EAPP

• Resume


  Formal job application document that presents one's professional experiences, achievements, educational background, and skills
• Resume


  • First impression
  • Demonstrates your match for a position
  • Showcases your "value to your employer, value = skills, talents, education, & experience
  • Purpose is to get an interview
  • Preferred documents in business and industry
• Resume is used if you are seeking for employment
• Resume consists of one to two pages only
• FACTS TO INCLUDE in Resume

  • Name and Degree Program
  • Career Objective
  • Technical and Personal Skills
  • Education
  • Contact Details and References
  • Achievements, Responsibilities, Pre-Professional Experience
• Most significant part of resume

  • Top-half of page that must give evidence of a good match
• Value of resume

  • Increases with degree of match, skills = how employer views position
• Targeting resume

  • Target one's resume to each position you want to match
  • Job description is key to targeting your resume (skill key words, Summary of Qualifications)
  • Identify skills & strengths via Skills Assessment & Identification Exercise
• Resume Styles

  • Reverse Chronological Resume
  • Functional (skills) Resume
  • Combination Resume
• Reverse Chronological Resume


  • Most common
  • May include Summary of Qualifications
  • Past experiences listed with most recent first
  • Works well if experience is within the same field
• Functional (skills) Resume


  • Presenting skills and strengths
  • Used with short work history, recent educational degree, or several jobs used similar skills
  • Good format for career changers
• Combination Resume


  Experience is organized first by skill sets → projects → work history and education in reverse chronological order withing the category
• Curriculum Vitae (CV)


  • Details academic and professional accomplishments
  • More comprehensive than resumes and are often used for academic or research positions

  
• Curriculum Vitae (CV)

  • Latin for "course of one's life"
  • Detailed summary of academic background and degrees, job experience, research, publications… and other accomplishments

  
• Components of Curriculum Vitae (CV)

  • Contact info
  • Academic history
  • Qualifications and skills
  • Professional Experience
  • Publications and presentations
  • Awards and honors
  • Grants and scholarships
  • Licenses and certifications
  • Professional associations

  
• Difference between CV and Resume

  • Length: Resume = 1-2 pages, CV = 2-4 pages or more
  • Customization: Resume = tailored to specific job, CV = expands as applicant gains more academic achievements and professional experience
• Writing CV and Resume

  • Font size = between 10 and 12 pt, headings can be larger; typeface = Arial, Tahoma, Calibri
  • Use bullet points and consistent spacing
  • Include footer with your name and page number
• Cover Letter


  • One page (3-4 paragraphs) letter where you introduce yourself to an employer
  • Highlights interest in their organization and position, how you match their opening, and request an interview
  • Provides context for your resume
  • Explains why you are qualified for the job
  • Reflection of written communication skills
  • Most effective when it is tailored to position and employer
• Cover Letter Structure

  • First paragraph: explain purpose of letter/resume, how you heard about the position, show enthusiasm
  • Middle paragraph: what you can offer, context for experiences
  • Last paragraph: request interview, thank employer for consideration
• Interview


  • Derived from French word entre voir = to glimpse or to see each other
  • Meeting for obtaining information by questioning a person or persons
  • Conversation between two people where questions are asked by the interviewer to obtain information from the interviewee
• Purpose of Interview

  • Find if candidate has the right attitude and fits the requirement and company culture
  • Find the best candidate to fill a vacancy
• Types of Interview

  • Structured or direct interview
  • Unstructured or indirect
  • Semi-structured
  • Stress Interview
  • Appraisal/Assessment
  • Exit
  • Situational Interview
  • Job-related
  • Behavioural
  • Psychological
  • One to One Interview
  • Sequential/Serial
  • Group
  • Panel
• 1. P-E-N Framework for Answering Questions

  • P for Passion
  • E for Experience
  • N for Next
• Email


  • Short for electronic mail
  • Computer-based application for the exchange of messages between users
  • Primary means of communication among employees within an organization
• Components of Email

  • Compose - blank space for composing message
  • Address book - list of email contacts
  • Inbox - messages you receive
  • Sent - messages you have successfully delivered to others
  • Drafts - messages you have started typing but were not sent yet
  • Spam - unsolicited and unwanted junk email
  • Trash - deleted messages
  • Search Bar - type keywords to locate certain messages
• How to Write an Email

  • Recipient
  • Subject line
  • Greeting
  • Body
  • Closing
• Phone Calls and Video Conference are common sense
• Report


  Organized and objective presentation of facts needed to make decisions and solve problems
• Functions of Reports


  • Mechanism for monitoring and controlling organizational processes
  • Basis for decision-making in terms of policies and guidelines
  • Compliance with legal, procedural, and regulatory provisions
  • Creation of a document database for future reference
• Types of Reports

  • Routine reports
  • Internal reports
  • Informational reports
  • Long reports
• Format of Reports

  • Introduction
  • Findings
  • Recommendations
• Meetings


  Conducted to inform people about policies or operations, gather information, conduct training, resolve problems, or make decisions
• Planning for a Meeting

  • Create an agenda
  • Choose participants and attendees
  • Assign roles to your participants
  • Set a time and place to meet
  • Decide on a decision-making process
• Managing a Meeting

  • Start on time, end on time
  • Let participants speak
  • Manage personalities
  • End with an action plan
• Structured or direct interview - questions are specified in advance; also called as standardized interviews
• Unstructured or indirect - no set format
• semi-structured - flows like a conversation with general set of questions and specific topic areas
• Stress Interview - common for selecting for sales position; being put under pressure
• Appraisal/Assessment - discussion following performance appraisal
• Exit - employee leaves company for any reason