工作学习 今日: 0|主题: 12105|排名: 4 

最后发表： procoder
回复内容：
你现在就开始递简历了？

最后发表： procoder
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谢谢，税收比国内高。

最后发表： procoder
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学习学习，programmer要不要兼美工？

最后发表： procoder
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我也想知道呀。

最后发表： jinrh
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没有必要的。太浪费时间。

最后发表： procoder
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还是要支持一下LZ的

最后发表： procoder
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学习了

最后发表： popo
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我还是用回中国身份证吧...

最后发表： 4ever
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这个情况到没听过

不过从签证上看，你老婆的457是无限制的。应该不会失效（个人看法，最好还是发信问移民局确认下）

最后发表： yohbros
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公众营养师顾名思义是为公众——健康人群和亚健康人群服务的，不需要具有医师职称，不需要具有看病资格的行医执照和处方权，一般是经过相对较短时间的知识与技能学习并参加适当的社会实践后就可从业，由中健会、中央电大、国际健康联盟合作推出的“公众营养师、公众健康师”系列培训就是典型的代表，而有关机构开展的 “营养师” 、 “营养配餐员”、“营养保健师”等培训项目也都属于公众营养师的范畴。
国际健康联盟（ＩＨＬ）是什么？

答：国际健康联盟（Internationl Health League  简称IHL）是由国际注册（公众）健康师、注册（公众）营养师等国际公众健康同仁组成的非营利国际组织，下设国际注册健康师委员会、国际注册营养师委员会和国际健康工程促进委员会等专门机构，总部分别设在欧洲的比利时和亚洲的日本，其工作职责是：1、提倡促进全人类健康的行动；2、提高健康促进和健康教育实践及知识的质量和效果；3、不断增进世界各国从事健康促进和健康教育的能力；4、通过开展一系列的活动敦促各国决策者支持健康促进和健康教育。国际健康联盟吸纳符合条件的团体和个体成为会员。

最后发表： conty
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反正汇丰北京至少有俩分行，喷火龙米有

最后发表： my7686
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seek上有两种发简历的方式，一种是直接在广告上登有公司的联系邮件地址，可以直接发给公司人力资源部门；另一种是没有邮件地址，利用seek的链接发送过去，根据我的经验，这种方式在对方收到的时候，仅仅是一个链接，对方必须登入到seek上去看你的简历。所以我觉得第一种方式比较好，对方可以直接收到。而且发完简历之后，自己最好做个记录，然后在第二天或者第三天电话跟踪，打过去问一下feedback。

最后发表： bigmark
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感谢两位的回复和鼓励。我会努力的。

最后发表： auphil
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申请表格会问你的工作和财产
可以打电话比他们，问问一个月会不会有问题， 然后再申请
我记得他们有打电话到我的公司check我的employment

最后发表： xyouc
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恭喜恭喜了。

最后发表： procoder
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我也发现这个问题,由于什么都要做,知识面广,但不知道深不深,因为没有去面试过.

最后发表： thewall
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。。。 不是如何，是不可能实现 。。。

最后发表： 燕尾蝶
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兄弟去NZ 不如来OZ 找队伍呀

最后发表： 燕尾蝶
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上帝在为一个人关上一扇门的时候，往往会同时给他打开一扇窗户。

最后发表： zzflzh
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谢谢Judy ，我先看看网站，一提课程描述就头大，495的没弄过课程描述。

最后发表： lynnyoung
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不明白为什么只选那儿？能说说吗？

最后发表： qqyang1980
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国内好像没得补吧......

最后发表： Fernando
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1. What type of company do you work for if you have to threaten to resign before they give you fair market value for your skills.
2. Where is the money for the counter offer coming? Is it your next raise early? (Many companies have strict wage and salary guidelines which must be followed).

3. Your company will start looking for a new person at a lower salary price, immediately. The wheels are in motion to replace you, ASAP.

4. You have now made your employer aware that you are unhappy. From this day on, your loyalty will always be in question.

5. When promotion time comes around, your employer will remember who was loyal, and who wasn’t.

6. When times get tough, your employer will begin the cutback with you.

7. The same circumstances that now cause you to consider a change will repeat themselves in the future, even if you accept a counter offer.

8. Statistics show that if you accept a counter offer, the probability of voluntarily leaving in six months or being let go within one year is extremely high. National statistics   indicate that 89% accepting counter offers are gone in 6 months.

9. Accepting a counter offer is an insult to your intelligence and a blow to your personal pride, because you know that you were bought.

10. Once the word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose peer group acceptance, and forever be that defector who was bought back!

最后发表： Fernando
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Playing hardball when trying to get employee referrals

Howard Adamsky (howard@hrinnovators.com) has been recruiting since 1985 and is still alive to talk about it. A consultant, writer, public speaker, and educator, he works with organizations to support their efforts to build great companies and coaches others on how to do the same. He has over 20 years' experience in identifying, developing, and implementing effective solutions for organizations struggling to recruit and retain top talent. An internationally published author, he is a regular contributor to ERE Media, a member of the Human Capital Institute's Small and Mid-Sized business panel, a Certified Internet Recruiter, and rides one of the largest production motorcycles ever built. His book, Hiring and Retaining Top IT Professionals/The Guide for Savvy Hiring Managers and Job Hunters Alike (Osborne McGraw-Hill) is in local bookstores and available online. He is also working on his second book, The 25 New Rules for Today’s Recruiting Professional.

Studies have shown that many organizations target as much as 33% of all new hires to come from the organization's employee referral program. Here are five of the reasons why:

You get to interview candidates someone inside the organization knows.
You don't have to pay any agency fee for the candidate.
With successful referral hires, you can build real excitement around the program to get more referrals. (If you are really creative, you can use it to enhance internal communication, tie it into your website, use it for PR, and generally create some very positive buzz.)
Someone in the company gets a check for turning over a name.
Studies have shown that referred employees acclimate and become productive at a rate that is higher than non-referred candidates.
The referral program will help you fill positions at a lower cost per hire and with employees who are known to someone in the organization. (Two companies, Tenet and Fair Isaac, write about their referral programs in the June Journal.)

Certain employees will never come forward with names. With this in mind, I strongly suggest that when a new position opens, you do aggressive outreach to those employees who you know might have knowledge of candidates they have worked with in the past and who can do this job. The exact methodology of how to get this done will vary from company to company, but think of putting in personal appearances or phone calls to those who have the greatest chance of knowing the individuals you wish to hire.

Others can be contacted by e-mail, but this is less effective. (As an aside, remember to become friendly with as many new hires as possible, as they are endless sources of referrals from the organization they just left.)

Unfortunately, many employees will tell you right out of the box that they don't know anyone. This is unacceptable to me and should be unacceptable to you as well, especially coming from employees who are being asked to refer candidates in their own field of endeavor. An accountant might not know a nuclear physicist, but I do believe that most accountants have worked with and do know other accountants.

When asking for referrals, the sad truth is that most people (both inside and outside of the company) will tell you they don't know anyone because it's just too hard to really think about it. I strongly hope that being in recruiting, you understand that this is a push business, and if you don't push, things don't happen. Lean on people if they're unwilling to take the time to think. Nicely, sweetly, gently, but do lean a bit, as it will work wonders.

I strongly suggest that you sit with them for awhile, review the position you want to fill, and ask them to really give it some thought. Under pressure, you'll begin to hear the rumblings of names and contact information almost coming to the surface. Often, they are covered with statements that are excuses not to provide names.

Consider the following five common ways of sidestepping your request for names and see my counter to those statements:

Employee: "I do not know anyone who is looking."
Recruiter: "It doesn't matter if they are looking, and even if they are, you might not be aware of it. Good people are always open to an opportunity, so give me the name and I will give them a call."
Employee: "They might not be experienced enough."
Recruiter: "erhaps, but you knew them four years ago and they are not the same person now as they were then. Give me their name and I will let you know."
Employee: "He/she will not remember me."
Recruiter: "Not to worry. I'm sure that few people can forget a charmer like you." (Do not underestimate humor. It works so very well.)
Employee: "I only have a name and that's from three years ago, and I think they moved."
Recruiter: "Not a problem. I am a whiz on the Internet. Just give me the name and I will take it from there."
Employee: "Let me call them and tell them about the job. If they're interested, I will give you the name." (This is my personal favorite.)
Recruiter: "That is so nice of you, but you're an engineer and I would never even think of burdening you with doing my job and trying to represent the position to a perspective candidate. Besides, most candidates would rather deal with the one whose job it is to do the recruiting."
Another great idea is to simply go out and ask, for example, a JAVA developer one simple question:

"Who's the best JAVA developer you know?"

If you're a Java developer and can't answer this simple question, then something's terribly wrong because as we progress in our line of work, we quickly get to know the best individuals.

As the recruiter, one of the things we need to do is gather this information and use it to either direct-recruit those candidates or try to get other referrals. (My thanks to Rob Dromgoole; an extraordinary recruiter, for this idea. Time to write an article for ERE, Rob?)

There are some individuals who will consider you to be a bit on the aggressive side and will be irritated by your coming right out to solicit names, as opposed to allowing those employees to take their sweet time and submit them when the stars align.

I'm not concerned about this. This is business, not a popularity contest, and as I've said many times before, I'd rather be successful and have someone a bit irritated with me then to fail and have everyone like me. I've always believed that recruiters want to be liked. That's very nice but if it gets in the way of business, it needs to be addressed. (Besides, when they get the check, I suspect they'll forgive you a bit.)

Time to hit the workplace and get some names?

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最后发表： 基努里夫斯
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斑竹你好，怎么回国了？不在这面发财了！！！
请问您夫人，Financial Planning 和diploma of financial services (banking)有何区别呢？
哪一个就业机会更大？

最后发表： 梦飞的季节
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support!

最后发表： 老大卫
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偶有朋友卧龙岗大学营养硕士学位, 国内硕士加5年中医. 毕业细腻没有找到工作, 结果在西奥一个小地方找到了相关工作, 那地方离佩撕有700公里.

他说先做几年准备有LOCAL经验了再找回来

最后发表： luck7777
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我还是没弄清楚UNIT AND TOWNHOUSE 的区别

最后发表： canberraharbour
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希望这么好的事也发生在我身上

最后发表： qqyang1980
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你可以让第一个接触你的consultant帮你联系另外一份工作，这个是Hays Finance&Accounting的policy and practice。

最后发表： qqyang1980
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题库存量有限造成。

最后发表： chenqq
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我其实还是想读的，但是奖学金的够生活

最后发表： kermit
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Thanks for sharing!

最后发表： 含昔米
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知道了，谢谢！

最后发表： 8戒
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[ 本帖最后由 8戒 于 25-5-2011 15:52 编辑 ]

最后发表： 8戒
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恭喜啊，人家想要这样的机会都米有啊

最后发表： cello
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换公司啊，我就是觉得原来的管理费用太高，转到australian super了

最后发表： chubbycat
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忘了长春藤名校吧 硅谷CEO多念公立大学
中央社    2007-11-29 14:32:39

　硅谷前一百五十大的上市公司中，三分之二的执行长是美国公立大学的毕业生。有两位执行长是大学中輟生：苹果公司的左伯斯和甲骨文公司的艾里森，两人都是富比世榜上有名的富豪。

  
根据硅谷「圣荷西水星报」的调查，前一百五十大硅谷公司的执行长有一百一十六人在美国取得大学学歷，唸公立大学与私立大学的比例是二比一。

  在这份硅谷执行长的学歷调查中，美国东岸的长春藤联盟名校哈佛大学校友只有七位，略逊史丹佛大学一筹。

  离硅谷有地利之便的私校史丹佛大学是执行长的母校大本营，大学部连研究所的毕业校友共四十人，以雅虎的执行长杨致远为史丹佛系统的代表。

  出身加州大学的执行长人数排名第二，包括硕博士等学位算在内，共有十三位执行长抱了十六个加大系统的学位，其中Google执行长施密特是加州大学柏克莱分校的知名校友。

  调查也反映硅谷是个种族大鎔炉，有二十五位执行长在美国境外的十二个国家唸大学，以色列、印度和英国进口学位的执行长最多。

  然而，猎人头公司史宾塞史徒华的资深主管魏尔告诉圣荷西水星报，「光靠好学歷并不能成就一个执行长。」

  量子科学公司执行长贝鲁佐也说，「等你开始工作，你才开始真正学」。

  学歷只是工作的入门砖，表现看个人。艾里森是全世界最大的企业软体甲骨文公司创办人，他在大学二年级时离开伊利诺大学。现年六十三岁的他是今年富比世排名第四的美国富豪，身价两百六十亿美元。

  另外，生產iPhone闻名的苹果公司执行长左伯斯，从俄勒冈州波特兰的利德大学輟学，现年五十二岁的他是获选今年财星杂誌最有影响力的企业家，位居第五十六名的美国富豪，身价五十七亿美元。

最后发表： 还是巴豆
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这边无论你是找工作，training，还是什么的，都需要你的个人资料，但同时，在你填你的资料的form中也应该含有，资料决不外泄及不当使用等字样。

最后发表： 青山
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雇人？楼主很多钱啊。这里雇个全职员工，比买个农场的钱可多多了。

您以为在国内呢，800块一个月？

我也有来澳州务农的想法呢，但是离实际，比较远。