Tel Aviv University Job Fair Wednesday May 26th 2010

Tel Aviv University Job Fair Wednesday May 26th 2010 8 Tel Aviv University celebrates the 30th year of the biggest annual job fair in Israel. Who Although aimed at students and graduates, the job fair is open to everyone and covers all industries in the Israeli job market. If you're not a student or graduate, there are still good reasons to go, as you can see below. Update 28/04/10: Merav from TAU just confirmed that the job fair is not only aimed at people in the Mercaz. There are already companies lined up with openings in the North and/or South. She promised to give me a complete listing of all attending companies in the week before the job fair, so look for that later. What Like in past years, dozens of companies will be searching to fill hundreds of jobs.eval Companies will be organized into 4 zones by industry: Tech Zone â€" jobs in hitech, biotech, engineering, etc.eval Business Management Zone â€" positions in business, finance, accounting, etc. Multi-disciplinary Zone â€" everything else in the private sector. Non-profit Zone â€" jobs and volunteer opportunities with NGOs, charities and other types of non-profit organizations. This zone layout is slightly misleading. For example, an opening for an marketing job at a tech company could be found in the Tech Zone. Plan to visit multiple zones. Where Tel Aviv University Ramat Aviv, North Tel Aviv Tel: 03 640 9395 Directions and access information Campus map Google map You can register online (Hebrew) or at the event itself. Entry is free. Every visitor will receive a catalog with information and a list of all the companies presenting at the job fair. When Wednesday, May 26st 2010, 10am â€" 6pm The fair organizers recommend arriving no later than 5pm. Why @dimitri_ang recently asked me on Twitter: “What's your view on the effectiveness of ‘job fairs'?” My response was: “@dimitri_ang Job fairs are best for meeting recruiters job seekers in person while getting new job search ideas” Job fairs like this are also useful for: Getting feedback about your resume Scheduling interviews Stocking up on free pens and candy ?? Also, don't forget the 35+ Job Fair Success Do’s and Don’ts. Please share this information with any other job seekers you know of.

Start looking for summer internships now

Start looking for summer internships now Good internships are treasure troves no matter how old you are. They give you the opportunity to make a new start figure out where you fit, switch your career path, or just find someone who cares enough to help you make good decisions. That said, the big internship business comes from college students. Eighty-two percent of graduating seniors will have completed at least one internship, according to Mark Oldman, co-founder of Vault, a media company for career information, and author of Best 109 Internships. In the United States an internship is no longer an optional benefit but an essential stepping stone for career success. The time to start looking for a summer internship is now. Some industries, like finance and journalism, typically have deadlines in the fall. Other industries have spring deadlines. But regardless of deadlines, the earlier you start the better an experience you are likely to have. Brown University holds meetings in November to get students started on the internship process. Internships are a really important part of career exploration so you should start as early as possible, says Barbara Peoples, associate director in the Career Development Center at Brown University. No matter what your age, an internship can help you to know as much about what you do like as what you dont like. Its very hard to tell which sort of job youll be happy in, and Daniel Gilbert, professor of psychology at Harvard University, says working summers in a few different industries is a good way figure it out. Dont ask people, ?Does your career make you happy? because most people will say yes. Instead, observe people in their work to see if you think they look happy. Oldman points out that the benefits of an internship extend way past college. Increasingly recent college grads and even career changers of all ages are doing internships. They are a great way to ignite career interest. But they are also a low risk way to sample a new industry without committing yourself. No matter what age you are, you should follow the same advice for evaluating opportunities. Here is the list of characteristics that make for a good internship, according to Oldman: Substantive work. Mentoring opportunities. Some sort of pay. Chance for gaining permanent employment. Good quality of life. So, how do you get one of these plum internships? For everyone, the best source is, of course, your network. But in most cases, people have not been great at networking before they need an internship. For college students, the next best resource is the campus career center. A career center measures its success by how many students actually get jobs, so they have a vested interest in making sure you get an internship since that makes you more likely to get a job when you graduate. Besides, one of the most important aspects of succeeding in a career is learning to ask for help, so get started now, when the stakes are not so high. It might seem that you cannot go wrong in the internship department, but it is not without controversy. Many internships are unpaid toeing the line of labor laws and sometimes even crossing it. And some internships pay, but not nearly as well as, say, a summer job in construction, or a job corralling ten-year-olds at overnight camp. For people who do not have parental funding or a nest egg of their own, subsidizing an unpaid internship is often out of the question. But Peoples says that even if you are not doing unpaid labor in the field of your dreams, you can benefit from your summer work. You should know what you are seeking from a summer experience. Even if you are working at a summer camp, think about goals like becoming a supervisor or working in a different area. Peoples says that everyone should have learning goals. And in fact, the process of crafting goals for personal growth on the job might be the most important internship lesson of them all.

Why Human Insights Matter for Employer Brands

Why Human Insights Matter for Employer Brands How can we go about getting true human insights to uncover the authentic employer brand of a company? Jonas Fischer is the founder of PeerCulture, a new kind of employee content research company based in New York. I recently spoke to him about interviewing employees to gain vital information that will help with culture and talent attraction strategy. Have a listen to the episode below, keep reading for a transcript of our conversation and make sure you subscribe to the Employer Branding Podcast. Tell us about PeerCulture and the story behind it. PeerCulture is a new employee content and research opportunity and is the best way I can describe it. The idea is new, but its very simple. We basically find or identify great employee talent in some of the most competitive industries like tech or finance and media, and we give them a platform to share their personal ideas, experiences, and opinions about working life. So thats it. We really think that employees that are in the trenches of everyday work have important stories to tell and we dont really see anyone telling those stories. So unfortunately, theres no sexy algorithms or artificial intelligence involved, at least not yet. But I like the idea because its simple. So by giving these high-performing employees an opportunity to share their stories, we achieve 3 things. The first is for the employee. They get to be featured in an interview from a third-party. Its a great personal branding opportunity for them, that they then share with their network. So for PeerCulture we produce the interview and the content, but its really up to the employee to market it for us, which I like because you tap into everyone elses network. The second benefit is really for the employer. They get a positive brand exposure opportunity from their employee thats outside of their own media assets, outside of their own channels. So if theyre savvy and if theyre in tune with their employees, its an opportunity for them to share an interview of one of their employees that got recognized for their work. And then the last thing, and the most important thing and really what we base our business on, is weve designed all these interview questions based on qualitative research principles. So really the result of conducting all of these one-on-one employee interviews is that were creating a continuous qualitative research project for employer brands to get to the attitudes and the values and the behaviors of what the young workforce is really thinking. So the great thing is, as an employer brand, you can go to PeerCulture.com and read the interviews for free and start to uncover insights of your own based on what your brand is about. How do the projects work? What we do is its continuous, so were always finding people and our model is interesting in that we ask the people that we interview to nominate their peers, which is the idea behind PeerCulture. So they nominate people from other companies, so were always interviewing people. How it works is the questions we post on our website are maybe 40% of the interview, and the other 60% of the interview are questions that some of our partners want to know, so we can get more specific and really custom or tailor a qualitative research project based on those objectives. We have this free version where we post more of the value-driven questions that are relevant to all brands, but then behind the scenes were also asking these employees more specific things to help our partners. When we interview people theyre not in a research mindset. Were actually interviewing them for a personal branding opportunity. Theyre being featured in an interview. So what we get from that is a more honest response and the stories get a little more personal because theyre not sitting in a focus group and theyre not under this shadow of, Im doing research and Im eating a bologna sandwich and getting paid 100 bucks kind of thing. Why do human insights matter? I think the goal for any employer brand, and consumer brand for that matter, is to connect with their audience in a way that goes beyond the rational offering of your product or service or employer brand, and to achieve this meaningful connection I think you need to understand your audience at a deeper level. You have to go from what motivates them to why it motivates them. And I see a lot of brands and a lot of companies, especially companies Ive worked for in the past, who just didnt have access to these qualitative in-depth audience insights. They rely on survey data or market research and they have to make the leap themselves. So what I wanted to do is, I wanted to be able to tap into the belief systems of employees, and their behaviors. So when we talk about human insights, were trying to go deeper than that quantitative data to understand the context and the experiences below the surface that most of us already know about. Which  employer is getting this right? Well, I think there are several companies that have amazing corporate cultures based on human insights, but there are the usual suspects like Google and Facebook and Netflix, etc. and I dont like using them in examples too much because I think those kinds of companies were founded during a time when the whole philosophy of corporate cultures was shifting, and they were able to build their cultures from the ground up with an employee-centric model. So I like talking about the older companies that now have to compete with them, because thats where its interesting. Thats where employer branding gets really interesting for me. Companies like Generic Electric and IBM and Cisco. In the UK I like what Virgin does. That might be cheating because they have such a big brand thats been so popular. But Ive observed what theyre doing and I like it and I actually went to their site to see how they talk about it. And their grand purpose is changing business for good, which essentially means they put people and the planet alongside profit, which is basically what weve been talking about. So I think they get it and I think as far as a company going all-in, I think that they walk the walk and talk the talk from the top down. So yeah, I think the Virgin Group does a really good job. You could have the best brand strategy and the best implementation plan, and Im sure youve experienced this many times, but if you dont get buy-in from the leadership and the core influencers at the company, then its almost impossible to really execute an employer brand. Follow Jonas on Twitter @Peer_Culture  and subscribe to the Employer Branding Podcast.

Working Abroad University of Manchester Careers Blog

Working Abroad University of Manchester Careers Blog With immigration making lots of   headlines over the last few weeks I wouldnt blame anyone for thinking that the UK is the only place people want to live and work. Of course this isnt true, after graduating many people choose to live and work outside of the UK. If youre considering working abroad the resources below will help you find and apply for jobs. How to find vacancies research employers Finding opportunities abroad can seem daunting but here are a few ways you can research international employers and find vacancies around the world Our country pages have lots of information about finding opportunities across the world and links to vacancy sites in different countries. LinkedIn is a useful tool for exploring opportunities across the world and for connecting with both international employers and alumni. This video will show you how best to utalise LinkedIn to research and find employers. GoinGlobal (Accessible through CareersLink) has a section listing global job and internship opportunities. Employer websites Interested in working for a specific company? Multinational organisations will not only list   opportunities in the UK but also the vacancies that they have globally. Applying for vacancies When applying for vacancies youll need to follow the conventions of that country. The following resources explain the dos and donts of applying to jobs around the world. GoinGlobal (Accessible through CareersLink) has CV and Covering Letter guidelines for 45 countries around the world. In the Careers Library we have a resource called the The Global Resume Guide which has CV, Covering Letter and interview guidelines for over 30 countries. Our website has information on writing a 1 page resume essential if applying to roles in the USA. Issues to consider Moving abroad is a big step so before making your final decision youll need to consider a number of things including: Visas Youll need to use the relevant embassy website to investigate the visas that you may need well in advanced of you planned move. Language Will the be a language barrier that youll need to overcome? If so how do you plan on doing this? Pay Youll need to ensure that your pay will cover the cost of living. Remember to take into account expenses such as accommodation, travel and food. Family How will you cope with being away from your family and friends? Living far away may make it hard to see them very often will this bother you? Use the Stating your career in.. guides and the advice from TARGET Jobs for more information about the practicalities of living and working abroad and other issues that you might need to consider. ·   All Graduate Graduate jobs

Marc as a Guest on Think, Believe, and Manifest! [Podcast] - Career Pivot

Marc as a Guest on Think, Believe, and Manifest! [Podcast] - Career Pivot Episode 33 â€" Marc Miller appeared on the Think, Believe, and Manifest! Online Radio Podcast, with Constance Arnold. This episode is an edited version of that show. Description: In this episode, Marc says he has been getting tremendous feedback from his appearance on the Think, Believe, and Manifest! Online Radio podcast, and he decided to use it as an episode of the Repurpose Your Career Podcast. This time, Marc is the guest! Marc shares career pivot advice and anecdotes from his own career and the pivots of his clients, with host Constance Arnold. Listen in for a refresher course on how to plan for your career pivot. Key Takeaways: [1:31] Constance Arnold introduces Marc and he goes over his history at IBM, a startup, and his near-fatal bicycle accident, his high school teaching stint, his work with a not-for-profit, another startup, and his inspiration for a career pivot system. [6:15] Marc says people are living longer, and are often dissatisfied with the direction of their current career, so they pivot incrementally to get where they want. The most common way to do it is to repurpose their industry knowledge or their business skills. [7:45] Marc has an intern, Elizabeth, who found she wanted to change careers. She wanted to use her creativity. So she first went from permitting, to business development and marketing at the same company. Then she pivoted to a pure marketing role at a different company. Marc, in his seven pivots, used half steps. He explains that. [10:02] To pivot, first, “know thyself.” You are not the persona you’ve taken on at work. As you prepare to pivot, what skills do you want to carry forward, and what skills do you want to leave behind? Marc uses a practice from Susan Cain’s book, Quiet, ‘restorative niches.’ Schedule into your day something that will restore you, for self-care. [12:38] Sometimes you make a career pivot because you need the money. One in four people over 65 still have college debt, and it comes out of their SS. There has to be a balance between doing what society needs and doing what you want. Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [14:43] The second step in pivoting is learning not to make assumptions. Marc calls this “MSU Syndrome.” Marc talks about assumptions he made when pivoting to teaching high school. Several of his assumptions were completely wrong. He uses an example. [17:34] The third step is you’re not going to do this alone. Build a tribe â€" those people you can go to and reliably ask a favor and it be fulfilled. Who are those people? Many of us need a fan club. A fan club is those people around you who, when you’re making this change, and things don’t go right, they will cheer you onward. [22:14] Ask your weak ties for advice, insights, and recommendations. Asking for advice is a compliment. People will rarely turn you down. Ask what should I do next? Is there anyone you can think of I should talk to? [24:32] To help clients know where they want to go, Marc uses the Birkman Assessment. He finds out when they have been the happiest, and when they have been the most miserable, and helps them understand why. Be honest with yourself. Get a coach, or your spouse, or friend to advise you. [29:33] LinkedIn is a valuable tool to find people who look, taste, and smell like you, and where they are working. There is wonderful information in LinkedIn. Represent yourself authentically. [32:33] Someone looking for a career pivot has to be willing to ask for help. Be humble, be willing to move along and go with the flow. Marc gives some examples from past episodes of Repurpose Your Career. [38:52] The possibilities are unlimited. Marc puts people on the podcasts who have made the transitions to say, yes, you can do this. There are a lot of people going through what you’re going through. And they found ways to accomplish it. Mentioned in This Episode: CareerPivot.com/blog Marc@CareerPivot.com Contact Marc, and ask questions at: Careerpivot.com/contact-me. Marc is accepting new clients, so reach out to him. He will supply a link to his calendar to set up a call. Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey Think, Believe, and Manifest! Online Radio Birkman Assessment Quiet: The Power of Introverts in a World That Can’t Stop Talking, by Susan Cain LinkedIn Please take a moment â€" go to iTunes, Stitcher, or Google Play. Give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. CareerPivot.com/episode-33 Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Make a difference - or do something else - The Chief Happiness Officer Blog

Make a difference - or do something else - The Chief Happiness Officer Blog If you can not honestly say that your job is overall making life better for someone somewhere in some way that is meaningful to you, then you should be doing something else. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Writing a Cover Letter For a Resume

Writing a Cover Letter For a ResumeWriting a cover letter for a resume is an important part of any job search. It can be a very difficult thing to do, especially when you are inundated with resume after resume. However, if you truly want to land that dream job, you will have to find ways to stand out from the competition.A good example would be to write a letter that contains a bold and memorable headline. The headline should have some sort of special connection to the position you are applying for. This will help your resume stand out in the sea of similar resumes.Writing a cover letter for a resume should be written using a conversational tone. In addition, the letter should display your sense of humor. Keep it to a minimum, however, as your resume has to be representative of you. You will be the first impression for the potential employer.Another method of writing a cover letter for a resume is to create one that will highlight your strengths. This is a great way to get a short pa ragraph that will go over your experience, skills, and accomplishments. This will add to your resume by showing the employer that you are someone who is willing to put the necessary work into a project to get it done.Another way to use your talents to showcase your abilities is to make a statement in your writing. Always be sure to make your statement short and sweet. Of course, it should also go along with your resume.Using a catchy title for your cover letter is a wonderful way to show the world what you are all about. Make sure that your title includes the name of the employer. It is only a matter of time before someone begins to remember your letter by that title, as a testament to your abilities.Finally, always use your personal touch. Even if you are applying for a job as a secretary, your cover letter should still show your personality. It should also include some of your professional knowledge, as this will be valuable to the employer.By following these tips, you will be abl e to make your resume stand out in the crowd. Remember, you will be the first person that an employer sees when he or she looks through the stack of resumes.