and experiences. The goal of your resume is to move along to the interview phase.

Developing your Resume’s Building Blocks

Regardless of format, every resume will be composed of some standard sections. Below is a quick guide to the main elements that should be included in every resume.

Contact Information

You would always include your full name, address, phone numbers (home and cell), and e-mail address. If you have your own web site, include the link here too. All this information is placed at the top of page 1 of your resume, in the “header.”

Career Summary

You would provide brief statements of your career summary, who you are and what skills and expertise you have to contribute to an organization. This will target and focus the reader on where you might fit into the big picture of their organization. Targeted and specific is better than general and vague. The content of your Profile must be oriented toward the benefits and contributions you offer as a professional.

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Core Competencies

You would list out a collation of your core competencies in the job that you are applying for. The reason for this segment is to allow the reader to clearly see your career strengths in relation to what they’re looking for. Your intention for this segment is to capture the attention of the employers and recruiters.

Career Accomplishments

This section addresses career accomplishments. Often these experiences demonstrate transferrable skills that employers desire.

Professional Experience – You would state your past jobs, roles and responsibilities, and accomplishments. The information you present here, and how you present it, may decide the fate of your candidacy within about 10 seconds of scanning time! Use good journalism habits and put the most important or impressive facts first within each job. Make your professional experience section easily “scannable” by using bold headings and bullet points. Be specific and results-focused. (Adopt A.A.A.P approach in writing the bullet points.)

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Education –

List the schools, academic degrees, and years in which you earned them. Include degree, major, and any honours or special achievements. Use this section to list: ¾ Qualification ¾ Major/Honors/Awards (optional), i.e. academic scholarships, ¾ GPA (optional) ¾ Professional certificates and licenses (i.e. Real Estate License, CFA, Six Sigma Certifica

tion, Pursuing 150 hour credits towards sitting for CPA exam)

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John Sim 188 Eighty Eight Street #08-888 Singapore 181818

[email protected] Mobile: 65-81818181

SENIOR SALES EXECUTIVE Hard-wired to proactively lead and perform at the highest levels

President's Award Winning Sales Executive with the big picture vision, leadership and tenacity to successfully penetrate new markets, capture market share and accelerate top and bottom-line revenue growth. Recognized for ability to build, guide and sustain successful sales team. Time and again, present proven accomplishments in goal-oriented sales management through expertise in business development and strategic planning capabilities. Excellent presentation, negotiation, closing and follow through skills with a strong ability to build an industry presence. Available for travel and relocation.

CORE COMPETENCIES

x Revenue, Profit, Market Share Growth

x Budgeting, Planning, Forecasting

x Staff Leadership & Performance Enhancement

x Strategic Account Acquisition & Management

x Team Building, Coaching, Mentoring

x Executive Negotiations & Presentations

x Innovative Sales & Marketing Initiatives

x New Business Development x Competitive Analysis & Product Positioning

CAREER ACCOMPLISHMENTS

BIO TECHNOLOGY LABS PTE. LTD. In 2005, was appointed as Six Sigma Trainer, Owner and Champion, resulting in first year savings of SIN 1.6 million for Billing DSO and SIN 1.7 million for Accountability Profitability. Awarded the "Six Sigma Impact" for Integration Sales plan and execution. PHARMA CARE PTE. LTD. Achieved #1 in the Singapore & East Singapore in 2000, 2001, 2002 for new sales productivity. Set a record of SIN 7.9 million over budget in 2001.

PROFESSIONAL EXPERIENCE BEACON TIRE RECYCLING PTE. LTD., Singapore 2009 - Present President x Started up this entrepreneurial company . Focused on providing mechanical contracting services

to the environmental industry. Secured SIN 2 million in start-up capital. x Led team of 40 employees at multiple ports and shipping yards across Singapore and Malaysia. x Accelerated revenue growth from zero to SIN 1 million in 2 years. x Landed key contract with Ministry of Environment, Singapore, strengthening company's viability

as acquisition candidate; successfully negotiated profitable sales of company.

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BIO TECHNOLOGY LABS PTE. LTD., Ho Chi Min 2006 - 2009 Director of Business Development x Directed all Business Development activities for Clinical and Anatomical Testing across Vietnam

and Indochina countries. Served as point of coordination and closing for non-traditional business relationships encompassing Hospital Delivery Systems, Physician Networks and Independent Laboratories.

x Delivered USD 7.8 million in new business in 2 years. x Increased Indochina market growth by 19%. BIO TECHNOLOGY LABS PTE. LTD., Singapore 2003 - 2006 Director of Sales x Led Bio Technology Labs Group's largest business unit comprised of 5 District Business Manager,

2 Strategic Account Executives, 2 Genomics and Esoteric Testing Specialists, 7 Billing Information Specialists, realizing SIN 399 million in annual sales revenue.

x Achieved all price and volume growth objectives; exceeded sales budgets and forecasts for three consecutive years.

x Worked closely with the Managing Director, achieving OM in excess of 20% each year.

EARLY CAREER PROGRESSION: Senior District Sales Manager (1999-2003), District Sales Manager (1997 - 1999)

EDUCATION AND CREDENTIALS

Bachelor of Business Administration, Marketing · National Technology University of Singapore Diploma in Business Administration · Singapore Polytechnic

Professional References available upon Request

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Impactful Words for Cover Letter, Resume and Interview

Communication: The skilful expression, transmission and interpretation of knowledge and

ideas.

1. Speaking Effectively 2. Writing Concisely 3. Listening Attentively 4. Expressing Ideas 5. Facilitating Group Discussion 6. Providing Appropriate Feedback 7. Negotiating 8. Perceiving Nonverbal Messages 9. Persuading 10. Reporting Information 11. Describing Feelings 12. Interviewing 13. Editing

Research and Planning: The search for specific knowledge and the ability to conceptualise

future needs and solutions for meeting those needs.

1. Forecasting 2. Predicting 3. Creating Ideas 4. Identifying Problems 5. Imagining Alternatives 6. Identifying Resources 7. Gathering Information 8. Solving Problems 9. Goal(s) Setting 10. Extracting Important Information 11. Defining Needs 12. Analysing 13. Developing Evaluation Strategies

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Human Relations: The use of interpersonal skills for resolving conflict, relating to and helping

people.

1. Developing Rapport 2. Being Sensitive 3. Listening 4. Conveying Feelings 5. Providing Support for Others 6. Motivating 7. Sharing Credit 8. Counselling 9. Cooperating 10. Delegating With Respect 11. Perceiving Feelings, Situations

Organisation, Management and Leadership: The ability to supervise, direct and guide

individuals and groups in the completion of tasks and fulfilment of goals.

1. Initiating New Ideas 2. Handling Details 3. Coordinating Tasks 4. Managing Groups 5. Delegating Responsibilities 6. Teaching / Coaching / Counselling 7. Promoting Change 8. Selling Ideas or Products 9. Decision Making With Others 10. Managing Conflicts

http://www.google.com/url?sa=i&source=images&cd=&cad=rja&docid=fs-nBHZuUdb_cM&tbnid=mZrxxeMiwsxIsM:&ved=0CAgQjRwwAA&url=http://www.leadership-toolbox.com/&ei=H7bHUfeUB4TkrAff9YHwCQ&psig=AFQjCNHO_LyjHtnyX9Wac86-LaP2OCFbcQ&ust=1372129183219257

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Work Survival: The day-to-day skills that assist in promoting effective production and work

satisfaction.

1. Implementing / Making Decisions 2. Cooperating 3. Enforcing Policies 4. Being Punctual / Managing Time 5. Attending to Details 6. Meeting Goals 7. Accepting Responsibilities 8. Setting and Meeting Deadlines 9. Organising

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Accomplishment Stories

Accomplishment stories are used to give tangible evidence of any values or strengths that a jobseeker might possess. Accomplishment Definitions: Each accomplishment you use should satisfy at least 2-3 of the following criteria:

1. A work-related task or event about which you feel proud 2. A situation where you went “above and beyond” the job’s responsibilities 3. An example of taking personal initiative 4. A time when you may have received special recognition or praise

Select 5 or 6 work-related examples from any time in your career, and answer the following questions to complete the “stories.” Each of your answers should constitute its own paragraph on the page (so each full story will be written in 5 separate paragraphs). The stories should be written on separate pages (one story per sheet), following the 5-step structure shown below. Give a short title to each story, and type it at the top of each respective page.

1. What was the problem, need or challenge? 2. What did you do about it? (Not the team or department – YOU). 3. How did you do it, specifically? 4. What positive, tangible results did you produce? (Quantify if possible) 5. What skills did you demonstrate?* (List 3-4 skill words for each story).

* Skill words include the following. Use only the words below; selecting 3 to 4 maximum per story, to answer Question 5 above. Management, Observation, Communication, Leadership, Presentation, Persuasion, Analysis, Innovation, Team-Building, Problem-Solving, Follow-Through, Organization.

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Accomplishment Stories A Checklist to Help Jog Your Memory about Your Accomplishments Was there ever a time when you ..........

1. Managed teams, departments or projects?

2. Saved money for your department or company?

3. Achieved greater results with limited/fewer resources?

4. Received special recognition, awards, or letters of commendation?

5. Implemented new systems, processes or procedures?

6. Opened new client accounts or expanded an existing one?

7. Increased your company’s productivity or profitability?

8. Solved an unusually challenging business problem?

9. Increased sales revenue?

10. Been promoted or given more responsibility?

11. Achieved something that had never been done before at your company?

12. Designed or developed something unique?

13. Written papers or reports, or conducted presentations?

14. Trained or mentored employees?

15. Increased efficiency or speed?

16. Recognized challenges before they became real problems?

17. Improved safety standards?

18. Brought-in projects under budget and before deadline?

19. Exceeded expectations of the boss?

20. Organized and carried-out new initiatives?

NOTE: Use strong action verbs at the beginning of every sentence! Avoid passive sounding phrases, such as “responsible for.”

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Accomplishment Stories Accomplishment Story Example #1 Title: New Engineering Building 1. What was the problem, need or challenge? Our best client, Michigan State University, needed to have a School of Engineering building designed and built in 16 months. No project in the history of the University ever made the original completion date and 16 months is a nearly impossible requirement. 2. What did you do about it? I became a day-to-day manager of the project although I had an executive level position and was responsible for six other projects. Since we were a subsidiary of the architectural firm, I was able to design/build the project and procure the subcontracts using a fast-track scenario. 3. How did you do it, specifically? The design of the building was done in two phases instead of three and all value engineering required to reach the targeted budget was done simultaneously. I divided the contracts into 5 prime contracts instead of one general contractor, which allowed us to buy the project and begin construction in phases. It was a public bid project so we had to secure at least three bids, and open them in a public forum. I did not have the luxury of negotiating a contract, so the drawings and specifications had to be near perfect. I also requested the most experienced and client friendly field manager we had on staff to work the day-to-day issues. 4. What positive, tangible results did you produce? Not only did we reach the goal of a 16-month duration two weeks early, but we also saved the client $250k from the original budget. I organized and retained a cohesive, workable, team of contractors and design professionals who produced the desired outcome. I managed the budget very closely, limiting extra costs and maintaining the profit of the team members. 5. What skills did you demonstrate? Team-building, innovation, management, problem-solving.

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Accomplishment Story Example #2 Title: Managing Market Communications and Public Relations and Saving $250K 1. What was the problem or need? In 2005, Boyd Contract Services needed a strong, updated marketing communications and public relations program. Many collateral pieces were terribly out-of-date, and there was no real organized PR effort. The quarterly customer newsletter was consistently late and had no consistent editorial slant or storyboard. The division truly needed an agency that would be attentive to its needs and would partner with it, at a reasonable cost. 2. What did you do about it? I was asked to manage the marketing communications/PR function, in addition to my other responsibilities (forecasting, strategic planning, market research). I agreed to do this with the understanding that I would have the authority to make decisions and recommendations. 3. How did you do it, specifically? I contacted several local Boston-area agencies, especially looking at those who had experience with industrial companies such as ours. I also contacted the company's in-house "Creative Services" department and asked them to put together a proposal. I canvassed our Regional Sales Managers and Marketing Managers to understand what their marketing communications needs and priorities were. I found that in several instances, frustration with the poor service from the NY agency had led some regional offices and managers to use regional agencies or local artists and freelancers — another example of how the division as a whole was not spending its PR money efficiently. Finally, following my interviews with the agencies, I presented to the VP of Sales & Marketing my recommendation: go with the in-house company agency. 4. What positive, tangible results did you produce? The quality of the newsletter improved tremendously, and we also began to get regular press coverage, due to the communications plan Creative Services put together for us. However, the most spectacular "outcome" of moving these communications activities "in-house" was the saving of a quarter million dollars ($250K) in the first year alone! 5. What skills did you demonstrate? Leadership, analysis, persuasion, follow-through.

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Accomplishment Story Example #3 Title: Overcoming Cultural Differences to Foster Better Communication between Departments 1. What was the problem, need or challenge? Traditionally, the marketing and product planning functions at Dihatz Corp. had operated in separate silos. This lack of communication and integration has led to misunderstanding and distrust between the two functions and resulted in less efficient and effective planning and strategies on the part of both groups. 2. What did you do about it? After much initial resistance, I managed to bring the two groups together in the early stages of the strategic planning process. The first meetings were difficult, with both groups becoming frustrated with the others’ perspective and means of communication. Subsequent meetings and strategy sessions became easier as the groups adapted to one another’s style and learned to convey their thoughts and ideas in a manner that was explicit, but inoffensive. They are now communicating and working with one another from the outset of planning, with marketing functioning as the voice of the consumer and the US market experts developing the specific vehicle features given the market criteria and production constraints. 3. How did you do it, specifically? I initiated projects where the two groups were compelled to work with one another. One was a project car and the other was a consumer research clinic. In each situation, I managed the groups so that all voices were heard; issues were clearly stated and understood, and different positions were aired and respected. In addition, I successfully lobbied for the creation of a full-time position in the marketing department for Marketing Strategist. This position, which I currently hold, functions as the chief liaison between marketing and product planning. 4. What positive, tangible results did you produce? The level of frustration and misunderstanding has been cut down tremendously. The two groups have gained a greater respect for skills and abilities of the other. The tangible results of this improved communication and interaction should be seen at the launch of the next generation Model 3000 and Model 4000. I expect to see the model mix, product features, vehicle colors, etc. more in line with consumer and market needs than ever before. 5. What skills did you demonstrate? Follow-through, team-building, communication, persuasion.

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My Accomplishment Story Title: 1. What was the problem, need or challenge? 2. What did you do about it? 3. How did you do it, specifically? 4. What positive, tangible results did you produce? 5. What skills did you demonstrate?

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Endorsement

Getting a testimonial from a previous employer or supervisor is crucial to be able to build a coachee endorsement segment in his/her portfolio. This would allow a coachee to further add credibility to his portfolio and substantiate all other components of the portfolio

A glowing reference letter usually acts as an endorsement of the candidate. Letters provided by people who personally worked with you should provide the best insight. The reference letter helps convince your potential employer that you left under good terms and were an important contributor at the previous company. To make the letter more convincing, it usually includes the title and a brief background about the writer. This information helps further explain that the reference giver was in a position to determine how well you fit in with the company.

Qualifications

The applicant’s professional qualifications are usually mentioned in the body of a reference letter. Share information about the new position with the writer, so they know what traits and skills to mention that relate directly to the position. The best reference letters use specific examples to explain your achievements and accomplishments. The body of the letter also includes the number of years you worked at the previous company along with your credentials and awards. You should offer to provide the letter writer with your biographical data, employment history and job responsibilities to make it easier for the writer to recall details and draft the letter.

Personal Qualities

A reference letter often explains the personal qualities you possess that make you ideal for the new position. A solid reference letter should point out instances of your ability to communicate both verbally and written. It may also mention intelligence, flexibility, willingness to accept responsibility and how you showed initiative on the job. Providing one or two examples that help explain these qualities makes the reference letter more meaningful.

Perception

You may want to use a reference letter to find out how a former employer perceives your past work. If the reference letter is less than favorable, you may not want to include it with your application since it could hinder your chances of securing the job. If the letter is favorable and you decide to use it, it becomes a time-saver since your future employer does not need to spend time contacting and interviewing the person who provided the written reference.

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Take Action!

x Make a list of colleagues, clients, co-workers, etc. who have seen you in action. Think of anyone who has benefited from your guidance or expertise. (Stay away from people with your same last night - Mom’s glowing praise does not carry a lot of weight!)

x What tangible results do you think they could attest to? What successful end result or smooth process happened as a result of your help?

x Reach out to those people and request an endorsement or testimonial. If they are not sure what to say, tell them what type of clients you are interested in attracting.

x If you want a specific skill mentioned, guide them in that direction. The best endorsements are those that are benefits oriented: They reveal the results the person achieved after using your product or service. You may even suggest that your customer explain (briefly) what her problem was before you and she worked together, and how you came to a solution.

x Better yet, offer to create a couple of sample endorsements for them to approve.

Key Tip: Make sure all of your endorsements include your full name and/or the name of your company. If you just started your company, use your full name.

Notes

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Leverage

Leverage here refers to any influence or power used to enhance your possibility of getting that desire job. It could be a contact that you have, or a unique skill that differentiate yourself to what your competitors can offer. Your leverage should be relevant to the job that you are applying for.

This will help in knowing your own value and will give your job application that competitive edge.

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Interview

Types of Interviews

1. Informational: No specific job under discussion. Purpose is learning about industry, company, people, skills required, cultural fit, and perhaps generating additional avenues of research or more people to contact.

2. Screening: This is the first serious step in the interviewing process. Consider

this a “live ammo exercise”. It may be perceived as the first step to narrow the field of people who are being considered for employment. Screening may be done by an outside recruiter or in-house human resource person. It is usually done over the phone.

3. Hiring Manager: An in-depth look at an applicant to confirm desired

requirements and/or technical abilities, motivation, and overall personal and cultural “fit” with the organization. Typically 60 to 90 minutes in length, conducted by the individual for whom you would be working.

4. Approval: A series of sequential interviews, sometimes formal and sometimes

informal (such as over lunch), conducted by team members, peers, or colleagues in departments with whom you, as the applicant, would interact. Getting to this stage assumes that the hiring manager liked you, and “passed you along” for the team’s approval. If everyone on the team gives you the “thumbs up,” you’ll have a good chance of getting an offer.

5. Group: A more formal and structured

interview conducted by a panel of 3-5 peers and the hiring manager (at the same time) to narrow the field of applicants. Sometimes, this involves behavioural interview methods, hands-on tasks, or an assignment to work on a real-time problem the group is facing. A conference call or video-phone format may be used in long-distance situations.

6. Offer: Hiring manager or human resource person formally offers the job to the top candidate. Their focus is now to provide you, their top candidate, with information you need to make a decision and to enter into a win-win negotiation process. This will result in the best possible deal for both YOU and the company you just hired as your NEW EMPLOYER!

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Common Strategies for all Interviews

Interviewing can be best described as 2-way story telling. You need to provide the interviewer with accurate, relevant, and value-centred stories about your job performance. They need to tell you the story of their company, the position in question, and specifically how they want you to fit into this picture – so you can evaluate your own interest in the job! Think about the basics of a good story. A good story has:

1. A beginning– in the case of an interview, this can be small talk, setting the tone, establishing rapport, and providing a personal connection between you and the interviewer. The key here is to be your best self – don’t force anything.

2. A body or middle– this is the “meat and potatoes” of the one-on-one

information exchange. All your preparation, accomplishment stories, personal strengths, abilities, and value statements can be used here to make a compelling case.

3. A strong ending or finish – the closing makes sure the interviewer has a firm

grasp on where you fit into his or her company’s landscape, exactly how you can add value to the position in question, and how you’re superior to the other candidates. This part of the “story” ensures that the interviewer is left with a good impression of you, your track record, and your proven ability to help them succeed.

Acing the Interview No matter which kind of interview you face with, there is one and only one key:

PREPARATION One thing I have noticed over the years in conducting employability training is that participants often get “trapped” in certain interview questions that are designed to make them say something negative or self-defeating (which generally leads to rejection). Indeed, job-seekers are not even aware of how negative many of their answers sound at interviews! So, here is our biggest piece of advice: “Never say anything negative, or anything that could possibly be construed as negative!” Candidates can avoid being disqualified by stating all their answers in positive (or, at least, neutral) terms. The following are some of the most commonly-asked interview questions, along with suggested approaches for answers. It is important that you PREPARE and PRACTICE these responses (YES – OUT LOUD) until you are able to handle all the questions effectively and naturally, using your own words and personality.

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Examples of a Behavioural Question

Behavioural questions can be difficult if you are not prepared. Always be conscious of what

the recruiter is trying to find out about you by asking you a particular question.

Here are some examples:

1. Describe a situation in which you were able to use persuasion to successfully convince

someone to see things your way.

2. Tell us about when you had to think on your feet to free yourself from a tricky situation.

3. Give me an example of a time when you used good judgment and logic to solve a crisis

4. By providing examples, convince me that you can adapt to a wide variety of people,

situations and environments.

5. Describe a time on any job that you held in which you were faced with problems or

stresses that tested your coping skills.

6. Give me an example of a time in which you had to be fairly quick in coming to a decision.

7. Tell me about a time in which you had to use your written communications skills in order

to get an important point across.

8. Tell us about an occasion in which you conformed to a policy with which you didn’t agree.

9. Give me an example of an important goal that you had set in the past and tell me about

your success in reaching it.

10. Tell me about a time when you had to go above and beyond the call of duty in order to

get a job done.

11. Give me an example of a time when you were able to successfully communicate with

another person even when he or she may not have personally liked you (or vice versa).

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Understanding Your Strengths & Weakness The question, 'what are your strengths / weaknesses' will come up in all interviews. An answer to this question will give the interviewer the sureness of your aptness to a job. Keep in mind what the interviewer is looking for and what qualities would the job require of you. In your answer, you need to identify those exact strengths that best compliment the job for which you are appearing. You need to prepare well before the interview and be aware of what are the company goals overall and what the proposed job entails specifically. Strengths are classified in 3 main categories which you may have identified in your Career Blueprint on Day 1:

12. Technical skills: This include your education, and any knowledge-based skills that you have acquired, such as computer skills, other languages known, additional and special training undertaken, and technical qualifications)

13. Soft skills: These include those traits you’ve acquire from your past experience in different jobs, such as people management skills, conflict managing skills, analytical skills, planning and organizational skills)

14. Personal skills: These are your in-built characteristics, talent and skills, such as

friendliness, dependability, good team worker and deadline oriented)

Each job would need a good mix of the aforementioned strengths, and based on your research on the company and job, as well as your actual strengths, you should give the closest package possible. To add to the impact, you should be ready to back your answer with specific examples (via the S.T.A.R. model) In the question, “what are your strengths and weaknesses” the second part is about weaknesses. This is one of the more difficult questions you will face as no one really wants to own up on their weak points. However, weaknesses too can be strengths if highlighted correctly. The key to the best answer here is to stay fixed on the positive aspect, while minimizing the trait. For example, you could say 'I am sometimes too much concerned with details but I have learnt that delegation solves this aspect and I am using it often'. Your weakness should appear as a problem which is almost solved, and not as a critical and hopeless trait that cannot be helped. In order to answer well to the “strengths and weaknesses” question, you would need to practice well before the interview so that you will come across as a person who is aware of his/her plus and minus points and their application in the proposed job. At the same time the answer should not come out as too rehearsed. This is why you should be ready to back up both your strengths and weaknesses statements with real-life specific examples.

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Questions to ask during an interview

Usually you will be given the opportunity to ask questions at the end of your interview. You should at least have a few questions prepared or, if you are unsure of information given during the job interview, now would be the best time to ask. If you do not ask, or choose not to ask questions, the interviewer may think you are not as enthusiastic as other candidates, and in certain cases, would not consider you for the job position. By asking plenty of questions, you also take the opportunity to show your awareness of the current industry situation, and that you are interested in a long career. When you ask questions you will start forming a relationship with your employer. It will also increase interactivity and make you look interested in the company and job you are applying for. Do not, however, ask more questions than you were asked. Do you know what questions you can ask at an interview? It depends on the position you are applying for, and your relationship with the interviewer and the organization. Below are some common questions:

15. Can you tell me more about the structure of the organisation?

16. What kind of management style does your company promote?

17. What are the skills that you consider important for this job?

18. Do you reimburse travel expenses?

19. Do you have a complete job description for this post?

20. What kind of software do you use?

21. How will my performance be measured?

22. Do you have an induction course/notebook?

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Follow-Up Steps After the Interview

A lot of my participants often express frustration after they’ve completed their interviews for a position they want. The common complaints include, “Why doesn’t the company call me back?” or “I feel like I have no power; all I can do is wait for an answer,” or “Can’t I do anything to make the employer say YES?” After assisting many of my participants through their interviews, here is what I can say: There is no “secret trick” or “magic bullet” that will get the employer to offer you the job! In fact, you’re probably already doing most of the right things in this process. You will be happy to know that there are some strategies you can use to INFLUENCE the employer’s decision. Changing many of your small actions and approaches can make a big difference in the outcome of your interviews. 10 suggestions for navigating through the interview process and following-up: 10. Set the stage for effective follow-up. The first strategy is to have a structured follow-

up system in the first place (which most candidates do NOT). You should have a plan in place BEFORE you even get to the interview! This way, you’ll be able to “put the wheels in motion” immediately, and you won’t have to think about it! This step alone will relieve the pressure and decrease your anxiety. Plus, you’ll feel prepared, pro-active and in control. Developing your follow-up strategy BEFORE the interview will even enhance your behavior DURING the interview.

11. Act more like a consultant than an applicant. When you’re at the interview, don’t spend all your time trying to “sell” yourself. Focus instead on asking intelligent, probing questions about the employer’s business needs, problems and concerns (like a good consultant would). These questions should be based on the preparation and study you’ve done beforehand. Write-down the interviewer’s answers, which will become the foundation for your follow-up steps. Whenever possible, give specific examples (Accomplishment Stories) from your work history that are directly relevant to the interviewer’s stated challenges.

12. Don’t rush toward an offer. Offers for professional-level job offers are almost NEVER made at the first interview. So, don’t rush the process! The purpose of your initial interview is not to get an offer, but to get invited back for a second meeting – most likely with a higher-level individual at the company. Use every interview to ask more questions and uncover the employer’s primary needs and problems. The more of these challenges you uncover, the better prepared you will be to submit your “work proposal” at the appropriate time.

13. Confirm next steps. At the end of each meeting, be sure to plan and confirm next steps. Remember, an interview (or ANY meeting, for that matter) is only as good as the follow-up actions that it generates. Don’t settle for “We’ll let you know” or

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similar comments that place you in a passive position. Assume a more active role, and get a commitment from the employer for “what comes next!”

14. Follow-up promptly and compellingly. Now that your interview is over, be sure to send your thank-you letters as soon as possible. These should be personalized to each individual (not generic), and must include specific references to each person with whom you met (something they said or contributed). Be sure your correspondence is as professional and clear as it can be, whether via e-mail or “snail mail.” If you promised to send the employer additional documents or information, do so promptly.

15. Use every follow-up contact as a chance to build your value. After the interview, carefully review your notes, which highlight the company’s most pressing needs, problems and challenges. Identify specific areas where you have successfully addressed similar issues in your career. In your thank-you letter, include brief synopses of these accomplishments, tying them directly to the company’s stated challenges (usually in a side-by-side chart format). You can even support your “claims” by sending the employer actual samples of your work. Most companies want employees who are true problem-solvers, so this will prove that “you have what it takes” and that you can bring your special value to this organization.

16. Be punctual and persistent. It shouldn’t even be necessary to mention this “strategy,” but some candidates sabotage their chances for the offer by arriving late to the interview, or by “dropping the ball” in the middle of the process. So, always call when you say you’re going to call and do what you say you’re going to do! Be meticulous in your business etiquette, which includes consistent, regular follow-ups by phone and e-mail. Be persistent in expressing your sincere interest in the opportunity, but don’t be a pest.

17. Leverage outside resources. If you have contacts and connections with anyone who might influence the hiring decision, or who actually knows the interviewer, ask them to “put in a good word for you.” But do this advisedly – this can be a sensitive or highly-political matter at times. At the very least, send the employer some letters of recommendation, written by respected professionals in your business community.

18. Accept rejection gracefully. Assuming you’ve done everything you can reasonably do to win the offer, you must accept whatever decision the employer makes. If you get the message (directly or indirectly) that the company is not interested in you, or if they actually reject you, then all you can do is move on. You can’t “force” the interviewer to make you an offer, no matter how “perfect” you may have thought the job was for you.

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19. Turn defeat into victory. After being rejected, the first thing you should do (ironically) is to send a thank-you letter. You can really distinguish yourself from the other rejected candidates if you send this sort of polite, professional letter “after the fact.” Express your sincere appreciation, and wish the new employee every success. State that you would be happy to be considered for the position again, should the selected candidate not work-out for any reason. (You’d be surprised how many times the “new hire” does NOT work-out). When the employer needs to find a quick replacement, there will be a high likelihood that YOU will be at the top of their list. In some cases, the employer may even be so impressed with your grace and professionalism, that they will offer you a different position at the company as soon as a vacancy occurs! If you genuinely liked the company, stay in touch with them over the long-term. Other opportunities will open-up, so make it easy for the employer to contact and eventually hire you.

20. By employing these follow-up strategies after the interview, you’ll improve your chances of getting more offers, and you will also feel more empowered and effective throughout the hiring process!

https://www.google.com.sg/url?sa=i&rct=j&q=&esrc=s&source=imgres&cd=&cad=rja&uact=8&ved=0ahUKEwiWioWGvvrOAhVML48KHdclBv0QjRwIBw&url=http://www.vapartners.ca/top-follow-up-b2b-sales-tactics/&psig=AFQjCNHstZ6ENOW5XwWI_yFkIv-EjXjWMw&ust=1473242477394068

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Tracking your job search

Job search is very rarely a quick fire short process. Rather it is a voyage of careful planning and meticulous preparation. The average job seeker may look at job search as a long and open ended process and may be unable to make head or tail from what is required and the steps that is needed to be taken.

The first important step to job search planning is to get into the right mindset. Tell yourself that whilst you can have a lucky break, you are more likely to get results by being patient, determined and focused.

In the same way that you write a list before going to the supermarket, Job search planning notes down some of the key things you want to get out of your job search before you embark upon it. The key elements of successful planning and tracking are:

x Setting goals - The end goal of your job search will be to get a job, but your goal should be more detailed than that. Detail the job, the company, the location, the salary, the working hours or anything else that might be important to you.

x Determining deliverables - You'll only get one job at the end of your search, but along the way there are certain measures you can make to check things are going to plan. Number of applications made, number of responses, number of interviews attended, meetings with recruitment agencies and networking events attended, are just a few things you can track.

x Setting schedules - It's impossible to know exactly how long your job search is going to take, but you certainly don't want it to last forever. Set a few milestones, such as having your CV completed within one week, having contacted ten recruitment agents within two weeks and having been to five job interviews within a month.

x Gathering resources - You're not going to need many resources to conduct a job search, but you will need some. Regular access to the internet to check responses to applications is one.

x Acting quickly - If you see a vacancy you want, don't sit twiddling your thumbs, get your application over to them. Obviously don't skip the important step of tailoring and your CV.

x Adjusting often - If your job search isn't going to plan, don't just keep knocking on the same old doors. Be prepared to switch strategies and try different avenues towards employment.

The job search tracking framework allows for all of the above to be accomplished with the added impetus of direction and follow up.

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Identify the following:-

Your Specialised Profession : (e.g. Accountant)

Broader Area of Profession: (e.g. Finance)

Your Industry: (e.g. Manufacturing)

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Job Portal

Niche Job Portal

Job Portal Web Address Specialised No of jobs applied

Popular Job Portal

Job Portal Web Address Follow Up

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Online Job Portal

Part-time jobs - www.SingaporePartTimeJobs.com ¾ Specialized on Part Time Jobs

Government related jobs - www.Careers.gov.sg ¾ Able to search for jobs by category, jobs by organisation and jobs by qualification.

Finance Jobs - www.eFinancialCareers.sg ¾ Focused on Finance Jobs with additional great Tips

Job Portal for the whole SEA region - www.Singapore.Recruit.net ¾ Jobs in Singapore from or in Australia, Canada, China, Hong Kong, India, Japan,

Malaysia ,New Zealand, UK, USA Vietnam and the Philippines. Executive Job Portal – www.headhunt.com.sg ¾ Job Portal focused on executive level job

Popular Job Portal

- www.Monster.com.sg ¾ One of the largest and most used Job portals globally

- www.Jobs.St701.com ¾ Good amount of Singapore Jobs available here

- www.JobsCentral.com.sg - www.JobsDB.com.sg ¾ One of the biggest archives of Job openings in Singapore

- sg.JobStreet.com ¾ One of the most visited and longest established Job Portals in Singapore

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Recruitment Agencies

Company Contact Details Specialised In Follow Up

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Sample Letter to Recruitment agencies From: John Sim To: Adecco Singapore Subject: Human Resources VP with Fashion Industry Experience – currently with XYZ Company. Dear Mandy, Suan Lian mentioned that you frequently recruit HR executives within the fashion industry and suggested that you and I should meet. Even if you are not currently looking for a candidate like me, I have a great network and would be very happy to act as a resource for any other searches. As Senior Director for HR with XYZ Company., I led a team of 10 HR professionals located across the country and served an employee population of 1,800. My annual budget was $3M and I reported to the COO. As you may know, XYZ has gone through some major changes recently and will be pulling out of Singapore. Therefore, I am now exploring options for the next step in my career. I am open to positions at the Sr. Manager, Director or VP level. I would prefer to stay within the fashion industry and would be open to relocation. If you have any time, I’d love to meet up for coffee or a brief phone conversation to see whether I might be a fit for any current or future searches, as well as to offer my assistance with any other fashion industry assignments. You can reach me at 9335-5555 or by email at [email protected] Yours sincerely, John Sim PS: If you need to know more about my background before we meet, feel free to call me any time. You’ll also find information of me on my blog at johnsimcv.blogspot.com

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Your Personalised Letter to Recruitment agencies

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List of Reputable Recruitment Agencies / Headhunters

SG Recruiters Group :This is the consultancy that helps the job seekers in getting their jobs by providing information about the latest jobs in the Singapore companies.

- IMM Building #05-31 2 Jurong East Street 21 Singapore 609601. -

Achieve Group:This consultancy deals with Permanent Placement, Contract Staffing, Temporary Staffing, Foreign Worker Recruitment, Executive Search Service, Payroll Outsourcing, and HR Services.

- 141 Market Street #13-00 International Factors Building Singapore 048944. -

Association of Employment Agencies :The recruitment agency was established in July 2002 and provide a huge range of jobs.

- Blk 9 Jalan Kukoh #03-77 Singapore 160009 Tel: 6836-2618 -

First Care Agency :This consultancy provides information about jobs in different companies of Singapore.

- 170 Upper Bukit Timah Road #03-36 Bukit Timah Shopping Centre Singapore 588179

Adecco Singapore :It is a very famous consultancy in Singapore. It provides the services of General staffing, Professional Staffing, Executive search, Human Capital Solutions and outsourcing.

- 1 Scotts Road #18-08 Shaw Centre Singapore 228208

Robert Walters: This consultancy has 44 offices spanning 21 countries. It deals with marketing, supply chain, procurement & logistics, human resources, support & administration and many more.

- 6 Battery Road 22-01 Singapore 049909 - Contact number - 6228 0200

Jobplus Pte Ltd

- 151 Chin Swee Road #14-05 Manhattan House Singapore 169876 - Contact number - 6733-9388

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Beacon Executive Search Consultants : This is one of the more popular agencies in Singapore and offers recruitment solutions in different sectors.

- 143, Cecil Street,Singapore 069542. Agiley Group : It is one of the major recruitment agencies in Singapore.

- 24 Raffles Place,Clifford Centre,Singapore 048621.

JAC Recruitment : Has its branches in London,Japan,Malaysia ,Indonesia, Thailand, China, Hong Kong, Korea

- 138 Robinson Road, Singapore 068906 - Contact number is 065 6224 6864.

Manpower Professional : It has 4000 offices throughout the World.

- Email; [email protected], [email protected] - 10 Anson Road #12-07 International Plaza, Singapore 079903.

Advent Resource Consultancy : Specialised in Temporary and Contract Staffing Services. Also support the requirements of clients who need temporary or a flexible job.

- 51 Goldhill Plaza #08-02 ,Singapore 308900.

Adept Manpower : Specialised in Executive Search , Permanent Staff, Contract Placement , Foreign Recruitment, Career Planning , Payroll Outsourcing and Training & Development.

- 60 Albert Street ,#12-12, OG Albert Complex ,Singapore 189969.

Avenue Jobs : - 201-A-Thomson Road,Singapore 307637.

Bizmax : This placement agency offers the quality staff recruitment solutions in different job sectors.

- 10 Anson Road, # 21-05 International Plaza ,Singapore 079903. Cornerstone Career Connections Pte Ltd : It provides recruitment solutions in the sectors of IT, Telecommunications, Engineering and other more technical sectors.

- 470 North Bridge Road #04-04/17, Singapore 188735.

Happs International Executive Search : Specialised in the job sectors like Administrative, Secretarial, Logistics, Marketing and others.

- 9 Temasek Boulevard, Suntec Tower ,Singapore 038989.

Horton International : With more than 40 offices across the world, this recruitment agency specializes in the recruitment of finance, management, consulting and information technology.

- 15 Scotts Road #05-05 Thong Teck Building Singapore 228218. - Contact number 67386511

mailto:[email protected]

mailto:[email protected]

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Networking Contact List

WORKNET

People you Worked With (in the same department)

ORGNET People you Worked With

(Not in the same department)

PRONET People You Know Professionally

LIFENET Friends / Family / Relatives

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Events List

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Job Search Plan

Establish some attainable, concrete job searching goals and hold yourself accountable

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Tracking Your Weekly Job Search Time Table and Activity

The Weekly Job Search Time Table and Activity Form is a time management and activity measurement tool that is designed to focus your work, keep you on track, and increase your momentum. Looking at your progress on this form will show exactly “where you stand” on each of the critical job search behaviors, and allow you to continually improve your productivity from week-to-week. The more concentrated hours you put in each day and each week, the faster you will reach your career goal. Below, you’ll find a list of the activities you should be tracking and recording on this form, along with definitions of each one. At the end of each day and each week, add up your totals in hours. Feel free to make photocopies of this form, to log all of your job search time and activities.

Research – Information gathering on industries and companies, done on the web, at the library, from databases, the business section of newspapers and magazines, local publications, specific employer web sites, annual reports, and press releases

Career Development – Attending industry seminars, job search workshops, meetings with your career coach, continuing education classes, pursuing certifications and accreditations

One-on-one Networking – Meetings with new contacts, former colleagues, professional friends, centers of influence, connectors, and referral sources – often over coffee or a meal, or at the other person’s office

Group Networking – Business card exchanges, chamber of commerce events, trade association meetings, professional conferences, networking clubs, job seeker mixers, and job fairs

Responses to Ads/Postings – Research, filter, and select a small number of online and offline classified or “help wanted” advertisements to respond to each week

Letters/E-Mails – All outgoing correspondence via e-mail or “snail mail,” excluding responses to job search ads and postings

Contact with Recruiters – Phone and in-person contact with executive recruiters, search firms, and employment agencies

Contact with Employers – Phone and in-person contact with targeted employers, including hiring managers, other decision-makers and human resources

Weekly Job Search Time Table from ____________ to _____________

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Time

Mon Tue Wed Thu Fri Sat Sun

9:00

10:00

11:00

12:00

13:00

14:00

15:00

16:00

17:00

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Weekly Job Search Time Table from ____________ to _____________

Mon Tue Wed Thu Fri Sat Sun Weekly Totals (hrs)

Research

Career Dev

1-on-1 Networking

Group Networking

Responses to Ads

Letters/ Emails

Contact with

Recruiters

Daily Totals

Comments/Notes for Improvements

“You Job, is to…. Look For A Job!”

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You – Your Online Professional Brand

An Online Professional Brand is important because it presents the opportunity to showcase your expertise to your colleagues, employers and clients.

It demonstrates that you think critically, generate proactive solutions and, most of all, have a great deal of passion for your field.

If you think that the first time you’re meeting a recruiter or potential employer is during an interview then you need to think again. You two have met before, in the online world. Recruiters are turning away from more traditional methods and searching for applicants through social media and search engines. One of the biggest mistakes that a job candidate can make is having an inconsistent personal brand. Many people think as long as they don’t have negative content, they are in the clear. However, recruiters are looking for a positive, consistent brand that they believe lines up with their company culture.

Online Personal BAD Branding Can RUIN Your Career

It goes without saying that a negative brand can hurt you. However, most people don’t appreciate how easy it is to end up with a bad brand!

Everything you do or say on the web represents you. What goes onto Facebook is on there forever. You need to make self-aware decisions of what you put online impacts your personal brand and reputation immediately. It is also important that you do not post anything online that you would be ashamed of if a prospective employer saw it.

One thing is clear: your online reputation is just as important as your off-line reputation. While having a negative personal brand will hurt you, taking the time to build a positive, consistent brand on the web will actually help you!

Why do we need a personal brand?

To be memorable

Having a set of skills and values are simply not enough in this new age of mass media and the various avenues of marketing that are present. People need more than just their skills sets and attitudes to stick in the minds of others and those with little knowledge of how to do this are soon forgotten, regardless of their talents. Branding ensures that you are memorable and people remember you.

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To build a Reputation

It’s a well known saying that a reputation precedes a person and the job market is no different. Establishing a reputation is equally as important as having a good set of skills or possessing the know-how. A reputation save the need for introductions, and establishes you to your audience even before a conversation is struck. Online Professional Branding creates a reputation for yourself if done correctly (a positive reputation, of course) and allows you to seed yourself in a targeted area.

Create Attention

Attention is a requirement that many job seekers feel is out of their reach and beyond the realm of their control. How to stand out from the rest is indeed the holy grail of job search and marketing and the discovery of the answer to this question usually reaps success, whether it’s the employment you gai or the consumers you manage to snare. Online branding draws attention to yourself and establishes your presence above your competitors. This will stand you in good stead in the long and short run, whatever your goals are.

https://www.google.com.sg/url?sa=i&rct=j&q=&esrc=s&source=imgres&cd=&cad=rja&uact=8&ved=0ahUKEwijr8vFwvrOAhVCL48KHWDHAMkQjRwIBw&url=http://www.slideshare.net/davidbrophy/build-your-professional-brand-with-linkedin&psig=AFQjCNFw_Q8XQtM61wda5wF7pWOtYT5q6Q&ust=1473243684125183

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Your Personal Brand

Personal Branding is the process of determining your most important core attributes and communicating them consistently across every possible medium.

Personal branding is how we define ourselves in the work space while at the same time, incorporating the personal elements that make us who we are

What is it “that” you want to be known for?

If you are looking for a job, why should an employer hire you – what set you

apart from other job seekers?

Who are your target audience?

Determine where you want to fit in (industry and niche area of expertise). Learn what decision

makers in that field are looking for when they’re vetting candidates. Find out where those decision

makers hang out and what key words will attract them, and then position yourself in front of

them to capture their attention.

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Discovering and communicating your passion.

Knowing your passion and what you want to achieve in life is but one step of the process. Learning and understanding your passions and the ability to communicate them to others is one of the most critical success factors of our time. Whether you are a looking for a career, career advancement, starting a business or looking to make your business more successful, communicating your passion will help you.

Online Branding will only be effective if you have discovered your passion. The second step of course is how to communicate your passion to a broad audience, including those who share your passion and those who do not.

Finding your Passion When you decide to find your passion, you’re making an important commitment to yourself. You’re saying that you’re a top priority and you’ll be finding the things in life that you truly enjoy. When you have a true passion for life you never feel like life is a chore. Your whole attitude and personality may even shift for the better.

If you want to love life, you need to pursue your passions. Don’t waste any more time and get going!

Try some of the items on this list to light your fire:

1. Start with Your Talents. Everyone has a special talent or hobby. You don’t have to be the best at something, just come up with a subject that you enjoy. Pick something that always makes you happy. Pick an activity that always makes you lose track of time. You can then decide to take it one step further to make it your passion. Can you write a book on the subject? Can you become an expert? Can you make a career out of it? Ask yourself these important questions.

2. Be Open to New Experiences. Most people enjoy the comfort of living their lives in a similar fashion from day to day. Though if you haven’t yet discovered your passion for life yet, it probably isn’t going to just fall in your lap. You need to be open to new experiences because you never know where life will take you. Haven’t you ever gone into an experience with negative expectations only to discover that everything turned out quite the opposite? What if you tried new and exciting things every single day? *I have a good friend that used to be a wild twenty-something who fell in love with a girl. He wanted to impress her by going to a yoga class even though he had no interest in the subject. To make a long story short, the relationship didn’t last but he is now employed as a yoga instructor!

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3. Communicate With People in Your Field. If you’re still in the brainstorming phase of finding your life’s passion and you don’t know whether or not you’d truly enjoy something, be prepared to ask questions. When you take the time to communicate with others you can learn a lot. Ask people who share your interests about their daily lives. Ask any question that you want! It may help you make up your mind.

4. Practice and Research. You don’t need to find your passion overnight. Although it does help if you find that you’re loving life in the process. It probably means that you’re on the right track. Practice skills that develop your passions and see if you can get yourself to branch on from an amateur level. Research the topics you enjoy in anyway you can like reading books or surfing the internet.

5. Face Your Fears You may not think that exploring your fears is a way to find your passion for life, but it can be. Fear is seen as a negative emotion, but it’s a strong emotion just like passion. Sometimes you’ll fear something because it’s something you truly care about. Maybe you fear failure in a subject that you always wanted to pursue. Work on exploring and dealing with your fears which may lead you right into your passions.

6. Never Give Up. The path to your passions is hardly ever easy; many people will tell you that they nearly gave up when they were dealing with the same subject. In order to find your passion, you need to dig down deep and tell yourself that you’ll stop at nothing. You need to believe in yourself because you truly never know what tomorrow will bring.

https://www.google.com.sg/url?sa=i&rct=j&q=&esrc=s&source=imgres&cd=&cad=rja&uact=8&ved=0ahUKEwimlvXIwvrOAhWLKo8KHbRuD4EQjRwIBw&url=http://www.leapgo.com/tools-and-tips-to-maintain-a-professional-brand/&psig=AFQjCNHFxkQPlbF4aYrOqXV9VfUr5ZUqmA&ust=1473243691191807

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Creating your Identity

Buying your own Domain name

Buying your own domain ensures that you have a protected space by which you are able to share your ideas and establish your brand. A domain name similar to your own also helps people remember you.

Writing your purpose statement

A purpose statement ensures that people know who you are and get a glimpse into the sort of person you are and the values you possess.

Images and Headshots

Images and headshots helps people who are more visual identify with you. It also helps people to remember you and perceive you rather than your online site since you now have a face to identify you with.

Logos

Logos are used to assist with classifying and simplifying things so that they can be better grouped and understood. Well designed logos would have the effect of being linked to a theme which would run throughout your online brand.

http://www.asiantexasexes.org/wp-content/uploads/2010/02/Post.jpg

https://www.google.com.sg/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=&url=http://womenhairstyleblog.info/tags/logo-quiz-answers-for-android-level-1&bvm=bv.131783435,d.c2I&psig=AFQjCNFhMN505wxudVz82dv1ZJNDV506-w&ust=1473241541419940

https://www.google.com.sg/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=&url=http://womenhairstyleblog.info/tags/logo-quiz-answers-for-android-level-1&bvm=bv.131783435,d.c2I&psig=AFQjCNFhMN505wxudVz82dv1ZJNDV506-w&ust=1473241541419940

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Short Bio and Elevator Pitch

A short bio helps prospective employers and clients get a sense of who you are. Much like the photo/headshot, it attaches values and a personality to your name so that people get an insight into who you are and the value you could bring t their organization.

Resume and Testimonials

A good resume and testimonial is key to making your branding effective for you. Good branding has the effect of boosting your resumes visibility and association with your brand would stand it and you in good stead. Testimonials have the effect of backing up what is in the resume itself and strengthens the key values and point brought across.

Blog Post

Of course it is not simply enough for your site to be a source of news. Rather it needs to fused with your own unique take on many of the happenings in the industry. This gain helps to establish both you as well as your brand to viewers and readers.

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