CEMS Career Forum Newsletter 2013

1 CEMS CAREER FORUM NEWSLETTER

CEMS CAREER FORUMCareer Forum Programme

& Key DatesList of Corporate Partners

present at the Career ForumApplication and recruitment tips from

14 CEMS Corporate Partners

Contributing Corporate Partners:

Newsletter

15-16 November, 2013 - Budapest, Hungary


Dear CEMS students and alumni,

The aim of this newsletter is two-fold.

On a practical level, it contains vital information on the participating companies, programme and key dates for the 2013 CEMS Career Forum.

On a professional level, it offers invaluable advice and tips from recruiters as to how to prepare the entire application and interview process, from CV and cover letter writing, through to interview preparation and performance.

Produced with the kind participation of 14 Corporate Partners from a variety of sectors, we hope that the 2013 edition of the Career Forum Newsletter will not only help you identify the right company for you but also successfully convince that company that you are the right person for them.

We believe that the testimonials offered by our kind contributors will help you fine-tune your applications and understand the needs and expectations of your potential future employers.

We would like to offer thanks to our generous contributors and the best of luck to all CEMS students and young alumni who are currently preparing their applications for Career Forum pre-scheduled interviews.

Best regards,

// 3 A.T. Kearney: “Cover letter and CV writing tips”// 4 Astra Zeneca plc: “An introduction to competency-based interviews”// 5 Beiersdorf AG: “Curriculum Vitae - Your ticket to an interview”// 6 Daymon Worldwide: “Behavioural vs. traditional interviewing styles - what kind of interview can you expect?”// 7 Google: “How to stand out to a Google recruiter”// 8 KONE: “Tips for CV and cover letter writing”// 9 Kowa Company Ltd.: “Tips for business interviews and Kowa’s philosophy”// 10 Maersk: “Eight not-so-standard tips to get an exciting job with a good company”// 11 P&G: “CV writing” // 12 Shell: “CV writing – the platform for your attributes”// 13 Siemens Management Consulting: “Choosing the right company”// 14 Société Générale: “Take up your position on our team! How to prepare your CV and your interviews”// 15 Unibail-Rodamco: “Thinking a CV”// 16 Whirlpool: “How to outperform a competency-based interview”// 17 Corporate Partners present at the 2013 Career Forum// 18 Career Forum Programme & Key Dates

FOREWORD

Denisa ZichackovaCEMS Corporate Relations Manager

CONTENTS


The Cover LetterThe cover letter is the introduction of any good application and should be short as well as concise. Convince the reader that you are the right candidate. Follow a logical structure, ideally tripartite: argument – rationale – closing. With regards to content, list the arguments, why you are applying to A.T. Kearney; strongest arguments always come first. Build up a rationale that supports these arguments. Don’t forget to mention a desired start date or if applying for an internship, the duration.

Do’s: // demonstrate confidence// clarify motivation// state relevant experiences// mention specific recommendations// refer to first contacts with A.T. Kearney (e.g. workshops, presentations, career fair)

Don’ts:// exceed one page// reproduce CV// state irrelevant facts// use the subjunctive// apply spelling mistakes// start cover letter with “I hereby apply…”

The CVThe curriculum vitae adds all necessary detail to the cover letter. Show the reader what you have achieved. The structure is simple and has to include: name and contact details, academic background, professional experience, stays abroad

(if not included previously), extracurricular activities, awards, language/IT skills (incl. level), and do not forget your interests. Within your CV, state clearly all your academic grades, degrees as well as majors and theses. Prioritise information relevant to the consulting industry. Demonstrate that you rise to the challenges of management consulting.

Do’s: // use a clear and consistent structure// be precise and without gaps// mention recent experience first// formulate brief descriptions// highlight stays abroad and internships// state extracurricular activities// clarify degree sought and expected grade

Don’ts:// exceed two pages (for an intern, one page is

sufficient)// state irrelevant facts for position// use dates that don’t tie// include education before secondary school// make spelling mistakes// use different fonts and inconsistent formatting

Most importantly for cover letters and CVs, be sure that you have understood A.T. Kearney and what defines us, that you know what it takes to become a management consultant, and that you adapt your application documents accordingly.

We are looking forward to seeing you in Budapest.

Federico JüttnerAssociate

Cover letter and CV writing tips


David WestburyGlobal Graduate Programme Manager

Many employers - including AstraZeneca - are now using competency-based interviews as part of their graduate selection processes. What are they and why are they considered to be so effective in making recruitment decisions?

What are competencies?Competencies are applicable across a range of jobs, unlike specialist technical skills that are more likely to be specific to one particular job. A competency is an ability, described in terms of skills and behaviours, that is key to performance. Being generic, competency-based assessments are likely to give an indication of a candidate’s performance across a range of jobs. Many graduates are expected to progress within businesses, rather than stay in a specific role for an extended period of time. So, a competency-based interview is more likely to give an accurate assessment of potential performance across a number of different – but inter-related - roles.

Some examples of competencies// Customer Focus// Influencing Skills// Thinking Skills // Acting Decisively// Working with other people// Concern for other people

What should I do during a competency-based interview?// Listen carefully to the question and choose a relevant example from your own experience// Give a brief and clear overview of the situation you are going to describe.

/ How did it arise?/ What were the key stages?/ What was delivered?/ Describe your own contribution/ Be sure to be specific as to your own actions/ Discuss the results and outcome/ Were the objectives achieved? / What were the impacts of your own contribution? / What did you learn?

What are competency-based interviews?Competency-based interviews are based on the premise that past behaviour by an individual is likely to predict future behaviour - discussing your past experiences to an employer is a predictor on how you’re likely to behave in the future.

Employers will have identified the key competencies that are essential or desirable for outstanding performance in a particular role. They will prepare a selection process which assesses you against these. In most cases, many of these competencies will be evident from the job description, or advertisement.

During an interview you may be told which competency you are being interviewed against and how it is defined, and will be asked to describe a recent situation that demonstrates your past experience in this area. Some employers publish their competency frameworks on their recruitment websites or send information about their frameworks as part of the pre-interview information.

Preparing for a competency-based interviewRefer to the job description to ensure you are aware of which competencies will be assessed. If you haven’t been provided with one, refer back to the original source of your application and look for the type of person advertised for, or the kind of role advertised.

And finally ... Be yourself! Be relaxed and be honest! Sometimes the best competency examples are simple tasks or activities that show how you approached a particular situation. The most complex or strategic examples you have might be impressive but might not illustrate clearly the competencies the employer wants to see. Finally, don’t exaggerate your contribution to a task as you will be found out! Employers use experienced competency interviewers who know whether you are telling the truth from the follow-up questions that they will ask.

An introduction to competency-based interviews


Christoph FellingerTalent Relationship Management/Recruiting

As a recruiter I come across a lot of CVs. There is a stunningly wide range in quality that is not necessarily coherent with the person’s actual qualification. Thus one can conclude that CV writing is something that can easily be improved, if you stick to some simple rules. Here are my personal favourites:

1. Is your CV clear and concise? Recruiters often have very little time to look at CVs, therefore you must make sure that they can pick up the most important things at a glance. Test it yourself: give your CV to a friend for 10 seconds and ask them what they remember.

2. Work on your layout: compare your CV to those of friends. Spread out the CVs on a table and compare their readability from a distance. Which profiles are easy to pick up? Optimise yours accordingly.

3. There’s no one-CV-fits-all! Just like you will adapt cover letters for each application you should do likewise for your CV. Closely read the job description and reflect on your own experiences. Whatever supports your application should go into your CV, including selected interests and hobbies. Delete any unnecessary information as it will dilute your profile! If you are missing practical experience in a certain area you might want to highlight relevant courses from university.

4. Put yourself into the shoes of the recruiter: do they know the company/position of e.g. your last internship? Probably not. State necessary information about the company and your tasks. Take it a step further and add what you accomplished and what you learned.

Following these few tips will make your CV already stand out from the lot. But remember: never over-promise, always stay true - because your next stop might be a professional interview.

Curriculum Vitae - Your ticket to an interview


Chris HansLeadership Development

Organizations approach interviews differently, not only with predetermined questions but also the format in which they conduct an interview. Traditional interviewing can help an organization understand a candidate’s qualifications around technical skills, language skills and education and typically involves

uncomplicated answers. Behavioral interviewing focuses on specific situations and how they were handled. This style of interviewing is based on the premise that a person’s past performance is a predictor of future performance. Below are examples of traditional and behavioral interviewing questions.

How to prepare for a behavioural interview // When you have been invited to interview with a company, feel free to ask:

/ If they will be focusing on behavioral or traditional based questions./ If there will be case studies you will be expected to respond to. / How many people you will be meeting with?/ Whether the interview is one-on-one or a panel interview.

// Think ahead about how you will respond:/ Think about situations and examples of projects you have worked on and jobs you have had. / Think about examples that demonstrate when you have successfully solved problems./ Site examples where you have dealt with difficult or challenging situations.

// Re-Read the Job Posting or Job Description. Read the job description or posting carefully as you may be able to get a sense of behavioral characteristics the company is seeking from reading

the description and position requirements. Also pay attention to key words that may be industry or company specific. If comfortable, use similar terminology to express yourself.

// Research the Company and Be Prepared with Your Own Questions

Having prepared questions about the company and the position tells the interviewer that you genuinely interested and took initiative to research and better understand what you are interviewing for.

// Practice and RelaxAsk a friend, teacher or advisor to practice interviewing with you. Remember, you know more about yourself and your experiences than anyone else. You are your own expert! Most importantly, relax. An interview is an extension of a conversation.

Good luck in Budapest! We hope you will stop by our booth.

Traditional Interviewing Questions Behavioural Interviewing QuestionsDid you get along with your manager? If not, why? Tell me about how you worked effectively under pressure.What were your responsibilities? Have you gone above and beyond the call of duty? If so,

how?What did you like or dislike about your previous job? Have you ever made a mistake? How did you handle it?Which was the most / least rewarding? Share an example of how you were able to motivate students

or co-workersWhat do you expect from a supervisor? Have you handled a difficult situation with a student or

previous work colleague? How?Why are you leaving your job? What do you do if you disagree with your boss?

Behavioural vs. traditional interviewing styles- what kind of interview can you expect?


Tobias MarmannUniversity Programmes Specialist and CEMS alumnus 2008 (UCD-ESADE)

Annually, Google receives over one million online applications to their jobs website. So how can graduates ensure they stand out from the crowd?

There are four main attributes that Google likes to assess when reviewing a CV or conducting an interview with new graduates. Some of these attributes will require the students to undertake research about the company but many can be developed on campus at University. They are:

LeadershipGoogle invests a lot in their employees and want to ensure they are hiring a student who has a long-term future with the company. Therefore it is important for hiring managers to see potential leadership ability in the applicant. We’ll want to know how you’ve reacted in different situations in order to mobilise a team. This might be by asserting a leadership role at work or by helping a team succeed when you weren’t officially appointed as the leader. Another great way for students to gain leadership experience is to apply for a committee-member position with a club or society on campus.

Role-Related KnowledgeWe’re looking for people who have a variety of strengths and passions, not just isolated skill sets. We also want to make sure that you have the experience and background that will set you up for success in your role. For entry-level positions in particular, we look to see a passion for the online industry. It is also really important for students to understand Google’s products and to be aware what is going on in the wider business environment. Therefore keeping up-to-date with current affairs is essential and using your contacts to understand

Google as much as possible before you apply for a graduate position. A student who understands the competitive environment we operate in and can talk about new opportunities will impress!

How You Think At Google, we are less concerned about grades and transcripts and more interested in how you think. We have all heard the rumours that Google will ask how many golf-balls fit into a Mini Cooper during an interview. However, we are much more likely to ask you some role-related questions that will provide insight into how you solve problems. It is all about assessing how the candidate would tackle the problem presented, rather than them delivering the “right answer”.

“Googleyness”Finally, we want to get a feel for what makes you, well, you. We also want to make sure this is a place you’ll thrive, so we’ll be looking for signs around your comfort with ambiguity, your bias to action and your collaborative nature.

http://www.google.com/students/emea

Note: Google is a disability inclusive employer. If you require any adjustments to be made in order to participate in a Google activity in Budapest, please let us know ([email protected]). This also applies if you require adjustments for the interview process. If you would prefer to discuss this confidentially with our disability partner, EmployAbility, please contact Tel: +44 7852 764 684 or Email [email protected], mentioning “CEMS Budapest”.

How to stand out to a Google recruiter


Sari KeihtäHR Specialist, Talent Management, Global HR

Regardless of the position you are applying for you should have both CV and cover letter for presenting yourself to potential employers.

The CV gives a quick overview of you as a candidate to the reader.

Key points to remember when writing your CV: keep it simple, easy to read, well-organised and concise. The absolute maximum length is 2 pages. Recruiters might only use 30-60 seconds to review your CV!

In the CV we recommend you cover the following topics:

// Education / Mention major and minor subjects/ Remember exchange studies/ Give an estimate of graduation date

// Work experience/ List your experiences from the last one to the

oldest one ( if you have a lot of work experience pick 3-5 relevant examples) and describe briefly your tasks

/ Also summer jobs and internships are relevant// Language skills

/ Describe the level of your language skills - no need to divide into oral and written unless specifically asked

// IT and other skills// Extracurricular activities/positions of trust// Hobbies/interests// References

/ You should always ask permission from the person you are using as reference

With an attractive cover letter you can differentiate yourself from a big pool of candidates and get yourself to the interview. For the cover letter there are three words: customise, customise and customise! With your cover letter, try to answer three questions: Why me? Why this company? And why this job? Divide it into 3-4 paragraphs: In the first paragraph, grab the recruiter’s attention, in the second and third paragraphs show your motivation and skills and then in the fourth paragraph close it smartly. Leave the reader with the feeling that they want to know more.

“Understanding yourself is as important as understanding the company and the position. Successful candidates are not always the best person, but they must be the most suitable person, and know how to add their unique values to the application.”

Jin Cao, CEMS Graduate, International Trainee in KONE France

“Passion, cultural sensitivity and objectiveness are the tri-pillars to ace the KONE interview”.

Indrajit Sahoo, CEMS Graduate, International Trainee in

KONE Supply Operations Finland

Tips for CV and cover letter writing


Takehisa HiguchiManager, Personal Affairs Department

Each company has a unique business philosophy.

A business interview is an opportunity for the individual to learn about the company and the company to learn about the individual interviewee.

We look forward to providing our point of view, regarding business interviews and our recruiting philosophy.

If you are interested in working for Kowa, you may find some useful tips in this article. For example, what does KOWA consider during a business Interview?

The following questions are typically asked in an interview:

// In which areas of business do you think youcan demonstrate your unique characteristics or abilities? (or what separates you from the other candidates)

// What position would you choose to pursue at Kowa if any position were available?

// Do you have current experience demonstratingyour qualities as a team player that helped accomplish a goal?

// What did you learn from this collaborative effort?

Kowa has a 120-year history of engagement with businesses in the trading and manufacturing sectors. Thus, there are many business areas where you could potentially play an active role.

The spirit of harmonisation is well-respected in Japan. We, here at Kowa, use the term “Team." to express “Harmonisation". We believe that a “Team." is a group of independent individuals.

No matter how strong an individual may be, they might encounter challenges that cannot be individually overcome. In such a case, in the spirit of a "Team." an individual can trust each other and work not only for their own benefit but also for the entire benefit of the “Team.”.

Tips for business interviews and Kowa’s philosophy


Timea KovatsHR Business Partner, Group Procurement

“Any organisation is only as good as its people.”

Every year the job boards are stormed by excited and ambitious graduates. It is almost proverbial that it is difficult to find your first job. And why do companies have to swim through a sea of applicants just to find that right one for the job? How do you ensure that you will be the fish captured by the desired corporate net?

“There's nothing in the middle of the road but yellow stripes and dead armadillos”It may sound like nonsense, but it just might be the most important advice you’ll ever get. Jim Hightower, former US politician, is the owner of the quote and the point is obvious: pick a side - pick a direction. The importance of the crossroad where you find yourself now is not to be underplayed, so make informed decisions about the direction of your studies and your first career steps. Make sure that you get the job instead of just a job! Some companies just want a person for the job, but wouldn’t you much rather work for somebody that was looking for the person?

Practice makes perfect It is boring but true and it goes for the job interview and any related professional behaviour. People who are exceptionally good at something usually achieve excellence through practice. You might think that you can ace your first interview without practice, and maybe you can - if you’re lucky. But professionalism is not about luck and at the interview you need to show that you can be trusted to be a professional in any important situation.

Grades and subjects matter!Mum and Dad aren’t the only ones interested in your grade book. In some jobs, companies will start looking at your grades already from high school. Get good grades and write a thesis that is relevant for your future job as it can help you stand out from the crowd and demonstrate determination.

Perfect cocktail: ambition topped up with humblenessKnow what you are worth and don’t underestimate your skills or value, but don’t oversell yourself either. It is more than OK to have aspirations and healthy ambition, as long as you pair it with a little self-reflection. As a recent graduate you are bound to have gaps in your knowledge and experience. Realistic self-assessment is a good way of showing that you know how to play to your strengths and work professionally with weaknesses.

Know your businessFind out what companies you have a special interest in. Make an effort to understand the disciplines of a modern corporation. What are their needs, their challenges, and their goals? It will set you apart from about 90% of graduates. If you know what skills will be valuable for the companies you are interested in you can achieve those skills while still in college.

It’s never too late but start thinking early... Ask yourself what you do besides attending class. Put in that extra effort to distinguish yourself. The sooner you start the more time you’ll have before your graduation. Go for that case competition, that extracurricular activity or semester abroad, or the student job/internship relevant for your studies.

Back to basicsWriting a good job application is an art form, but there are basic rules to comply with and a ton of information out there on how to write a good CV and cover letter. Quite a lot of people send messy documents. Don’t be one of them! You do not want your otherwise good application discarded because you didn’t fulfil basic requirements.

Get inspired and be inspiringIn an interview there is a good chance you are sitting in front of people who are passionate about their job and their company. Inspiration is contagious and can buy you a lot of credit with any employer. Start picking up inspiration in the many books written by some of the really smart business people out there.

Eight not-so-standard tips to get an exciting job with a good company


Sarah UnkelbachHR Associate Manager Global Fabric Care and CEMS alumna 2012 (Cologne-HSG)

Whether you are looking for an internship during your studies or permanent employment after graduation, writing a CV is an important step to correctly present yourself to potential future employees.

At P&G we request our applicants to complete our online application which comprises online tests, as well as upload of the CV and motivation letter. But before even completing an application form, get to know yourself better by asking:

// What am I interested in? // What do I enjoy? // What am I good at?

Once these steps are completed, you can balance what you are good at with what you want from a career. A good next step is to start looking for job opportunities on the market, via the usual channels (internet, company websites, etc) and to gain a deep knowledge about what the firm of your choice expects from you in terms of skills and attitudes.

At this point, you are ready to start writing your CV. Remember that a CV screener has often only a few minutes to make a decision so you want to help this process by having a well written CV.

When writing your CV, look for the common interest: what can you bring to the firm versus what the firm is expecting from you. Remember that Mr. “Everybody” is not interesting: stress your specific and unique talents and interests and point out how you are different from others.

Our suggestions:

// Keep it SIMPLE/ Think through the structure / Put the right information in the right place (first the most recent then the rest) / Avoid going beyond one page / Highlight what is important

// Be SPECIFIC/ Give examples of your achievements / Be clear in your explanation but concise

// Be CHOICEFUL/ Do NOT throw your whole life into your CV

- only select the experience that can really be relevant

/ Be sure to add also basic experience (i.e. babysitting or lessons to younger students) as this could also help a company to learn about you.

/ Anything older than 5 years ago should be avoided

// Ensure HIGH QUALITY/ Check formatting / Dates should “tie”/ Once you have finished let someone else have a look at it

P&G wishes you all the best for your application process! We are looking forward to your applications through our online process & the Career Forum site, as well as your visit at our stand – lots of CEMS alumni are looking forward to getting to know you and answering your questions!

CV writing


Eva Taboada ArgibayRecruitment Marketing Manager DACH & Franchise Countries

Whatever role you play within Shell, there are certain qualities and attributes we look for in our people. During our application process you will be assessed on the following criteria:

Capacity, Achievement, Relationship (CAR)

Your CV is a platform for you to demonstrate your key attributes and qualities and recognise your own achievements and the key challenges you have overcome.

Taking the time to ensure you effectively communicate evidence of the “CAR” qualities in your CV will not only help in your application being more successful but also help prepare you for the interview and subsequent stages in the assessment process.

Capacity// Are you able to provide evidence of identifying,

gathering and analysing multiple sources of information?

// Do you have experience of understanding the strategic context in which an organisation operates and being able to reach informed conclusions through broad thinking?

// Have you produced solutions to a problem based oninformation from a variety of sources?

// Are you familiar with working with incomplete or conflicting data and taking well-calculated risks?

Achievement// Can you demonstrate a personal motivation to

consistently achieve results by setting targets, monitoring progress and dealing with setbacks?

// Are you skilled in working by yourself as well as in ateam environment – can you provide evidence of this?

// You should be practiced in identifying opportunitiesto learn and develop and demonstrating an awareness of personal strengths and development areas.

// Do you take on new and unfamiliar tasks?

Relationships// Can you give examples of communicating honestly

and interacting respectfully with a wide range of people?

// Have you been in situations where you have had to influence people through tailoring communication style appropriately?

// Treating others with respect and appreciating the value of involving people with different viewpoints and styles is essential within Shell.

// Exposure to different cultures and environments is also important – can you demonstrate knowledge in this area?

CV checklist// Find out what the organisation looks for in an

employee and adapt your CV to mirror this.// Include your achievements – all experiences count,

whether paid, voluntary or shadowing. // Don’t make general statements about your qualities.

Make sure you can support your statements with evidence.

// Try to link your skills and experience to therequirements of the job you are applying for.

// Beware of exaggerating your achievements.// Do not have unexplained gaps in your work history.

Before the start of the interview, write down concrete examples from past experience. Express why you are particularly proud of an achievement, what went well and what could be improved. Focus hereby on your role in the team.

CV writing- the platform for your attributes


Bing WanProject Manager

Whether you are a recent graduate or a seasoned professional, choosing the right company to realise your career aspirations can be a daunting puzzle, especially when you have multiple seemingly attractive options. If you are desperate for work, accepting the first job that is offered to you might seem like a good idea. However, in the long run, this might not be the best choice, considering your opportunity cost. So how can you ensure that a company is right for you? Let me share some of my personal tips.

Know what you like and what you don’t like.

This sounds simple, but isn't. Take time to reflect on what you like and what bothers you. For example, do you prefer flexible working hours or would you rather work in the office from 9:00 a.m. to 5:00 p.m.? How much autonomy do you want at work and how comfortable are you with the thought of doing ad hoc tasks as they arise? Sometimes you may even have to weigh up the pros and cons to decide which company is the right one, although in the end it's often just a matter of personal taste.

Evaluate your value fit with the target company.

Ask yourself questions like “which working environment will I feel happy in?” and “who would I like to work with?” Acknowledge that corporate cultures do differ, depending on the types of products or services companies provide and the customers they address. The working atmosphere of a small engineering company may be totally different from that of a large consumer goods manufacturer. Some will feel happiest at the small company, others at the largest. Usually you're able to find plenty of information about a company’s vision, financials, management team and offerings, etc., but the real insight into value fit come when you talk with people who actually work at the company. If you're looking for a job in the consulting industry, speak with a consultant about the company's culture. The level of enthusiasm will tell you a lot.

Trust your instincts.

If your inner voice tells you that this is the right company for you, then it is.

"We're searching for people who will thrive at working as strategy consultants for Siemens. We're also looking for people with distinctive personalities, people who are passionate about creating change. During the interview, we're looking out for those qualities. So, it's important to be yourself. It's also important to do your homework beforehand: read up on Siemens to ensure that you understand the challenges we face and do some case studies. Also look through SMC's website to find out more about how we work and how we view strategy consulting. By preparing for the interview in advance, you'll be more relaxed on the day and will be able to engage meaningfully with your interview counterpart when examining actual SMC cases. This helps us to see how you tackle problems and communicate your ideas. After all, we hire people who see the big picture, are able to communicate in a structured manner, and have good business sense.” Kai Hermsen, Senior Consultant and CEMS alumnus 2011 (RSM-UCD)

Tips for a successful interview

Show your interest and also use the time to ask questions. Ashwit Dias, Project Manager

Take your time to think about what you want to say, and show that you’re able to focus even in a stressful situation. Hong Xio Dan, Project Manager

Be yourself, have fun and get to know the people you want to work with. It’s all about the team. Stefanie Drerup, Project Manager

Choosing the right company


Mercè BatistaInternational Campus Manager

Your CV is like your visit card when you apply for a position. Here you will find some advice which will help you to prepare as well as possible to write a CV with impact.

Once we have screened your CV and we think that youcould have a good profile for the position, we are interested in getting to know you in depth. You will be invited to attend an interview. In our selection process, we will not only assess your professional skills and education, but also your affinity to our corporate values of professionalism, team spirit and innovation. In this article you will find some tips to help you market yourself effectively.

What we want to know about you in your CV and how you can communicate it

// Keep the length of your CV as short as possible (not more than one page): prioritise your experience by keeping those that are really pertinent for the position you are applying to.// Avoid putting a picture.// Pay attention to the header of your CV: write your full name, detailed contact information, date of availability, the kind of contract you are looking for and its length.// Highlight your qualities with keywords if these are pertinent for the job and that you have concrete examples to back them up.// Use the right language: be concise, use the active voice, use verbs such as develop, organise, create, direct, lead, to suggest positive actions.// Provide the meaning of all the acronyms you write.// For academic and professional experience:

/ Evoke your main achievements./ Quantify your successes./ Describe the skills that you have gained.

// Don’t embellish or exaggerate your achievements as the recruiters will realise sooner or later.// Don’t forget the extras: include any award or honours that you have received during your education and professional experience.

What about the interviews?

Show us that// You can become a valued, trusted and productive team member.// You have the required knowledge and skills.

How to?

General points// Develop a 25-second sales pitch of yourself.// Tell us about your professional goal.// Tell us about what motivates you, your values.

Assessment of your skills by analysing how you handledspecific events in your past// Identify the core skills needed for the position (leadership, teamwork, initiative, problem solving, communication, commercial awareness).// Prepare a bank of examples of how you have demonstrated these skills in the past.// Apply the S.T.A.R. Formula.

S – Situation: set the context of the story clearly in a few sentences.T – Task: present the specific problem. Choose the task that was achievable.A – Action: what did you do to accomplish the task. (a) you had an objective in mind; (b) you assessed what needed to be done; (c) there was a logic in your actions.R – Result: what happened as a result of what you did.

Take up your position on our team! How to prepare your CV and your interviews


Emmanuel DufourHR Manager - Group Head of Recruitment & Campus Relations

Writing a CV is not an easy exercise and takes time. This is normal as it is on this one page that a decision will be made to contact you or not, and ultimately, to hire you or not.

You will always read or hear many different advice on how to write your CV: put a picture or not... Here is my advice: before, writing it, think about it!

Know yourself: define who you are and what you want to communicate about yourself in terms of expertise and experience. Only communicate on who you really are, not who you would like to be! This is important because even if you are looking for your first permanent job, you are not starting from scratch, and the choices you have already made, make yourself attractive for some companies; not for some others…

Be sincere: don’t invent interests you would like to have; not responsibilities you would have liked to have had during your last internship! Assume who you are and be sincere; trust is the basis of any long-term relationship. Only indicate achievements you are confident to talk about! In our environment, where social media have never been so present, everything can be checked so easily.

Build your career to develop your CV: be curious, develop as much experience as possible, have passions; develop team work, your skills, your languages… Try to imagine what kind of CV you would like to have in 5-10 years’ time and ask yourself and others what is the best way to achieve it and do it!

“We aim to employ the most talented, committed and results oriented team members. We are therefore recruiting the brightest students across Europe to take part in Unibail-Rodamco’s adventure of shaping tomorrow’s cities. You will be offered exciting career opportunities in a range of countries and functions and from the start you will be entrusted with stimulating responsibilities. Above all in this atmosphere of excellence we will support you to ensure you become a leader for the future.”

Andrew Farnsworth, Group HR Director – Unibail-Rodamco

Thinking a CV


Evelien VerhoevenTalent Acquisition Specialist Europe, Middle East and Africa

Based on all the tips and tricks in this newsletter you are able to pass the first selection process: CV screening. How about the next crucial steps? How to convince our recruiters you are right for the job? How to be successful when doing a competency-based interview at Whirlpool?

The key is to think upfront. Get to know yourself and prepare plenty of S.T.A.R. answers* to show us the following three things:

// Who you areWhatever role you apply for within our organisation, we first of all look for people. People who share our values of Integrity, Diversity, Respect, Teamwork and Spirit of Winning. People who have a good “motivational fit”. We need to understand what in the job, organisation and location will match with your expectations and what motivates you. Ask yourself:/ What are my values and what am I looking for in a company?/ What are my motivational drivers?/ What are my career expectations?

// What you have doneWe would like to know what you have achieved and more importantly how you have achieved it. Even if you did not perform well: what did you do and how did you recover? Besides the specific competencies required for the job, we always evaluate your management, teamwork and communication skills. Ask yourself:/ What are my main achievements and how did I achieve them?/ What was a positive teamwork experience and what was my role? / What was a situation where I brought added value/did not perform well?

// What you can becomeFinally, we need to evaluate your ability and willingness to learn from past experience and relate them to the future. We want to know your potential to grow within our company as a leader. Ask yourself:/ What have I learnt during my previous experience?/ How would I (or did I) re-apply these learnings?/ How much have I developed and what do I still need to develop?

*Always apply the S.T.A.R. Technique when answering questions:

/ S – Situation: a clear context of the behaviour or action / T – Task: the task you have faced/ A – Action: what you did to accomplish the task/ R – Results: the results and consequences of your actions

You are encouraged to not only take examples from work experience, but also think for example about your role within your sport club, associations or even travelling experiences.

// Final tips:/ Be on time and think about the dress-code/ Be passionate and curious about the job and company you are applying for: ask questions/ Be yourself, confident and always stay true

We look forward to receiving your application and seeing you in Budapest.

How to outperform a competency-based interview


Name Stand Pre-scheduled Students Pre-scheduled AlumniA.T. Kearney Y N N ABB Y Y Y Arçelik Y N N Arla Foods Y Y N AstraZeneca PLC Y Y N Beiersdorf AG Y Y YCrédit Agricole S.A. Y N N Daymon Worldwide Y Y N Deutsche Bank Y Y N EF Education First Y Y Y Google Y Y Y Henkel AG & Co. KGaA Y Y N HSBC Y N N Indesit Company s.p.a. Y Y N Kerry Group plc Y Y N KONE Y Y N Kowa Company, Ltd Y Y Y LVMH Y N N Maersk Y Y Y McKinsey & Company Y N N Novo Nordisk Y N N P&G* Y Y Y Reckitt Benckiser Y Y N Shell* Y Y N Siemens Management Consulting Y Y Y Société Générale Y Y N Swiss RE Y N N UBS Y N N Unibail-Rodamco Y Y N Vodafone Y Y N Whirlpool* Y Y Y ŠKODA AUTO a.s. Y Y N

*Company requiring the students to submit their application both at cems.org and their careers page. More instructions available in the student/alumni private zone at cems.org – section Career Forum.

Corporate Partners present at the 2013 Career Forum


Career Forum Programme & Key Dates

Event: SKILL SEMINARSStudent-only event / Skill Seminars offered by CEMS Corporate PartnersTime: 1.30/2.30 pm - 5.30/6.30 pmVenue: New Building, Corvinus University of Budapest, 4-6 Kozraktar street, Budapest

Event: SPEED-NETWORKING MEETINGCEMS Corporate Partner & Academic Representative-only eventTime: 4.00 pm – 6.00 pm Venue: New Building, Corvinus University of Budapest, 4-6 Kozraktar street, Budapest

Event: NETWORKING COCKTAIL & DINNERCEMS Corporate Partner & Academic Representative only eventTime: 7.00 pm – 10.00 pmVenue: Central Restaurant

Event: JOB FAIRAll CEMS Community eventTime: 10.00 am – 5.00 pmVenue: Main Building, Corvinus University of Budapest, 8 Fovam ter, Budapest

Event: PRE-SCHEDULED INTERVIEWSCEMS Student, Alumni (0-4 years after graduation) & Corporate Partner eventTime: 8:15 am - 6:30 pmVenue: Main & New Buildings, Corvinus University of Budapest, 8 Fovam ter & 4-6 Kozraktar street, Budapest

Event: COMPANY PRESENTATIONSAll CEMS Community eventTime: 12.00 pm – 3.00 pmVenue: Main Building, Corvinus University of Budapest, 8 Fovam ter, Budapest

Event: STUDENT PARTYAll CEMS Community eventTime: 9.30 pm – 4.00 amVenue: Europa Boat

Registration to the Career Forum Opens 25 July Closes 1 NovemberRegistration/applications of students and young alumni (0-4 years after graduation) to the pre-scheduled interviews

Opens 25 July Closes 9 September

Student and alumni registrationfor the Student Party (first-come, first-served)

Opens 25 July Closes 1 November

Registration of students to Skill Seminars Opens 18 September Closes 23 SeptemberConfirmation of interviews by students and alumni (0 to 4 years after graduation)

Opens 10 October Closes 14 October

Confirmation of Skill Seminars by students Opens 10 October Closes 14 OctoberIndividual interview plans and/orSkill Seminar location communicated tostudents/young alumni

Opens 11 November Until 16 November

Key dates

Friday 15 November Saturday 16 November

CEMS Career Forum Newsletter 2013

Documents

Transcript of CEMS Career Forum Newsletter 2013