The application: The CV and the motivation letter. Whats in the - - PowerPoint PPT Presentation

1 Thursday, March 22 2018

The application: The CV and the motivation

• letter. What’s in the recruiters mind

A good presentation is crucial for a successful application! Some key elements to help you for a worthy CV and an efficient motivation letter.

Giovanni Luatti

Ticino Hotels Group Lugano, March 22 2018

2 Thursday, March 22 2018

Who is Giovanni?

Work Experience

• Executive Manager – Tourism / Hotel Industry – (owner)
• Executive Manager Official Public Tourism Board (MICE)
• Human Resources Manager & Deputy CEO (150 employees)
• Human Resources & Quality Manager - Hotels Chain (200 employees)
• Human Resources Director (International ) Pharmaceutical Industry - (600 employees)
• Human Resources Director – 2017 > Hotels Chain (350 employees)

Education

• Swiss Federal Certificate in Human Resources Management;
• Executive Master: Strategic Human Resources Management;
• Master International Tourism;
• Degree Business Administration;
• High School Diploma;

This is not a CV!!!!! My current role/duties

In Ticino Hotels Group the essential elements for a good candidate are: integrity, trasparency, ethics principles, teamwork, flexibility and innovation.

.

Human Resources Management: Compensation, Recruitment , Career development, Payroll responsibilities, internal communication, change management.

What I look for

But «remember» first of all we are persons.

I was born in Como (Italy). but arrived in Switzerland young, I’m Suisse from several years. I’m married and music it’s one of the most important elemnts in my private life. I really like my job and I’m very happy in my position.

3 Thursday, March 22 2018

……..Even a company has more than one candidate, they have to make the right choice………… ………..how do they do this?.............They make a test, an assestment, one, two three interview…….. Which is a good test or a bad test? Today, I would like to give you some information and elements (not solutions) useful to understand how Firms work in term of recruitment process and then have more elements to become a potential good candidate. Some issus in this session:

• 1. Company how they work and what they want; Along a company’s recruiting process how are the most

suitable candidates selected and which risk need to be controlled; Which selection criteria are typically used? What are the most commonly used selection methods? How can you determine the quality of a selection methods in term of objectivity, reliability and validity?

• 2. Pills and some elements to improve your CV and motivation letter
• 3. Conclusion and your questions.

4 Thursday, March 22 2018

In a selection process I must predict the future!! How can I know to predict your performance. How can I minimize the risk, the investments? Just one year later I know if you performance well or not?? This for a firma is an huge investment! In a recruitment process the point to start is: I need to feel a position!! But which is the different between position or a Job? The same job ex: product manager or hr manager, could have different position!! Why? Becouse the position, include the role in an organization, with different «responsabilities». That’s the key word!! So first of all the firm make a good job analysis useful to determinate: the Job Description!! We need to be clear and describe: 1. Requirements >> Competences; 2. Attractive Aspects >> Firm’s presentation, contract……etc

When these two points are clear we start to make a good Job Description ( we need to sell the position). After that we must define the Selection Criteria/method (How to search the person) and the employee Value Proposition (future contract)

• In the past we was very focus on requirments, in the future we are most focus on employees value proposition!

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Firms invests to “sell” the open position > Google Linkedin Please when you see an ad, analyse well (very well) every word, and apply to the position just if you think the position match with your competences and expectation.

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What we do in recruitment process??

We start analyze the candidate’s, the criteria

• f the potential best candidate: age, sex,

attitudes, location…

If you want to hire a Pope, he needs to be catholic?

Resume’s Analysis!

Just in my case we receive an avarage of 8/10 CV a day (without any AD) How much time we can invests to “read” a CV? All the studies says (average) 9 seconds Same profile!! How we can make the right choice?

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The Process:

Pre-selection Telephone Interview - Test Personal Interview Assessment Accepted job-offer

Application Hiring

Position? Time?

Results?

Very attrctive or not……… How much time we have

• r we want to invest

Expectations?

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Method Spread Effort Objectivity Validity

Resume

+

• +/-

+/-

Cognitive – Ability test

+/-

• +

+

Physical Test

+/-

• +

+

Personality Test

+/-

• +

+/-

Personal Interview

+ +

• +/-

Assessment Center

+/- + + +

Reference Check

• +

+/- +

Background investigation

• +/-

+/- +/-

“Google”

+/-

• Physicological Test
• +/-
• Graphology test
• +/-
• Games simulation
• +/-

+/- +/-

On line test

+/-

• Selection Method – Overview

9 Thursday, March 22 2018

FOR YOU: typical questions about Competences

• Strategic Thinking : how does the work you are currently doing affect your organization’s ability to meet

it’s mission and goals?

• Planning: describe a time when things didn’t turn out as you had planned;
• Interpersonal Relations: give an example of a situation where the group of people you worked with on a

regular basis had serious conflict. How were you involved?

• Communication: Tell me about time when you are really had to pay attention to what someone else was

saying actively seeking to understand their message?

• First Impression >> it’s a problem
• Recency effect >> remember just the last impression or phrase;
• Projection >> to reflect my thought;
• Stereotyping > > ex. Suisse or Italian;
• Contrast effect >> comparison with other candidates;
• Halo-effect >> have a judgment based on similar situation cases;

Recruiters weaks

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What I have build in my firm: interview for senior candidates

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What I have build in my firm: interview for candidates

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Interview – structured - Hard competences

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Interview – structured - Softs skills evaluation

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Some pill about assessment Center One or two days, Assessors, multiple-criteria, multiple aspects about you. Not a single test but a multiple and different exercises. The most important point it’s multiple: not an interview but many interview, many group of assessors (trained assessors). Ion many cases with other candidates. Criteria: social intelligent and competence mobility. Role play

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So, why we have spoken about all these things? Because now you know little bit more about recruitment process in a firm and you may build your CV and letter of presentation with more element and methods so with more possibility. FIRST: “INVESTIGATE”VERY WELL THE COMPANY OR THE ORGANIZATION AND “ANALYZE” THE POSITION AND THAN AFTER A NIGHT DECIDE TO APPLY OR NOT. PLEASE DO NOT APPLY IF THE POSITION DOESN’T MATCH WITH YOUR PROFILE OR EXPECTATION. SECOND: PERSONALIZE – DO NOT MAKE A STANDARD CV OR LETTER! THIRD: FIND A JOB IS AN “OCCUPATION” – INVEST THE RIGHT TIME

16 Thursday, March 22 2018

Some pill for a good Resume: Type

1. Reverse-Chronological: more traditional form. It’s flexible and can be used for applicants with any level of experiences! Emphasis on career/education progression. 2. Functional format focuses on your ability and skills. This format is more suitable for those with an expert level of experiences; 3. Combination: It’s the most used form. Merges bits and pieces from both chronological and functional

• formats. Like the functional format, it focuses on specific qualifications, yet the body of the documents

contains professional experiences similar to chronological format. This format is generally reserved for those with a great deal of experirnce in a particular industry.

“easy but do not forget”

Name (largest font on page, middle initial is optional) Mailing Address, Telephone Number (Check that you have an appropriate voicemail message), Email Address (make sure it’s appropriate, don’t use your sexypanda45@gmail.com account.) LinkedIn Profile; Skype address

Some pills for a good Resume: small introduction

The goal is to gain the attention of an employer by highlighting your skills and experience that will help their company.

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Some pills for a good Resume: Education

Having a solid education section helps to display the foundation of your knowledge and expertise. This section could come after professional experience

Some pills for a good Resume: “Professional Experience”

The section is the core of your resume, where you are tasked with proving the skills you have listed in the

• introductions. When it comes to labeling this section some use “Relevant Experience,” or “Work Experience” as an

alternative to “Professional Experience.” Remember to list your work experiences in reverse chronological order and only list experience that is relevant to the job you are applying for. A general rule is that each experience have around 3-5 bullet points of your main duties and achievements. IF YOU DO NOT HAVE ANY WORK EXPERIENCE, THAT’S ABSOLUTELY NOT A PROBLEM, BE CLEAR, TRASPARENT THAT’S IS THE MOST IMPORTANT THING. PLEASE DO NOT INSERT THE WORK EXPERIENCE DURING A SUMMER ON THE BEACH.

Some pills for a good Resume: Emphasis on publication or certificate, no hobbies and sport

It’s not so important!!! Maximum two page not more!!!

18 Thursday, March 22 2018

SUMMARY:

• 1. The importance of an up to date resume
• 2. The 9 Seconds Rule. As we have said the average amount of time a reviewer spends on your resume is 9

seconds and that’s it! Make sure the top half of your resume is clear.

• 3. Two Pages Resume. If you have a resume longer than two pages, you just quadrupled your chances of

having your resume crumpled. Having a two pages (MAXIMUM) resume shows that you are concise, clear, and to the point. It’s all about what you’ve done lately, your education, and an interesting fact about

• you. Anything more and we’ll ask you during the interview. PROBABLY IN YOUR CASE 1 PAGE IT’S

ENOUGH

• 4. Don’t Over Think Design. Unless you are a graphic designer looking for a job, there’s no need to over

think the design of your one/two-pages. Segment the page out in titles, use bullet points if you will, and make that one page as simple to read as possible.

• 5. Don’t Hide Obvious Things. If you’ve never had a real job before or are still within 5 years out of

undergrad, you better not hide your status. Just make a shorter, real and transparent resume draw attention to yours softskills or competences.

• 6. Linkedin but not all social network: Linkedin is a very good tool, But avoid to stress CEO or CFO, just

send the invitation and wait. If they do not answer it’s because they are not interested to you.

19 Thursday, March 22 2018

Some pills for a good Cover Letter: 1. PLEASE BEFORE YOU START WRITING ANY COVER LETTER, READ “several” TIME THE JOB

• POSTING. You'll find a list of the job qualifications that the employer is looking for. Use your cover letter

to show the hiring manager that you meet those requirements. 2. ONLY IN THIS CASE SEND YOUR APPLICATION. 3. Make attention to match your qualification AND USE KEYWORDS related to the skills and experience. 4. You can also include the general administrative and business skills that employers seek in the candidates they evaluate for employment opportunities, but in particular emphasis the softskills related to the role but not specifically included in the ad. 5. Work these keywords into your cover letter and resume, to ensure that your application materials make it through the applicant tracking system and get to a real person with the ability to call you for an interview

• 6. Make sure to emphasis your personal skill, in particular insert elements related to

your capabilities to human relations, communication, integrity, ethic, transparency. These are very very very important;

• 7. At the end do not forget to emphasize ^your potentiality to grow due to your great

motivation in this firm¨.

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Some KEYWORDS AND IMPORTANT CONCEPTS for a good Cover Letter: I TAKE AGAIN THE FIRST SLIDES. WE ARE PERSON BEFORE PROFESSIONAL, FOR THAT’S REASON TODAY I WANT RECRUIT IN MY COMPANY GOOD PERSON AND THAN EXCELLENT PROFESSIONALISM CONCEPT: Emotional intelligent Emotional competences – People befor professional Personal Competences:

1. Self awareness 2. Self control 3. Motivation

Social Competences

1. Empathy 2. Social competences KEYWORD: Emotional intelligent

Commitment, Motivation, Efficiency, Communication, Relation’s capacity, diversity approach and multicultural approach, struggle to make always better. New Model and Innovation: on the job: Self-confidence, enterprising spirit, perseverance, persuasion, adaptation to the innovation, trustworthiness, diligence, flexibility, self-control.

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Thank you to your attention. Please if you have any question do not hesitate!!