11 Elements To a Winning Campus Recruitment Presentation

I’ve recently started doing some Talent Management Consulting for a Technology start-up company in Singapore. An inspiring team of young go-getters, committed to investing in other start-up ideas they believe will change the world.

Coupled with their mantra of investing in innovative technology, they’re also becoming cognisant of the role people play in successful companies. As a result we’re working together onattracting the right talent into their organisation, and establishing a strong talent pool for further recruitment.

This of course involves a heavy University Relations campaign, and crafting your pitch to university students is key to a well received message. The best opportunity to talk at length about your company’s opportunities on campus, is via a recruitment talk. So, what exactly should an organisation focus on in this presentation? Below is a list of areas I’ve identified as pertinent. Continue reading 

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Workplace Etiquette: Leaving Your Job the Right Way

p>When an employee leaves the workplace, co-workers find themselves overloaded, absorbing some of the goner’s tasks until a replacement is found.

In other occasions, the person leaving is a manager or executive who has been in the company for a fairly long period of time. While they were working, things ran smoothly and everything was organized. But the moment they walk out the door, things go awry. People start talking about how good this person was and how things were easy when he was around but now that he or she has left, every day is a nightmare. You can miss the person and the steadiness associated with his presence when actually, when this happens, it means that this person got it all wrong.

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Think Those Trainings at Work are Cheesy and Childish? Think Again.

When you are working for a big organization training is something quite unavoidable, whether you like it or not. There are some of those trainings where activities consist in ice breakers and team building exercises. Now honestly, tell me how many times have you thought “please don’t” when the trainer introduced the activity?

Think about the last team building training or meeting where an ice breaker was used. Usually the memories shouldn’t take long to come by. Those trainings, done by -insert irony- “those guys at HR that have lots of free time”, tend to linger in your memory for two reasons:

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How To Use Twitter To Job-hunt

p>Twitter started off as one of those platforms that no one understood. Why would it be necessary to send a message to a group of followers about what I’m doing? Can’t I already do that via my Facebook status? Well despite it’s initial awkwardness being rolled out to the public, it can be quite a useful tool when looking for a job.

One of the most productive methods is to “follow” the right people, associations and resources.

Follow your favourite companies – Many organisations are now active in the twitterverse, not only tweeting about new products and services, but also about the latest career opportunities. In fact, they’ll dedicate a separate account specifically to disseminate relevant information about job opportunities. For example check out http://twitter.com/ShellCareers. This twitter stream is solely allocated to notifying all its followers of the latest career opportunities for Shell from all over the world. They’ll even post links to photos captured at campus events. Continue reading 

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How to Viralize Your Company’s Culture One Team at a Time

While writing my last post here on Gradkin I briefly talked about viralizing a company’s organizational culture but I never mentioned how to do it. Hence, here’s the follow up post where I’ll elaborate on that. The concept I’m going to rely on to make my point is memes.

meme is a unit of cultural ideas, symbols or practices, which can be transmitted from one mind to another through writing, speech, gestures, rituals or other imitable phenomena. Supporters of the concept regard memes as cultural analogues to genes, in that they self-replicate and respond to selective pressures -thank you Wikipedia-. Continue reading 

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NCC Employer’s Survey on Hiring Requirements

In a previous post I made public the views of thousands of NUS students about their career requirements. This article leads on from that and elaborates on what Employers consider in their hiring strategies.

As per the survey conducted last year, we can see that Passion, Communication Skills and Desire to Learn all reappear in the top 5, with Passion considered as the MOST important of these. Being Proactive and a Team Player are adjudged to hold prominence in the top 5 criteria also.

Some young job-seekers are at a loss when it comes to understanding what employers really mean when they look for “passionate” people. Continue reading 

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You Are Not Your Title

You can argue whether people change or don’t. But I’m pretty sure of something though. People’s essence, barring exceptional circumstances, remains the same throughout life, but there are manifest behaviors and characteristics that do change over time due to what we experience in our lives. These changes are driven by our environment, our self perception and how we position ourselves with respect to others. In other words, changes in how we behave are dependent on our social interactions and the setting we live in.

The workplace is no exception to this fact of life:  the way we are is influenced by what we do. As people move up in hierarchy the way they interact with superiors, subordinates and peers, change. During your career, you may meet several types of managers. Here are some of them:

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NUS Students’ Survey on Careers

The NUS Global Talent Forum took place again this year with some interesting findings from the Students and Employers Survey. The study was conducted in December 2009, and while the results could have been made public in a more timely manner, it does still largely represent the attitudes of students in the latter half of 2010.

The survey interviewed over 4,500 students from a good cross-section of faculties and year of study, including post-grad students.

It’s not surprising that the top 5 criteria that students consider now for job-hunting are identical to the previous year’s findings. The only differentiating factor is the order of importance. Continue reading 

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Young Employee – Old Company: How to Stay Motivated and Drive Change in an Outdated Environment

Being a Gen-Y employee working for a company that still lives in the 20th century  and where senior managers mistake Blackberries with Star Trek Tricorders can be a towering challenge.

Old company doesn’t mean that they’ve been in business for hundreds of years. Longevity here is not a factor, what I refer to is the way they do business. There are companies that have been around for ages but their culture is constantly forged using cutting edge knowledge and tech. On the contrary, some start-ups’ organizational cultures seem to be founded on medieval scriptures. Somehow, old companies tend to be a retention magnet for “old people” (leave age aside!).

The Matrix effect

Old companies often move at a pace that to you, may seem like bullet time. It’s not infrequent to see people complaining about how certain tasks consume their entire weeks. Strikingly, you can get those things done in 2 hours, which leaves you wondering if you are either Flash or there’s a time dilation field surrounding your desk.

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“No Reservations” – Personal Branding

As many of you know, Gradkin has teamed up with NUS’ Radio Pulze to deliver a weekly show on Careers for young people. Last week’s show covered Personal Branding and how it’s relevant in today’s age.

It’s a buzzword we’re hearing more of, and many young people seemed to be confused by the concept. Below are the main discussion points which we elaborated on in the live show, and our responses.

Personal Branding seems like a recent trend. What is your definition and how did the need for a Personal Brand arise?

Well let’s first look at the concept of a “brand”. A Brand is intangible and refers to the perception that is created in other people’s minds. For example, Nike and Coke are strong product brands – When I hear Nike I think of superior athletic performance for everyday people and Continue reading 

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