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最后发表： vivienhuang
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Why the resume is not enough


Common ‘wisdom’ would have it that a well written resume and cover letter are the main weapons in any job-seeker’s arsenal, when it comes to finding and landing that job. Right from the time we leave school, we’re informed by a variety of (usually well intentioned) sources that a concise and descriptive resume filled with lots of experience and list of ‘good’ schools will see us right when it comes to selecting candidates for the interview.

Right?

Wrong! It’s 2014, and this way of thinking about job seeking is not only outdated, it borders on the dangerously naive. Dangerous for your career and prospects for landing anything other than heartache and frustration! So just what should a job seeker be doing to find and land the role of their dreams? It turns out that there are three main things that you need to do:

1. Stop looking for a job in just any company

If I had a dollar for every time a job seeker told me that they would be happy with a job in any company, I’d be able to write a book on cliches! Seriously folks – unless you think carefully about and identify the type of company that YOU want to work for, then it’s going to be very very hard to convince any business that you have the passion to be successful. I’m not talking about earning a wage and going home. I’m talking about the type of success that gets you recognised and promoted. The type of success that marks you out as a leader. But first, you have to work out what kind of company, culture and values will kindle that passion.

2. Think about what the company wants, not just what you want

Once you’ve identified what you want, you need to think about what the company wants. Remember – you’re selling something (your skills). To do that you have to know a bit about your target market. What kind of culture exists at that firm? What do they look for in their employees? How can you communicate in their language? If possible, talk to some existing and former employees and pick their brains as to how you can present yourself

3. Make your resume and cover letter great. But don’t stop there

You need a great resume. And a great cover letter. And you also need a bunch of other things that may be more important, depending on the industry that you’re in. These include the ability to network (yes, that horrible word!) and make contact with others who are in the position that you’d like to be in. With over 80% of job not advertised, it’s really the only way you’re going to be aware of roles that become available.

最后发表： vivienhuang
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Q2 2014 Manpower Employment Survey

The Q2 2014 Manpower Employment survey has been released and has some interesting data for job seekers. 22% of employers are looking to increase their staffing levels in the next year – the biggest increase since 2010. 65% are planning on maintaining staffing levels as they are. Finance, Insurance and Real Estate look to be the biggest employers (possibly hinting at a recovery in business confidence and therefore business and private lending and property activity?) with Mining and Construction lagging.

最后发表： vivienhuang
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Looking good: what employers look for in a candidate



It’s a common fallacy that employers look mainly for technical capabilities when they are recruiting. Most candidates structure their resumes so that the emphasis is on the ‘what’ of their previous role and a lot of effort seems to goes into explaining what the person did day to day, but not why they chose to make specific decisions, what they learned, and what they would do differently next time. Not very much gets said about continuous improvement, making things easier for the business or the customer, or about leadership.The fact is that your technical skills will probably be the least of their concerns when employers are shortlisting candidates for a role.

And all this is a serious error. You might ask why, because surely you’re being recruited to do a job today? The reason is threefold.

The expense of recruitment

Recruitment, as a process, is very expensive. The employer will be expecting to spend roughly 150% of your annual salary to recruit you. Ongoing costs will include superannuation and payroll tax. If a candidate leaves the firm early, then that investment is simply wasted. A common reason for early departure is not a lack of technical capability, but rather a cultural mismatch or a behavioural issue.

Maximising their investment

A closely related reason is that an organisation will seek to maximise the investment they make with a candidate; hence the fact that employees with the potential to grow with the organisation will be more highly regarded than those who will remain developmentally stagnant.

The ‘war’ for top talent

Finally, the employer is duty bound to find more than their fair share of top talent in the job marketplace; and if they can do that for less money than their competitors, then they’re likely to win in the long term. A candidate that can perform at a higher level than the basic requirements of the role will provide the organisation with this competitive edge.

In 2014, the ability to do what you do – be it reconcile a general ledger account, litigate for a client or perform a geotechnical analysis on an oilfield – is assumed by the fact that you’re a professional in that field. That’s the baseline set of skills that is implied by the title on your resume. The things that you qualified for in colleague or University are unfortunately not the things that will get you the job.

So the question is – what will? A succinct answer can be found on the website of In The Black which has a good article describing the things that accountants need to have in order to attract attention. These attributes also apply equally well to every other profession as well. The original article can be found here.

Always remember – differentiation is key. It’s not whether you are qualified for the job. It’s how much better you’re looking than the 50 other people you’re competing against.

http://www.candhglobal.com

最后发表： vivienhuang
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5 Easy Steps to a Rubbish Resume

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There are a million and one articles out there that will tell you how to write a great resume, but precious few that will tell you how to write a truly appalling one. You know the type I’m talking about; the resume that will get passed around the recruiter’s office to fits of laughter and glee and even pinned to the wall to join the other sad hopefuls who’ve managed to score nothing more than a giggle.

So, if you’re looking to put a bit of sunshine in your recruiter’s day, here are five sure-fire ways in which to write a world-class stinker of a resume.

1. Lots of Responsibilities, No Information

The first skill you’ll have to acquire in order to scale the junk heap of cruddy resumes is the responsibilities section. Take a look at yours now. Does it look like a long list? Well kids, let me tell you – it ain’t long enough! Double, nay, triple that sucker. There is nothing that a recruiter hates more than reading through a long list of boring repetitive detail that is identical to everyone else’s responsibilities.

Actually I lie. The recruiter won’t be reading that list, because her eyes will glaze over and your resume will be in the bin. Success! Job avoided! If your list of responsibilities is concise and to the point then you may be in grave danger of scoring an interview, and no one wants that, right?

2. Avoid telling stories

The biggest danger you’ll face if you want to create a rubbish resume is the achievement story. Achievement stories are the way that elitist stuck-up people try to prove that they are the best people for the job. Imagine the cheek! These brazen folk milk the fact that employers actually like people who do more than what the job requires, which is frankly sickening. So instead of making their resumes the bland pap that comes from decent job seekers, they feel no shame in describing exactly how they showed initiative, gumption, a sense of leadership and problem solving ability. As if these things were reasons to be proud. And while I can feel the bile rising as I type this, some even boast of service to the customer. I assure you, these people actually exist.

3. Gild the Lily

So what if you didn’t actually implement that ERP system all by yourself? Or save the company $1.1 Million dollars? Or even redesign the process of the entire accounting department while organising the staff community fund and completing an MBA, whilst only working three days a week AND attending Latin dance classes of an evening? Recruiters expect a certain degree of factual laxity in your resume; It show a certain creativity that is sadly lacking in the most dry and literal and (ahem) “ethical” of workers. And after all, it’s not like you’re going to get found out is it? Those who don’t tell porkies in their resumes are usually hiding something else.

Ethics and integrity? Define your terms before we argue please! Ola!

4. Boring is Blessed

Your goal really needs to be making the recruiter’s eyes roll into the back of his head. Tests have shown that a truly world-beating wreck of a resume is one that can literally stun the consciousness out of the most hardened HR professionals within 2.5 seconds of them laying eyes on the page. To do that my friends, you’re going to need a template. That’s right; crawl through that turbid cesspit of invaluable data that is the Interweb and download the very first template you find. Chances are that 130,000 of your closest friends and confidants will have downloaded the exact same one! Talk about synchronicity! If you ever want to avoid the mistake of being seen as an individual, then please, I beg of you, don’t try and design one for yourself. It just shows initiative and quite frankly reeks of self-respect.

For extra credit, try putting a nice thick black border around that sucker. Anything that comes standard with MS Word should do the trick and have the employer’s dribble flowing quite nicely.

5. Avoid Form or Function

By now, this should be a no-brainer. Don’t whatever you do, make the information about your career, skills and capabilities, or education easy to find; that’s not your job and quite frankly those smug bugger recruiters get paid enough to do some of the work. My advice in this regard is to jumble it all up. Present your education first -especially if you’ve been working for 30 years. Start with your primary school and include the grades you achieved. As well as the ribbon you got for coming first in music. Your mum was so proud! Next, slot in a statement about what you want to achieve in your career, make reference to taking the chairmans’ slot in 5 years time. End off with a list of responsibilities that fills the page and make sure that the document is at least 8 pages. Of 6 point type.

For advanced rubbish resume writers, change the font throughout and sometimes USE ALL CAPS. Seriously. Recruiters LOVE that.

Conclusion

I’m not sure if this article is actually needed or not, as I see plenty of resume writers who manage to do quite well without my steadfast advice, however if you are ever in danger of writing something that will cut through the morass of muck that seems to puddle around the bilge-outlets of the good ship HMS Employment, then please please please refer back to my notes. Don’t become a statistic.

--------------------------------------------------------------------------------



Footnote in tiny letters: aforementioned article should be taken as “satire”. No responsibility taken for writing a resume based on this advice unless one has a particular fondness of the stale air, sticky carpets and weak tea found in employment offices, in which case, knock yourself out and have a biscuit on me. If this part is news to you then a bad resume is the least of your worries. OK Mr. Lawyer? satisfied now?

最后发表： vivienhuang
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The Best Time is Now (When to start your job search)

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Common wisdom (wisdom being a term used lightly) states that a job seeker should not start looking for a new role at the end of the year, from November until early January, or at the end of a Financial Year. The rationale being that major decision makers will be taking holidays around Christmas time and organisations are setting strategy (and therefore finalising hiring decisions) at the end of each fiscal year.

To that, I say bollocks.

Let me explain. To the question “When is the best time to search for your next role?” my answer is “You’re kind of missing the point.” The accepted wisdom of not applying for roles at specific times is based on the old model of reactionary job seeking where a professional would be applying in response to an advertisement or other notification that a role exists. Today, that accounts for around 20% of all available roles. You’ll probably already know that the other 80% of roles are not advertised; candidates are found through formal and informal networks, word of mouth or contacts in social media.

Taking this in account, one can see that ‘waiting’ for a specific time of year is not only unnecessary, it’s also extremely limiting; limiting in that you’ll only be exposing yourself to one fifth of available opportunities. The understanding of the nature of job seeking will also have to change. In the old model, a job search consisted of a scan of the weekend papers or online job boards to see if a job description matched with your skills. Each and every role that seemed to provide at least an 80% fit would result in a resume and cover letter being dutifully sent off to the employer; this is known as the shotgun approach. I’ve heard of clients who have sent their resume between 50-100 times without a single response – and it’s as disheartening as it sounds. We’ve all been in the situation of wondering “Why can’t I seem to get any traction in this job market!?”

Basically, the old ways of searching for a role just don’t cut it any more. Employers have more options available to them to find good quality candidates without having to engage recruiters; the Internet and specifically social media have made that possible by offering a ready made and visible talent pool. This also means recruiters are more motivated to shortlist candidates that not only meet but exceed the job specification, so that they have more chance of making their commission. By now, i should be obvious that the question is no longer “When should I apply for a job?” but instead “How do I make myself visible and known to employers?”

A job seeker needs to start by answering a few vital questions, namely “where do I want to work?”, “what does my ideal organisation look like?”, and most importantly “what is my career plan and what do I have to do next?” and “what is my value proposition?”. Only after clearly understanding these attributes of ‘brand you’ will you be in a position to start identifying and communicating with the companies in which you see yourself working.

最后发表： vivienhuang
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The biggest mistake of all



After interviewing a candidate today, I was reminded of a song by that great philosopher and song-writer, Hannah Montana. The candidate didn’t, to my knowledge, have a country-music singing father nor the potential to morph into a nasty tongue-flashing ‘kidult with a predilection for riding demolition equipment.

No, I was actually reminded of Hannah Montana’s smash hit “Everybody Makes Mistakes” (classically ironic, given Ms. Cyrus’s desperation to prove that exact point, but I digress). My point being, the candidate obviously hadn’t heard of the song nor the platitude behind it. You see, this particular interviewee made the biggest mistake of all: not making any.

How not making mistakes is the biggest one of all.

OK – so I’m not actually talking here about someone who literally makes zero errors in their job- that’s clearly impossible. What I am talking about is candidates who either think they shouldn’t admit they make mistakes, cannot remember making mistakes or (and most seriously) someone who doesn’t think it’s important to reflect on and learn from them.

Let me be crystal clear right from the start; if an interviewer asks you about the biggest mistake you’ve made, do not under any circumstances gaze at the ceiling, humming with your tongue sticking out and pretend that your last mistake was soooo long ago that you’re struggling to remember. Do not mention some trifling little incident like when you got your boss a ham and gruyere instead of pastrami and swiss bagel for lunch. And if you dare mention that you cannot remember making any mistakes, then you really should do the honourable thing by everyone and defenestrate yourself immediately.

When I’m interviewing a candidate who cannot tell me about their biggest mistakes and what they learned, I tend to assume at least one of the following things (if not all of them):

1. They have no capacity to reflect on themselves or their work
2. They don’t learn from their mistakes and may constantly repeat them
3. They seriously over estimate their performance
4. They may not feel accountable for problems that occur

Basically – four BIG red flags. If I see any of these flags appearing in an interview, it’s immediate cause to probe a lot further.

It’s important to understand why the interviewer is asking the question; they do not want someone who is perfect. They want someone who is humble. That’s right – good old fashioned humility. Not the grovelling, brown nosing door mat that we’ve come to understand as “humility”. Rather, I’m talking about the flexible, mature professional who is willing to acknowledge and own their mistakes, work out how to fix them, develop professionally so that they don’t happen again, and then get the hell on with the job. That’s true humility and to a recruiter, it spells l-e-a-d-e-r. I want a leader – not someone who has a false notion of what good looks like. Leaders grow, while also-rans stagnate and let me tell you, in a buyers’ market, the buyers are looking for growth potential.

How do you own your mistakes and learn from them? Well, remembering them is a good start! Think of the times where you’ve made huge mistakes, what the impact was and how you grew from them. What did you do to ensure it didn’t happen again? Admit you were in the wrong and what you did to make it right.

Don’t feel like you have to sit in the dark with a bottle of Jack and some dark blues playing on the phonograph (unless that’s your thing in which case, be my guest) – but do reflect seriously on what has made you the professional you are now. Be prepared to articulate that when you go for an interview. While few people (who aren’t called Kanye) actually claim to be perfect, very few people are ready with a good story of where they stuffed up, how they made it better and what they learned. These stories are as important as those hailing your great and impressive achievements.

Trust me on this; work out how to tell these growth stories and you’ll come across as much more rounded, mature and let’s be frank; honest professional. I’d employ you*. Really I would.



(* comment is not to be taken as offer of employment not exchange of any consideration for skills or capabilities rendered. But you knew that right? right?)

最后发表： heavenying
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最后发表： chu4
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最后发表： AUIBWT
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时间灵活，具体面谈。

最后发表： lizimeizi
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最后发表： 沿路旅程
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联系mail：yishengdous@163.com   或电话043-382-2730 联系人：kevin

最后发表： slimjimi
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有银行招broker吗？

最后发表： meiaoz1
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最后发表： vivienhuang
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作为新移民，您可能最关心的就是如何在澳大利亚的就业市场找到一席之地。

你的专业是不是适应澳洲市场的需求？
哪种职业更适合您的情况？
澳洲标准的简历是什么样子的？
哪些是澳洲最常用的找工网站？
如何使中国宝贵的工作经历为您在澳洲找工发挥最大的作用？
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澳洲有哪些找工作的途径？
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作为你的私人职业规划 师，我们会就您关心的问题，为您提供全方位的咨询服务。

您除了可以得到关于海外行业划分、职业规划、技能提升等方面的资讯外，我们还将在实践方面给予您更多指导。

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•        职业树立个人职业品牌
无论你是否意识到，你自己就是一个独特的品牌！如何未来雇主以最佳、最有效地呈现你的专业与技能？C+H将指导你与雇主沟通中可能遇到的问题，展示你的价值，帮你塑造一个积极向上、充满自信的面试风格以获得更好的工作机会。

•        职业规划与辅导
让你的事业梦想有计划地循序渐进？还是让你的职业生涯顺其自然？一个好的职业规划将帮助你更快实现目标。

•        教育服务
初抵澳洲，尽快了解当地的法律以及相关的知识是打开就业市场最重要的钥匙。C+H将在 技能提升，特别是会计与薪资发放方面提供系统、实用的职业培训课程

更多资讯敬请关注www.candhglobal.com，查询更为详细的文章与博客内容。

最后发表： vivienhuang
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C+H Global Services is pleased to announce that their new look website has been launched. Over the coming months, we will use this portal to host a range of content that will help career-minded professionals enhance their profile, brand their skills and capabilities and achieve the success that they deserve. Our website will give you more information about our main service offerings in the practice areas of:
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Keep checking back www.candhglobal.com regularly for blogs, presentations and articles.

最后发表： vivienhuang
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C+H全球职业规划服务中心官方网站www.candhglobal.com从即日起开始启动全新版本。

我们将通过这个平台，为即将移民澳洲的您提供私人定制的职业规划，为您在澳洲以最佳方式延伸您的专业祝一臂之力！

通过网页，您除了可以继续得到关于海外行业划分、职业规划、技能提升等方面的资讯外，我们还将在实践方面给予您更多指导。
•          新移民职业规划专业服务
•        移民到一个新的国家相信您的兴奋与焦虑并存。让C+H来引导您了解澳洲工作环境、做出职业规划、进行技能辅导，协助你打造一份令人印象深刻的简历开始，逐渐了解澳洲职场文化。

•          职业树立个人职业品牌

•        无论你是否意识到，你自己就是一个独特的品牌！如何向未来雇主以最佳、最有效地呈现你的专业与技能？C+H将指导你与雇主沟通中可能遇到的问题，展示你的价值，帮你塑造一个积极向上、充满自信的面试风格以获得更好的工作机会。

•         职业规划与辅导

•        让你的事业梦想有计划地循序渐进？还是让你的职业生涯顺其自然？一个好的职业规划将帮助你更快实现目标。

•         教育服务

•        初抵澳洲，尽快了解当地的法律以及相关的知识是打开就业市场最重要的钥匙。C+H将在 技能提升，特别是会计与薪资发放方面提供系统、实用的职业培训课程
更多资讯敬请关注www.candhglobal.com，查询更为详细的文章与博客内容。

最后发表： 6544qq
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最后发表： alwaysthebest
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最后发表： cais
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这个，不是看上限吗？

最后发表： 捷安特d爱
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北区clayfield 刚开业中餐馆，距离city仅5公里，附近有公交车站和火车站。
餐馆很小，主做takeaway，另有三、五个台面需要打理，目前生意还不算很好，工作量很行。现招两名男女服务生，暂且每周工作5、6、日三天，每天工作时间是晚6点-8点或
更晚些。工资每小时8-10元（实习期8元，一般一两周），要求英语和普通话，最好有餐馆工作经验。
联系mail：yishengdous@163.com    或电话 0407 970 520 联系人：kevin

最后发表： trisun
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三无招聘广告，多半是骗子。

最后发表： 小笼包啊
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帮顶，俺是presales。

最后发表： yangyang
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最后发表： applebaby999
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最后发表： piles
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能长期稳定工作者优先，有意者请联系  0425503888 or 0402231944

最后发表： cais
回复内容：
DevOps真火啊。
最近公司出的事故让我觉得DevOps真的不好当啊。

最后发表： QWERTYASDFG
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小心诈骗.GOOGLE一下LZ的QQ号...比如刚在伦敦发的

诚招合作商
1:工作类型(地域不限、非诚勿扰)
在家帮我们发布销售信息 做简单的客服工作只需要自选时间的1-2个小时)
2:工资待遇:
商品已起拍价格卖出您可以拿到20%的提成(含期间的在ebay上花掉的费用)我们是单笔结算提成制合作的
3: 英语基础好, 上网方便,每天抽1-2个小时就足够,具备良好的沟通能力、有责任心
4:工作内容:
你主要是负责在ebay上发布产品信息和回复客户邮件,我负责发货.发货后会给你跟踪号,可以查询货物到达的详细信息。买家收到商品以后给你好评。
请与我联系
联系方式 QQ;2842238891(qq联系方便快捷)
MSN :lili8802616@hotmail. com

最后发表： James138
回复内容：
本公司在悉尼现诚招销售若干和经销商6名。男女不限，年龄18岁以上。主要负责代理销售日常生活用品，业绩符合资格者均可参加2015年公司举办欧洲5国免费豪华邮轮十天旅游。机会难得，对于任何刚录取人员均有机会。详情联系徽信 james13141668  QQ: 595862843  Skype : truefreedom25

最后发表： ashanadsl
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最后发表： rose2007summer
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最后发表： merrick
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perth川菜馆招一川菜厨师，要求10年以上专业川菜经验，薪水1400-1600，视水平而定，每周6天，fulltime，电话0433958058

最后发表： mimel
回复内容：
公司名称：Yealink (www.yealink.com)
总部：中国
主营业务：全球TOP3 SIP话机提供商，全球知名的统一通信产品及服务提供商。

公司内部招聘，需在墨尔本(Melbourne)增加一名工程师 (Field Support Engineer)，具体技能要求如下：
三年以上相关岗位工作经验
性格开朗, 善于和人沟通, 具有专业能力、执行力、协调能力
中英文听说读写流利
计算机/电子通讯相关专业教育背景
三年以上网络专业(TCP/IP, 路由, 防火墙)工作经验
VoIP (SIP, RTP, IP-PBX) 相关经验者优先
待遇从优，欢迎各位技术移民踊跃联系! 请速发送简历至 zhr@yealink.com，条件符合者我们会尽快安排面试！

联系人：Nancy

最后发表： 英腾yt
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最后发表： 杨勇
回复内容：
澳洲土木工程工程 qq群34665292 土木工程 建筑业打算移民 正在移民 已经移民 短登 长？

最后发表： sally62788
回复内容：
本人的美容院在city，非常近southbank。 美容院开设在高级酒店里，是正规美容院，客户群主要是CITY上班的白领一族，客户比较稳定。由于人手不足，现诚聘全职或兼职美容师，按摩师。有经验优先，没经验可培训。欢迎来电咨询，联系电话：0433 630 180
（帮朋友发的帖子，她的美容店现时人手不够）

最后发表： amesoeur
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最后发表： lexinproperty
回复内容：
up!!!!!!!!

最后发表： yutoubao
回复内容：
Dandenong South豆腐工厂招机械维修工
要求懂机械维修, 工作内容包括维修和维护油压机,豆浆机及管道,切菜机,真空包装机等,男女不限(年龄30-50岁为佳);手脚麻利;能吃苦耐劳.
工作时间为周二至周六.早上八点到五点. 家住附近者为佳. 有意者请联系王先生面谈 0434 251 558;0402074352 请尽量短信联系, 我会傍晚回复电话. 或者发邮件, 谢谢!stevewangtj@gmail.com

最后发表： meiaoz1
回复内容：
联系0426672538或qq184912559（Wade）

无经验也可，有经验尤佳

男女不限，仅限学生，NO WORKING HOLIDAY~
身体健康，吃苦耐劳，干净利索
忠诚守信、诚实善良、性格开朗，严格遵守公司规章管理制度。
一般工作时间为白天，一周可工作2天以上