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Career Skills

Questions You Should Ask the Interviewer

Questions You Should Ask the Interviewer Now it’s your turn to ask! “What can I answer for you?” maybe one of the last things you’re asked during your job interview. You can expect your interviewer to ask you certain questions. Preparing talking points for typical interview questions might make you feel more prepared and confident. While each interviewer is unique, and questions may alter depending on the position and industry, there are a few common questions you should anticipate and prepare for, such as “Tell me about yourself.” It’s possible that not asking any questions will make you appear unprepared or uninterested, so prepare some questions of your own to ask the hiring manager. Prepare interview questions of your own to ask the interviewer ahead of time. You’re not just applying for this job; you’re also interviewing the employer to see if this firm and position are a suitable fit for you. Prepare a list of questions to ask during an interview. Asking questions is a great way to learn about the corporate culture and the job’s specific day-to-day responsibilities. It is because, if you’re hired, your first week or so won’t be filled with unpleasant surprises. In addition to highlighting some of your traits, skills, and experience, asking questions can help you demonstrate the employer why you’re a great fit for the job. What Are the Best Interview Questions to Ask the Interviewer? Here’s a list of questions you should ask the interviewer to make sure the organization is a suitable fit for your skills and interests. Responsibilities and Requirements How would you describe the position’s responsibilities? What qualities do you seek in a candidate? What are the most difficult aspects of this job? How long does a normal work week last? Will you be working overtime? What does a typical day in this position entail? What is the most critical task I must complete in the first ninety days? Is there going to be a lot of travel? Is it possible to relocate? Structure of the Office What is the size of this office/department? Who is the person in charge of this position? Can I meet them before deciding whether or not to accept the post if I am offered it? What is the management style of the company? Do you have a policy in place to assist new team members in settling in? Culture What are the most significant benefits of this position and working for this company? What do you think the nicest thing about working for this company is? In your point of view, what is your least favorite aspect of your job? What type of background do you believe is best suited for this position’s success? Promotion Why is this position open? Is this a newly created position? What did the former employee do if it wasn’t the case? What are the opportunities for progress and growth? How does one progress in a company? Can you give me an example of a career path that starts with this position? Do you offer opportunities for professional development? Mission & Goals How would you describe the values of this company? How has the company evolved in recent years? What are the company’s expansion and development plans? Read: How do Recruitment Agencies Work? (aesn.co.uk) Questions to Ponder Is there anything else I should’ve inquired about? Do you have any concerns regarding my credentials? Is there anything I can clarify about my qualifications for you? How soon can I start if you offer me the job? Can you tell me when I can expect to hear from you? Questions to Ask and Answer While you don’t have to ask all of the questions on the list, having a few solid questions prepared will make you appear as a well-informed and prepared candidate for the position. Here are a few more items to consider as you create your own list of questions. Stay away from “Me” Queries: “Me” questions put you ahead of the employer. Salary, health insurance, vacation time, works hours each week, and other privileges are among them. During an interview, you should try to show the employer how you can benefit the firm rather than the other way around. After getting the job offer, you can start asking what the company can do for you. Only Ask One Question at a Time: Avoid multi-part queries because they will only confuse the employer. Each question should focus on a single point. Avoid “Yes” or “No” Questions: You can find majority of the “yes”, “no” or other one-word answers by simply searching the company’s website. Instead, ask questions that will start a conversation between you and the employer. Ask Questions About a Variety of Subjects: Avoid asking questions about a single topic. If you just ask questions about your boss and his management style, for example, the interviewer might believe you have a problem with authority figures. To demonstrate your knowledge, ask questions about a variety of topics. Likewise, to exhibit your curiosity and enthusiasm in all facets of the position, ask questions about a variety of topics. Don’t Get Personal: While it’s a good idea to try to build a relationship with your interviewer, avoid asking personal questions about things that aren’t public. If you see a college flag on the employer’s wall, for example, you can surely inquire as to whether he attended that college. However, steer clear of queries concerning the interviewer’s family, color, gender, or other personal details. Also Read: Why You Need to Diverse Your Hiring Process (aesn.co.uk) Interview Questions You Shouldn’t Ask There are some questions you should avoid asking since they will cast a negative light on you. What does this business do? (Be sure to do your homework ahead of time!) When will I be able to take vacation time if I acquire the job? (Don’t reveal prior obligations until you’ve received the offer.) If I receive the job, will I be able to

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Career Skills

10 tips for nailing a remote job interview

10 tips for nailing a remote job interview Remote-first businesses have been pondering how to interview, hire, and train new employees without ever meeting them face to face for years, and you can learn from them and the people who have worked for them. If you’re applying for a job or just starting your hunt, you can improve your chances of getting the job by preparing for a remote interview. Remote workers are acutely aware of their communication style. They have their own protocol for meeting participation. They also encounter distinct issues and questions than office workers. While many people are new to working from home as a result of the pandemic, others (like me) have been doing so for years. Here are 10 tips to help you schedule, prepare for, and perform your best in a remote job interview, based on my own experiences and conversations with others who have been hired after remote interviews. Write in a clear, concise, and monotonous manner. When applying for remote positions, you’ll most likely communicate with the team by email first. Written language is a hot topic among remote employees who must pay special attention to how they communicate. Set away irony, humor, and subtleties. Make your statement as precise and succinct as possible. Make sure to make your LinkedIn profile look as well if you are referencing it in resume or email. Every email and message must be clear in both content and tone, not only throughout the hiring process but also while working remotely. No one wants to be left in the dark after reading a message “Is she irritated with me? Is it necessary for me to redo the work?” When people are separated by time zones and geography, a single cryptic message can quickly turn into something no one meant. Begin immediately to fine-tune your sensitivity to the team’s communication style. Pay attention to their writing style. To convey joy, bewilderment, or to explain their tone, do they utilize exclamation points and emojis? Pick it up on and, if you’re comfortable with it, reflect it in your responses. If you do, the team will notice, and if you don’t, they will as well. Don’t reply to every email right away. Finding work-life balance is essential for happiness and long-term success, according to successful remote workers. When a team expresses interest in you as a candidate, don’t feel obligated to respond to every email immediately, especially if it occurs after hours. The speed with which you respond is determined on the situation. Wait until the morning to respond to a non-urgent email that arrives at 9:45 p.m. However, if you receive an email late at night about scheduling an interview the next day and time is of the essence, everyone will appreciate it if you react as soon as possible. When you respond to emails promptly but not compulsively late at night, you demonstrate that you recognize the importance of work-life balance. That’s a quality that employers should look for in remote workers. Discuss time zone during interview Never assume someone is in the same time zone as you when organizing a remote work interview. Mention your time zone using proper language, as well as the difference between it and UTC, GMT, or your counterpart’s time zone. Don’t be scared to look these things up to make sure you’ve got everything correct. Keep in mind that some regions are affected by daylight saving time while others are not. Let’s imagine you’re in Brasilia and your contact is in Denver. You might say, “My time zone is Brasilia Standard Time (GMT -3). I’m 4 hours ahead of Mountain Standard Time now. Can we talk at 12 p.m. MST (4 p.m. BST)?” Always offer and confirm timings in your contact’s and your own time zones. It clears up any ambiguity and allows everyone to spot a time conversion issue. Propose a variety of ways to meet. When a potential employer inquires about your availability for an interview, offer several options. Provide your phone number, Skype ID, Google Chat Hangouts name, WhatsApp number, and any other information that is relevant. Although the team may already have a favored way, providing multiple options demonstrates that you are proactive in terms of facilitating communication. Again, remote workers are aware of this and will be aware of it. Set Up Your Workspace A video conference interview for a remote employment position is almost certain. Take a few moments to set up your workspace. Which seat will you take? How near will you be able to get your face to the camera? Is there a lot of noise in the room? Turn on your camera so you can frame your face and place your chair. If you’re using a laptop, raise it a few inches so you’re looking straight ahead rather than at an angle. Make sure you’re not backlit by the lights. Clean up the area behind you and turn off all notifications. Furthermore, if you’ll be presenting any resources, such as a portfolio or work samples, make sure to submit them ahead of time and have copies on hand. You’ll be able to quickly share your screen if prompted. Take a look at your appearance, camera, and microphone. In terms of arriving early and dressing appropriately, follow the same guidelines as you would for a typical interview. They’re interested in knowing if you have a dedicated workstation. Therefore, look at your camera quality, the way you have placed the camera. Similarly, also use a good quality microphone so that you voice sounds clear. Likewise, even though your interview is from home, make sure you look decent. Moreover, present yourself in a formal dress up and in your best behavior. Run a test to see if there are any updates available. Open the app you’ll be using 10 or 15 minutes before the call to ensure it doesn’t need to be updated. Then give it a try to make sure everything looks and sounds

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Recruitment

Why You Need to Diverse Your Hiring Process?

Why You Need to Diverse Your Hiring Process? The corporate world is an ever-changing place. You must hire a diverse workforce if you want your firm to succeed. It could be the most beneficial thing you ever do for your company. It is important for the company to choose people based on their skills, education, and creativity. Moreover, it ensures that this process has reduced the impact of biases regarding a candidate’s age, race, gender, religion, sex, and other features. A diverse workforce will ensure that you follow all legal rules. Along with that, it also lowers your risk of being sued and will also help your company financially. Did you know that businesses with more diversity tend to be more profitable? What is diversification in the workforce? Diversity in the workplace refers to a company’s hiring of a diverse group of people with various traits. For the non-technical definition, we recruit greater diversity when we hire a group of people at once rather than one person on a regular basis. If that same recruiting manager were to hire three Accountants, they would be compelled to look at that panel of hires and observe that everyone looks the same, increasing the likelihood that they will give positions to a more diverse group of candidates. This truly explains why so many firms struggle to boost their diversity recruiting because most of us don’t hire a large number of people all at once. Most companies have one position open, such as an accountant. When the hiring manager is ready to make a decision, they will very certainly hire someone who is similar to them. Apart from increasing profits, there are various more reasons why your organization should hire a diverse workforce: New ideas Everyone perceives the world in their own way. A diverse workforce brings new perspectives, new ideas, and increased creativity. When you hire with people of different backgrounds, they come up with different ideas. The major objective is to bring out the creative side of the employee. Increased creativity Workplace diversity increases the pace of innovation. According to studies, inclusive businesses are 1.7 times more likely to be market leaders in terms of innovation. Employees in a diverse workplace are exposed to a variety of opinions and worldviews. When these varied views are combined, they frequently come together in unexpected ways, allowing for innovation. Improved problem-solving speed Companies with a more diverse workforce solve challenges faster. Employees from various backgrounds have a variety of experiences and perspectives, which allows them to bring a lot of possibilities to the table. As a result, the best solution can be selected sooner, resulting in faster problem-solving. Read How to Structure Your LinkedIn Profile (AESN) Make better decisions Diversity in the workplace leads to improved decision-making. Researchers discovered that diverse teams outperformed individual decision-makers up to 87 percent of the time when making business decisions. When people from various backgrounds and viewpoints collaborate, more ideas emerge, resulting in better informed and improved decision-making processes and outcomes. You might want to go through How do Recruitment Agencies Work – AESN Increased revenue Companies that have a more diverse workforce make more money. A research discovered that found out that organizations with more diversified top teams were also top financial performers. Companies with a diverse staff make better decisions faster, giving them a significant competitive advantage. As a result, businesses with a diverse workforce earn greater commercial performance and profits. Increased employee motivation Employee engagement rises when the workplace is diverse. According to certain studies, diversity and inclusion lead to increased involvement. Staff engagement and workplace diversity connect in a simple way. When they feel included, they are more engaged. Employee turnover is lower Employee retention benefits from workplace variety. Companies with a varied workforce are more open to alternative viewpoints and individual qualities. All employees feel accepted and valued when there is diversity in the workplace. Employees who feel accepted and valued at work are happier at work and stay longer with the organization. As a result, businesses with greater workplace diversity have lower turnover rates. Improved company image Companies who focus on fostering and encouraging diversity in the workplace are taken socially responsible, which leads to a higher brand image. Diversity in the workplace also makes your organization appear more fascinating. Finally, having a varied workforce makes it simpler for a wide range of people to relate to your firm and brand, which opens doors to new markets, consumers, and business partners. What Recruiters want to See in your CV (aesn.co.uk) Better hiring outcomes Diversity in the workplace improves a company’s staff brand and makes it more appealing to employees. Workplace diversity is a valuable advantage for attracting top talent from many sources. According to a Glassdoor survey, 67 percent of job searchers believe that a diverse staff is vital when evaluating job offers. Adaptability The world and your business change more quickly than you might conceive. You’ll be better ready to adjust to the unexpected if you have a diversified workforce. Increased Employee Retention While working with similar people may feel more easier at first, employees who work in a diverse team are more effective in the long run. They are encouraged to stay because of their accomplishment. Similarly, reward system among them also encourage them to compete in healthy manner. Likewise, diversification create a good work environment which is a additional factor for retaining employees. Read: What To Include in Your CV- AESN At the end As an HR manager, you should treat everyone fairly. Make hiring diverse team a priority to help your firm reach its great potential. Many business owners are beginning to see the importance of having a diverse workforce and the several advantages that come with it. According to a recent poll, 85 % of UK businesses regard workplace diversity to be a priority, with all of those who agreed to diversify their own workforce. Likewise, you can acquire applicants with a wide range of

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Career Skills

How Do Recruitment Agencies Work?

How Do Recruitment Agencies Work? Job-finding can be hard. You might have the skills but may not find the right job. Employers may also want the right candidate for their team. Recruitment agencies come as a bridge between such employees and employers. You could have watched their ad. Recruitment agencies help match job vacancies to suitable candidates. Recruitment agencies are the organizations that find and provide jobs to people. They work with companies and people for connecting them. Most of them charge a fee if they provide jobs to a person on a $x/month basis. They have the following features: 1. Technological resources 2. Approachability 3. Expertise in fields 4. Tracking and Integration Recruitment agencies help beat the global labour shortage. But, you might wonder how recruitment agencies work? An employee using recruitment agency POV 1. Applying and connecting The first step is to find a good recruitment agency. You can ask your colleagues or friends too. One can also research them on the internet. Check if they provide your career path and how they can help you grow in your career. Put the time for the job in check. You may need to pay a certain amount of money for agreeing to their terms. Make sure to check out their conditions. Some fake agencies have no plan to fall back on. And you can get stranded without a job paying the cost of an agency. 2. Contact and matching The people at the agency will then create your profile and forward it to recruiters. You should provide your CV/Resume in this step. The staff will gather as much information as possible. You’ll have better chances if you become as honest as possible. They should try to match you with the best-fitting company. You might get interviewed or called in this step. They’ll contact you if you managed to impress them. Agency will reach with companies. They may also have a third party to provide and send suitable candidates for the job. [Also Read: What Recruiters Want To See In Your CV] 3. Rapport building The recruiters receive your documents here. They set up phone calls or interviews with you. Then, you may have to pass more tests. Now, your agency will have a certain deal with the employers. The hiring process can depend on companies and job structures. Agencies generally take employees in groups to save time. They will cut a certain part of your income as a cost to the recruitment agency. You are then onboarded on the company. But, you can still deal with more than one recruiter. Now, you should stay in touch with your recruitment agency. 4. Upskilling Recruiters hired you. You provide your value to earn experience and money. Now, you’ll need to learn more skills. Most recruitment agencies provide upskilling programs for their clients. It helps you to expand your services and transition. Thus, it is necessary for both recruiters and agencies. Why?: Employers don’t want to hire people for the same position repeatedly. Agencies earn more commission when a person stays in the same company for long Companies can have a good relationship with recruiters once they find a certain number of employees Now, let’s learn about the agencies: 1. Charge The charge taken by agencies depends upon the type of job-timing. They are: a) Temporary worker fees Agency charges the candidate hourly/daily for its services. b) Temp-to-perm fees Fees for changing a temporary contract to a full-time contract c) Permanent placement fees Taking fees when a client gets a job. 2. Building connections The agencies provide clients with counsellors from their field. They provide critical feedback for their respective field of interest. You as a candidate have to stand out from the rest. That way, you can build a good connection with mediators. The mediators talk with both recruiters and applicants. They are one of the most important levers in this process. Agency does marketing, and advertising and selects the best jobs for your need. They should research and find out the experts in their fields. This reduces the hiring time and simplifies the selection process. A single agency may provide you with your dream job. You can double or triple your chances by associating with more than one agency. Choosing the right plan for each agency is essential. So in conclusion, Recruitment agencies are essential in the modern-day world. The internet and advancement in technology have simplified and automated work. Agencies still need a lot of human resources and intelligence. Research and learn about agencies before indulging in recruitment agencies. Also read: How to excel in an interview You may also be interested in the following articles:- Recruitment Agency in UK Job providing agency in UK Agency that provides job in UK Agencies near me / Uk How to get jobs in the UK

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Uncategorized

5 Questions Agencies should ask Payroll Service Providers

5 Questions Agencies should ask Payroll Service Providers Payroll service providers are companies that assist you in dealing with your payroll. In this busy world, you need to do many kinds of stuff at one time. Automating your tasks can save you time and money. Payroll service providers also help reduce taxes penalties from people’s payroll. Many organizations are opting for a provider nowadays. A small error is also not entertained in the money business. A study shows about 74 million people are paid on an hourly basis in the U.S. . There is a presence of many payroll service providers currently in the market. The right provider is subjective to company size and structure. You’ll get the right direction, guidance, and expertise to reduce risks. You can save costs and focus on your main business by getting a provider. Now, ask these questions when employing a new payroll service: What is the cost of your payroll service? The cost of a product or service is an important aspect. This is true in the case of payroll services too. Calculate how much you can invest in a system for payrolls. Learn how much you can invest in your business. Payroll service usually comes with an employee or two. And the cost adds up with the number of employees. Mention your previous service’s cost when dealing with a new one. Most providers charge on a monthly basis. The costs become higher with your company’s volume. If you’re a small company starting out, check out average rates online and compare. There are three common approaches: Per Employee Per Month Fixed Pricing Per Frequency The rate of payment comes in the range of $20- $100. Discuss payroll delivery charges too. 2. Can you show me a sample? The sample stub of a payroll provider should be concise and clear. The stub should separate all entities. A stub should show: Employee name Pay period and date Hours worked Gross pay Deductions Talk about data security and anonymity. Learn about the medium used to send payrolls. Mention your company’s size and the growth ratio it demands. You can also demand to see demonstrations and integrations before signing the deal. Find out if changes can be made after reporting the payroll. Processing delay is usually preferred in this case. 3. What services do you provide, and what are their types? Payroll service providers have different options. It depends on your firm’s size and operations. Choose the option which is viable for your organization. Discuss organizational budget and plans with your team. Reach a decision and only take action about the system. Payroll services are automated using the software. Ask questions about software’s efficiency and learning curve. Some providers give you the customizability of the application. Discuss security of user data and information online using the software. 4. Will I need a customer service representative? Small businesses have a lot to focus on. They have a less number of employees. The tasks are high in amount. Having a representative is helpful if you’re starting out. Most providers provide packages with a representative. Negotiate with providers about the package. In the case of a larger company, the software system should be intuitive enough. You can outsource the position of representative or system admin. Also, request the consequences of wrong entries by the representatives. By having a representative, you and your employees can focus on other ‘important’ tasks. 5. How hard is it to start a partnership? Your company might be in starting phase. Or you feel the need for a payroll service after some time. Inform the providers about the state that you are in. Mention the ideal time to handle your accounts. Now, ask them their best approaches to joining your company. Learn about their previous approaches to other companies. Take a good amount of time learning the best approach for your partnership. Most agencies join payroll providers at the start of the year. Discuss the timeline with providers around financial activities in your office. Choosing a payroll service provider can be hard. But, you can reap benefits when you choose the right one. Remember, you’ll still need to be attentive and check their policies. Conduct policies review and partnership meetings on a semi-annual/annual basis. Keeping a payroll service provider is beneficial in both the short and long term. Choose a good provider to optimize your accuracy and costs. Also read: How to excel in an interview You may also be interested in the following articles:- Recruitment Agency in UK Job providing agency in UK Agency that provides job in UK Agencies near me / Uk How to get jobs in the UK

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Uncategorized

What Recruiters Want To See In Your CV

What Recruiters Want To See In Your CV If this is your first time applying for a design job, you know how confusing it can be. And if you’ve never been through the process before, you really don’t know what to expect. However, just remember one thing: Your CV is crucial. I’m sure you’ve heard that before. Numerous times in numerous different articles and books. We all know it’s true though. I mean, recruiters and employers want to see experience in there – that goes without saying – but what do they want to see specifically? However, to ensure that you make a great first impression. You will have to include the most important things, which a recruiter wants to see on a CV. This guide will help you understand exactly what you should keep in your CV and what not to. Tailor your CV to the job you are applying for and for recruiters: This does sound “obvious” doesn’t it? Yes. Well, you will be shocked to find out that a lot of candidates make the mistakes. They put unnecessary information that does not relate to the job they are applying for. Recruiters like it when potential candidates put just the exact information. They like what is needed, like relevant experience, a desire to do the job that is being advertised. Before you hit that ‘submit’ button, make sure that your CV is tailored to the job you are applying for. Be selective about the information you include for recruiters: As a potential candidate, you should not put information in your CV that may come back to haunt you. For example; Never put your full address or your picture in your CV. Why you ask? This is because having a photo of you opens up to a lot of discrimination. Whether intentional or unintentional. The way you look will not hamper how you do your job so your photo should not be in your CV. As far as address goes, you would not want someone knowing “exactly” where you live now.Do you? So, do not put this information. While drafting your CV, you should select relevant information and opt out of putting any details that seems unnecessary. List your work experience in chronological order to show recruiters: A recruiter receives huge volume of applications. Just for one role so you should make sure that the first work experience they see is relevant to the position you are applying for. If you are looking to work as a Social Media Manager. But the first experience that you have put in your CV is about a ‘Food Taster’, then the recruiter will discard without even taking a second look. Your most relevant experience should be at the top, followed by recent work experiences. For example: Social Media Manager will be at the top, followed by your previous experiences, differentiated by dates. [Also Read: What To Include In Your CV] At the end, As a graduate recruiter you can receive a huge volume of applications. That is for just one role and so you need to have a clear list of essential skills or experience that are a prerequisite for the role. The first thing I do is briefly scan to see which of these they tick. If they tick most of the boxes then I will usually call them as soon as possible or read further into their CV. Things I look for in their CV are minimum educational requirements, relevant experience. Also, a desire to do the job I am advertising and the ability to work in that location. From an applicant’s perspective, they can identify this list from the job ad and any information they have about the company. More on what recruiters want to see in your cv: Once you know this it’s all about making it leap off the page in the first ten seconds someone looks at your CV. A great way to make these obvious to someone scanning your CV is to put it at the top so it’s the first thing they read. For example, “Having just graduated from a UK top 10 University with a 2.1 in Economics. I am now looking to work for a large multinational corporation within the finance sector in London. My previous internships within this sector have given me a passion for this as a long term career.” Something like this tells me they match what I am looking for before I even read the CV. And, I am then just looking to the CV details to back this up. Specific and matching information is much better than the usual “I am a confident, motivated, punctual…” which is something your interviewer will be the judge of! 2) What are major CV mistakes that recruiters and you notice when you’re looking for potential candidates? Clearly stating at the top of the CV they want to work in another sector or job than the one they have applied for is a common mistake. This tells me immediately the role I am recruiting for is their plan b, or c and in this job market that is an immediate turn off. I want candidates who are going to commit to the client and be a long term and beneficial employee and that won’t happen if they have somewhere else they really want to be. Also, presentation of CVs is very important. If a CV looks bad the implication is that the candidate is bad and they are either too commercially unaware to know how important a CV is or too apathetic about their job search. At the end, Some examples of ‘bad presentation’ include shabby formatting which makes it hard to read and follow, bizarre pictures, floral borders, a Graduate CV that covers six pages or just no content at all. Consistent formatting with bold headlines, clear dates and headlines such as achievements, awards, education and duties really

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CV Building

How To Structure Your LinkedIn Profile

How To Structure Your LinkedIn Profile LinkedIn is one of the powerful networking platforms of the modern century. It represents a person/student’s academic and professional history and experience. It need not be said that LinkedIn is a very important platform for job and employee hunting. But many people don’t seem to use the LinkedIn platform to the fullest to get their desired results. It is not that hard to set up a LinkedIn profile but it needs some work to establish a proper professional structure. Now, we can move to the part where we structure a LinkedIn profile, actually a high-quality, recruiter impressing kind. Professional Profile Picture Concise but precise introduction and summary Describing accomplishments both professional and personal Building a community Reachability Professional Profile Picture LinkedIn is essentially a business networking platform where people get connected from different walks of life. The first impression of a profile includes the profile picture. Hence, it shouldn’t be your last photo on a beach or a cool selfie. It should be a professional photo, essentially having qualities like having good quality, recently taken, and a business casual side of attire. The clothing aspect is dependent on the industry you are working in or the level of formality required. Concise but precise introduction and summary Suppose someone wants to connect to you, but they don’t get a clear idea about who you are and what you do, that can be a very bad first impression. So, going on the Edit Button section on profile; one can write their name, address, small bio, experience, and other things. This section of a LinkedIn profile is very important and some time and thoughts ought to be given. Your connection will then get to know you better. Describing accomplishments both professional and personal Now that you have set up your introduction and profile summary, this is the time for flaunting your achievements and education levels. This includes the university you’re going to / went to, your job history, your skills, and badges. For example: If you’re a sophomore student having some skills in note-taking apps such as Notion, you can write your education level as College Name/ Sophomore year and list Notion handling as a skill on the skills section. Building a community Now that we’ve built a profile, it is incomplete without connections with people. It can be with people you admire, people you’ve worked with/ are working with or people you aspire to work with. This part of the profile shows where you land in searches and how people perceive you like a profile. This is very subjective and there is not a fixed blueprint to what to follow. Reachability The final piece of the puzzle includes the online presence of your LinkedIn profile. One of the ways is to set a custom URL for your LinkedIn profile. Rather than some random gibberish, you can set your URL to www.linkedin.com/yourcoolname . It will surely help you embed your profile in your resume/ CV and look a tad bit professional. [Also Read: What To Include In Your CV] If I was to build a LinkedIn profile from scratch, I would consider the following factors: Urgency: When does it need to get completed? Persona: Who is it for? A student, professional employee? A retiree? Purpose: What is the major goal? Get jobs, provide jobs, increase network size? Now, I would follow these steps to create a LinkedIn profile from scratch. List your accomplishments, skills, experience, education, and interests and compile them in a note-taking application/ paper You can write all your information, essentially a bio-data in a document or just handwrite it. This step of building a profile heavily relies on your CV/ Resume where you have a basic idea of who you are and what you can do and have done. Also, adding other elements of your professional and personal experiences will enrich your LinkedIn profile. Perform brainstorming on profile titles and introduction as to how people perceive us You can talk with a friend, a mentor, professor, or a family member about how you appear as a person in finding strong points. Then, you can write it and make it as precise as possible on the profile. Sign up to LinkedIn You can then join LinkedIn using your email address. It is a very simple process and guides new users along the way to set up the profile. The instructions are in layman’s terms and are not time-consuming. Set up the profile picture and profile information tiles Then, you have to insert a professional picture of yourself on the profile. And add your details in the introduction and summary tiles. In this step, you have to be as clear-cut as possible. Mention details about who you are and which avenues you like. Describe academic and other accomplishments Now, write where you have studied, where you have worked and experience gained. This can give recruiters or employees have a clear idea on the head about what sector you’re involved in and how your connection can be valuable. List your skills and achievements Show your work and achievements. Mention that summer internship you did in 2019 or that Rotaract volunteering experience or that Photoshop course you completed. Connect with people you find inspiring and uplifting Now, explore people on LinkedIn and find people and organizations of your interest. Connect with them, cold text them, and learn about what it takes to reach and increase your network. Do all of this process with a mentor or a friend You can take the help of your mentor or even a friend who has already set up a LinkedIn page to show how things work around here. This will make the process less stressful and efficient. When there is someone, you can always rely on, you don’t find it hard to do mistakes. And the more mistakes you do, you can learn from them. If you follow

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CV Building

What to include in your CV or resume?

What is a CV? A CV, which stands for Curriculum Vitae, is the most important document which you need when applying for a job. This document allows you to summarize your education, skills and experience, to enable to you sell your abilities to prospective employers. Normally, a lot of organizations ask for a “cover letter” alongside your CV. It does not matter how qualified you are for a position or if you have experience – if your CV is poorly presented or written badly, you are going to have problems getting the job or even an interview. How Long Should Your CV Be? In the UK, the standard for a CV is two sides of a A4. That said, one size does not fit all the needs. A recent graduate with minimal to no experience may only need one side of a A4. However, there are some who might need a three-page CV, especially for high-level roles or for people who have gained a lot of experience over the last five to ten years. To save spaces, only include the most important points; such as your education and experience. Always stick to putting relevant information and not repeating stuffs that you have written in your cover letter. If you are having trouble editing your CV, ask yourself if the information you read intrigues you. If not, then remove it. Also, if the information is not related to the position you are applying for, remove it and if you have stuffs that are more than five years old, summarize it. Why Do We Need A CV/ Resume? Your CV/Resume is a marketing tool. It introduces yourself to potential employers, lets them know about your qualifications and will help you in securing an interview. Your resume is a marketing tool. It introduces yourself to employers, presents your qualifications, and helps to secure an interview. Your resume provides a summary of your experiences, abilities, skills, as well as your accomplishments. [Also Read: What Recruiters Want To See In Your CV] What Should You Include In Your CV? Contact Information – You should include your full name, email address and mobile number and the state you are living in. Profile – This is a statement which highlights your key qualities and helps you stand out. Normally, this is placed at the beginning of a CV and relevant achievements and skills along with your career aims are presented. A good CV profile focuses on the sector you are applying to, while your cover letter will be job-specific. Work Experience – List all of your work experience, in the reverse order. Make sure you only mention those that are related to the job you are applying for. You should include your job title, name of the company, time you were employed and key responsibilities. If you have a lot of experience, make sure you put this section before your education. Education – Always list an date all of your previous educations (including the grade and major). Place your most recent one first. Soft Skills – These are the interpersonal skills which characterizes a person and their ability to maintain relationships with others (like colleagues, friends, etc.) For examples skills like : Leadership, Teamwork, Communication Skills, Work Ethic, etc. What You Should Not Put In Your CV/Resume Now that you have read what you should have while building your CV, its time to read what stuffs you should never put in your CV. This stuffs will make recruiters/potential employers feel like you are not too serious. A Photo: Having a photo of you opens you up to various lines of discrimination, whether it is intentional or not. Your appearance will not hamper your ability to do the job, so your photo should not be on your CV. Your Address: When you list your address, it gives the hiring manager another reason to not consider you – your location. You do not want anyone to know where you live “exactly”. So just keep the state you are living in instead of your full address. “References Available Upon Request”: Unless specifically requested, mentioning this statement is unnecessary. When an employers wants your references, they will ask for it; which will not happen until after the interview has taken place. Unrelated Previous Jobs: You should always show your potential employer that you are interested in focusing on what is relevant to them by removing extra information from your CV. DATES: Unless you are mentioning your work experience, it is better not mentioning any other dates, especially your DOB. This is because there is a chance you might be discriminated based on your age. Typos or factual errors. You should spellcheck your resume before you send it, double-check everything that you have included in your resume. Fancy formatting. Stick to easy-to-read fonts and formats. This makes it easier for recruiters to review your resume as having too much graphics in the CV can get distracting. Reviewing your resume Having someone else review your resume is extremely important. Make sure you use someone who will actually tell you if they think something isn’t right. People you could ask include: Co-workers Former employers Teachers Career guidance counselors Your parents, family or guardians Also read: How to excel in an interview You may also be interested in the following articles:- Recruitment Agency in UK Job providing agency in UK Agency that provides job in UK Agencies near me / Uk How to get jobs in the UK

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