Some good practices in the job searchrewbc.ni.ac.rs/wp-content/uploads/2016/12/Some-good-practices-in-t… · POLITECNICO DI TORINO Some good practices in the job search Gabriele

POLITECNICO DI TORINO

Some good practices in the job search

Gabriele Baldissone

Dipartimento Scienza Applicata e Tecnologia, Politecnico di Torino, Torino, Italy

Gabriele Baldissone 11-09-2017

Index

1. Job ads;2. Curriculum vitae;3. Cover letter;4. Web and Job;5. Social network6. Job interview.


Before job search

Define:

• Your career plan;

• The job title attractive for you;

• Your mandatory requirement.


Job ads

What search in the Job ads?

• Job title;

• Requirements;

• Key words;


Job ads


Job ads

Key words:

• Project planning• Timeframe• Schedule• Cost• Manage• Testing• SAP• Status report• Reporting• Material• Manufacturing• Implementation


Job ads

More common error in the jobs ads replay:

• No object in the email or no abs reference;• No curriculum vitae in the email attachment;• Use of cover letter standard;• Mistake or refuses in the cover letter or in the resume;• Email address not serious or not appropriate;• Photography is not appropriate;• Attachment is to heavy;• The response is not in the ads language;• The candidacy is clearly out of reach;• The sending message is a forwarding of other candidacy

messages.


Curriculum vitae

The resume is the document that describes youprofessionally and which it has the task of making youattractive as potential workers before you get direct contact.

The resume must becoupled by a cover letter.


Cover letter

The role of the cover letter is NOT to communicate youravailability (it is taken for granted) but to highlight:

• why I am applying for a company / position

• why choose me


Cover letter

The letter text should not exceed 10/12 lines and should follow aladder, type:

• Name and role of the referent you are writing• Working position and area for which you are candid• Professional goal• Some (a couple) aspects of CVs that can give added value to

the application (technical knowledge, role-specific skills)• One or two lines to explain why this company or why this role• Regards, signature and date

Attention to grammar and spelling


Cover letter

Some wrong example:

I do not speak English and I'm over 28 years old. However,

if you think that you need a person for improve the

company international relations, I think that I have the right

experience

Lover of nature, martial arts, fencing, extremesports and music. I play three musical instruments.I love nature and my planet.

I am a creative person, with a spirit of adaptation and with a

strong sense of duty, a great logic capacity and the outstanding

skills of problem solving. Between my hobbies there are music

and Rubik's cube resolution.


Curriculum vitae

Section:

1. Personal data

2. Scholarship

3. Professional experiences

4. Foreign languages

5. Other information


Curriculum vitae

1.Personal data

• Few data (name, surname, address, telephone)• Date and place of birth• Clear information (not too many addresses or phone

numbers)• Professional Data (email, skype contact)


Curriculum vitae

1. Personal dataPhotography?

Avoid:• Non-professional backgrounds• Holiday pictures• Wedding photos• Group photo clipped• Photos not up to date


Curriculum vitae

2. Scholarship

• Start with the most recent• Use clear terminology• Start / End Date (Month-Year)• University / Institution• Final Voting / Recognition• Key words / specializations


Curriculum vitae

3. Professional experiences

• Start with the most recent• Start / End dates• Information about employer and city• Job title and skills acquired in each role• Key words, technical skills• Numbers and distinguishing elements


Curriculum vitae

5. Other information

• IT skills• Hobbies and interests• Sport and hobby• Associations, volunteering• Awards, competitions• Territorial mobility• Date of update


Curriculum vitae

Clarity:• Readability• Simple characters• Recognized format (sections)

Completeness:• All important data• Tell a route• Manage Time GAPs

Synthesis:• 2/3 pages• Concrete facts, clear informationThe average time spent reading a CV is between 30 seconds (first reading) and 2 minutes (deepening)

An ordinary but correct curriculum is always better than an extraordinary but incorrect or incomplete curriculum.


Curriculum vitae

Website whit curriculum vitae template:

https://europass.cedefop.europa.eu/documents/curriculum-vitae

http://www.modeles-de-cv.com/

https://www.livecareer.co.uk/

https://europass.cedefop.europa.eu/documents/curriculum-vitae

http://www.modeles-de-cv.com/

https://www.livecareer.co.uk/


Web reputation

Googling your name, what are the first link appearing?

Your personal branding exists regardless of whether you try to cure itor not, and it is a very important evaluation element to decidewhether to give you an interview or exclude you from selection


Web reputation

Did you exclude a candidate after showing his social profiles?

Why?

20% Photo unseemly;18.2% Inconsistent informationwith CV16% Emerging traits of personality11% Negative comments oncurrent or previous employers8.4% Discriminatory Content2.1% Poor network0

5

10

15

20

25

30

35

40

2015 2014 2013

%

Recruiter responded YES


Web reputation

How cure the web reputation?

1. Privacy

2. Relevance

3. Passion

4. Personality


Web reputation

1. Privacy

1. Pay attention to the privacy settings of thesocial uses that

2. Carefully choose what to share3. Attention to:

1. Photo2. Comments3. Like


Web reputation

2. Relevance

Build a consistent image with your personal and professional aspirations


Web reputation

3. Passion

• Make your passions come out• Join the thematic groups of interest• Follow people who have passions / interests

common• Open a blog (it's a great business card)• Enhance your skills without exaggerating


Web reputation

4. Personality

• Update content that characterizes you• Make a presentation video

Remember that the Internet has long memory and everything that you write, publish, and posts remains in a certain sense “set in the stone”.

https://www.youtube.com/watch?v=6bRCgLCXb2s

https://www.youtube.com/watch?v=6bRCgLCXb2s


Social network

The 80% of candidates use internet for the jobresearch ( 53% Online advertising bulletin boards,32% company website, 15% social network).

The 64% of recruiters use internet for the jobresearch ( 43.5% Online advertising bulletin boards,33.5% company website, 23% social network).


Social network

Professional social network:

• Behance;

• Freelancer;

• LinkedIn;

• Viadeo;

• Xing.


LinkedIn


LinkedIn

Recommendations for the LinkedIn profile:

• Inserting a professional photography increases 14 timesthe visibility of the profile;

• Summary: A summary of your skills and professionalaspirations (40 words) increases 12 times the chance ofcontact;

• Use:• Key words• Job title• Projects• Quantitative and qualitative references


LinkedIn

Recommendations for the LinkedIn profile:

• Suggest your skills;

• Ordinary by importance;

• Confirm the skills of others to attract attention or createa relationship.


LinkedIn

Expand your network:


LinkedIn

Search job opportunity:


LinkedIn

Groups:


LinkedIn

How use LinkedIn successfully?

1. Implement, in each section, a complete and up-to-date;

2. Built a network of connections coherent with yourskill;

3. Joining with continuity to the conversations in thegroups;

4. Customize job searches according to your needs /aspirations;

5. Promote your profile on all online platforms.


Job interview

Why are the job interview conduct?

For check:

• Compatibility of experience, skills, attitudes andbehaviours;

• Professional purpose and motivation.


Job interview

Job interviews structure:

Opening (3-5 min)• The company presentation; • The goal definition.

Central (20-40 min)• The candidate tells• The interviewer deepens

Closing (5-10 min)• It strengthens the message• The next steps will be established


Contact call

Telephone contact is the first real dialogue with thecompany or selection company that has found yourCV interesting.

Calling you on the phone the company is already expressing its interest for you.

The purposes of the contact call are:• Deepen some aspects of cv;• Investigate motivation and interest in the role;• Confirm logistic details.


Contact call

Must

• If necessary ask to call back / recall later

• Answering at the questions quietly and exhaustively

• Prove to remember your candidacy and appreciate the call: to demonstrate your motivation

Can

• Ask the name and information about the person you will meet and a number to call in case of need

• Ask general information about the job you are contacted and information about your workplace

Never

• Ask for the expected salary as the first question

• Ask to conduct the interview on Saturday or in the evening (also the interviewer have a personal life ...)

• Use a colloquial language

• Being quicker because busy (better ask to recall)


Job interview

Cognitive interview

Technical interview

Case interview

Group (assessment centre)

Final interview (offer - negotiation)


Cognitive interview

Why: To investigate motivation, soft

skills and deepen the path presented in cv

How: The candidate has usually a

choice in telling (open questions)

Who: Recruiter or HR specialist

Guide the non-negotiable requirements

Suggest:

• Effective openingpresentation;

• Active questionslistening;

• Appropriate choice oftopics;

• Examples andconcrete facts.


Elevator pitch

30 second:Name, study, area of interest and expertise

60 – 80 second:Experience, specialization, passion, because I'm special

30 second:Because I'm here, a link between me and the company


Technical interview

Why: Deepen your real technical skills

or evaluate the potential for a given role

How: After a brief introduction deepen

technical subjects (closed questions)

Who: Technical manager or the

entremployer

Guide keywords, technical skills, concrete examples

Suggest:

• Keywords and contactpoints;

• Create the linkbetween you and therole;

• Technical questions tohighlight yourknowledge and skills.


Case interview

Why: Deepen the real technical skills

or assess the potential for a given role

How: It is proposed a practical case to

solve and / or a nonsense question

Who: Expert recruiters and

technical manager

Guide the problem solving and mental structure

Suggest:

• Calm!• Analyse the problem

loudly;• Propose a method and

collect the elements;• Build the answer with

the collectedinformation;

• Submit the result.


Group (assessment centre)

Why: Allows observation of group

dynamics through guided simulation

How: This is a structured meeting with

multiple tests and involves 6 to 10/12 participants at a time

Who: Expert recruiters

Guide skills in group work, relational and exhibition skills


Group (assessment centre). Types

Free roles:Participants must reach a goal at predetermined times. All participants have

the same information. There is no single solution, but it is open to the possibility of reaching scenarios.

Fixed roles:It requires in short time to arrive at a shared solution. Together with a general context of the proof, each participant is assigned a role / function and related constraints, on the basis of which

will have to act within the group.

Ranking:Testing group that proposes to the participants to reach a

ranking in order of priority. Participants first develop their own ranking and then share it to get a common ranking.


Group (assessment centre).

Candidates are seated around a table or circle inthis way they can look and interact with each other.

The evaluators (usually 2 or 4) are positioned at thecorners of the table and look at the face of thecandidates.

Collecting information on multiple tests and bymultiple evaluators allows for greater objectivity.


Group (assessment centre). Suggest

• Take part!

• It is essential to look for your own role;

• Do not be (too) openly competitive;

• Maintain high attention and emotional tension;

• Be generous;

• Listen and pay attention to others


Final interview

Why: It leads to the closing of the

selection with a concrete proposal

How: Clarify the preconditions of

collaboration

Who: HR specialist

Guide the candidate's key values and the company's availability

Suggest:

• The role is repurposed (oftenasked what has beenunderstood) and it is time todeepen

• Listen carefully to theproposal and ask for detailsabout role, hierarchicalreferent, pay, and benefits

• Ask a short time to evaluatethe proposal


Type of question

"Open" questions have infinite possible answers

Advantages: the active role of the interlocutor, the passions areactivatedDisadvantages: difficult to manage, often go off topic

"Closed" questions often answer "yes" or "no"

Advantages: ease of reply, ease of codingDisadvantages: interrogative effect, no imagination or reasoning

Open questions allow you to explore, closed questions to verify.


At the start of the interview

• Punctuality

• Effective initial presentation

• Prove to know the context

• Not too informal


During the interview

• Active listening to questions

• Enthusiasm and motivation

• Strengths in the foreground

• Do not lie

• Do not stand on the defensive


Ending the interview

• Make at least 2 questions

• Establish the next steps

• Leave a good impression


Before the interview

Study the company

• Brands, Products and Affiliates

• Geography and business development

• Important names and top management

• Any recent facts

• The specifics of your area (successes, innovation)

Tools:• Google, search engine;• LinkedIn and Social network;• Direct or indirect contacts.


Self branding

The recruiter is not a seer: he only knows what you are willing to tell.

The things you choose to say and do are the ones that will help him to form an opinion of you.


Self branding

Once an opinion has formed, overall, information that falsifies it has less weight than information

that confirms it

In general, it is more important to

confess information, and

less importance to falsifying

information


Self branding

The rule 4 x 20

• 20 second;

• 20 words;

• 20 face movements;

• 20 gestures.


55%

7%

38%

Self branding

Appearance voice, volume, tone, rhythm.

Verbal form, meaning of

words

Body movements and facial

expressions

Pay attention to:Look

PostureTone of voice


Self branding

The recruiters do not know the candidates and have few tools and little

time to gather useful information

Only the candidate is able to really show his

value

success

It is not always what you see


POLITECNICO DI TORINO

Thank you

Documents

Some good practices in the job searchrewbc.ni.ac.rs/wp-content/uploads/2016/12/Some-good-practices-in-t… · POLITECNICO DI TORINO Some good practices in the job search Gabriele