Thứ Tư, 27 tháng 7, 2016



Here are five tips to help college students, especially business majors, build their resume into an impressive showcase for future employers.

Today’s job market is tough; undergrads are facing more pressure than ever to set themselves apart from their competition. How do you set yourself apart from other graduates? Many college students believe that a good GPA and having some work experience automatically builds their resume and will impress prospective employers. With so much stiff competition, is that really enough? As a recruiter for Hajoca’s Management Training Program, resumes come across my desk every day, and I know what works and what doesn’t.

Here are five tips to help college students, especially business majors, build their resume into an impressive showcase for future employers.

1. Pick a major relevant to your field of interest. The first thing all college-bound students should do is pick a major that will prepare them for their post-collegiate life. Many students say they picked their major because it was a topic that sounded interesting, was easy for them, or seemed the most fun, only to realize after graduating that they were not prepared for the type of job they desired.

Work with your school counselor to figure out the best major for your desired career path.
Use your elective courses or take up a minor if you want to pursue some things outside of your career path; it will make you seem well rounded and can be a lot of fun.
If you are planning a career in business or plan to go to graduate school, you want to stick with majors like Business Administration, Leadership or International Business. This will ensure you don’t miss key classes that will shape your learning and add value to your resume.

2. Have an internship – and make it count. Working as an intern can be a great way to get your foot in the door at a company and gain some real-world experience. If you decide that an internship is right for you (or is required by your school), don’t just “get the job done;” work on relationship building with your co-workers and managers. Having recommendations from one solid internship experience will go much further than working multiple part-time jobs or having multiple internships.

Business is about building relationships, and you’ll quickly learn that making a good impression on your current boss could befit you for years – even decades – to come. If you realize you are in a heavily administrative internship, take on as many projects as you can – even if you aren’t assigned to do them. Showing initiative looks good to your employer, as well as on your resume.



3. Join clubs/organizations early on and take a leadership role. College can be overwhelming at first: moving away from home, new roommates, difficult classes, and college life in general can be very scary for incoming freshmen. Joining clubs or sports that interest you is a good way to meet friends and build your resume. Showing your commitment to a club or sports team is a great way to show off your dedication, motivation and leadership skills.If you join as a freshman or sophomore, you’ll have a better chance at being elected to a leadership role. Taking on a leadership role in a club or sport shows that you can lead a group, be responsible and have the ability to influence change.

4. Show off your technology skills. In today’s job market, knowing the Microsoft Suite (Word, Excel, PowerPoint) is not only necessary, but expected. Go one step further and get involved with creating a website, social media platform or an App. Employers look for students who know about technology and can use it to increase sales, bring in customers or update their systems. Feel technology challenged? Use Internet tutorials to learn a new skill, or ask a current Website moderator how you can contribute to their site.

5. Develop your personal brand. Your personal brand is the way others see you; it’s how you sell yourself to your potential employers. It’s more than just your resume; it’s your reputation, credibility and potential. Deciding early on to do the right thing, going above and beyond what is asked, and becoming the best person, friend, student and employee that you can be is the first step in developing your personal brand. Learn as much as you can from others: Talk to your fellow students, professors, work colleagues, friends and family. Always ask questions, but more importantly, listen. Learn when you can add value and when you can take away new understandings of ideas. Always live up to your potential and always do the right thing; this will put you on a path to success.

(Picture Source: Internet)
HRVietnam - Collected
Deloitte: Time Right to Reinvent human resources Profession in Oil, Gas

The human resources (HR) profession can take advantage of Australia’s changing oil and gas marketplace to evolve and improve how it meets the demands of the industry, according to Julie Harrison, human capital partner at Deloitte Australia.

Ahead of the professional services company releasing its 2015 Global Human Capital Trends this month, Harrison provided an insight into the top five issues and challenges facing the Australian oil and gas industry:

- leadership
- culture engagement
- learning and development
- workforce on demand
- reinventing HR

Despite being fairly consistent with the trends of previous years the extent of how important each issue currently is has adjusted to reflect an Australian industry now in a transitional phase.



Major projects in the country’s booming liquefied natural gas (LNG) industry are largely moving from construction to operations, while significantly lower commodity prices have forced substantial labor and cost cutbacks at all levels.
Timely for HR Reinvention as Australia’s LNG Sector Moves into Operations

Harrison believes this has created an opportunity for reinvention from a human capital perspective as the growing importance of leadership, organizational culture, and learning and development come to the fore.

“The timing is right to really take a good look at HR and do some great work to reinvent it by making sure it is really focused on being part of the business strategy,” Harrison told Rigzone on the sidelines at the Australasian Oil & Gas (AOG) Exhibition & Conference in Perth this week.

“Looking at commodity prices you have to be really focused on the size, scope and scale of the HR function, and what is right for the business and the environment.

“This would really be a great thing for the HR function to be doing, to be on the front foot about it instead of being forced to do it by the business.”

Deloitte’s research for the report has involved surveys and interviews with more than 3,300 business and HR leaders from 106 countries, with oil and gas a prominent industry reviewed in Australia.

Deloitte Emphasize Need for HR Professionals to Broaden Skillsets

From the Australian findings Harrison said it was clear that HR professionals needed to broaden their skillsets to become a more valuable asset to help oil and gas companies overcome the challenges.

“Companies are needing absolute specialists from a HR perspective and need to make sure that their HR business partners are acting very much as strategic business partners,” Harrison explained.

“Are they acting as HR analysts or business partners that are really helping to drive and align the business strategy?

“There are organizations that do this well and there are some fairly senior HR people that do it well, but generally speaking most are still on the backfoot and seen in the main as service deliverers, as opposed to really coming into the 21st century and being proactive.”

Harrison added that HR professionals were being challenged to move beyond what was comfortable to adopt new skills, with improved knowledge of operational data and analytics a key focus area.

“They are actually really valuable skillsets in HR and will help them to be more aligned to where the business is going,” Harrison explained.

“Looking at the style of organizations in the oil and gas industry they still seem to be very engineer centric, and engineers love data in general, so it becomes how do we from a HR perspective become more comfortable with the idea of using data to make decisions, which is what organizations are really looking for.”

By effectively achieving this reinvention oil and gas companies would, of course, improve productivity and lower costs within the business, Harrison continued.



With Australia falling behind its counterparts in both areas Harrison expected development from HR in this area to help the local industry efficiently move into the operational phase of LNG and adjust to the current market environment.

“The whole idea of directing employee engagement is fundamentally important, as is understanding cost structures,” Harrison said.

“Negotiating different deals as you move from major capital projects to operations, with different employment contracts, you can actually reduce costs as opposed to the project related costs. Those directives are what we are starting to maintain to manage the costs associated with that.”

By Ben Creagh | Rigzone Contributor | rigzone.Com

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