MSE608B – Spring 2009Session 2

Agenda

•Resume•Recruiting•Interviewing •Selection•Presentations

Resume assignment feedback

•Great diversity of resumes•Common resume issues:

▫Formatting▫Use of spaces▫Number of pages▫Objectives

Can you be a manager w/o experiance?▫Old / irrelevant positions

Five points hiring managers look for in a resume - http://floridatoday.gannettonline.com/careerbuilder/content/expert/tips/2002-02-11-resume-hiring-mgr.html - Career Builder Found on 6/1/2009

•1. Relevant skills. ▫Hiring managers want to see you have

skills that make you the most qualified candidate.

▫Highlight your skills by qualifying and quantifying how you used them successfully in the past.

2. Functional experience.

▫What have you done in the past that relates to the position you're applying for?

▫Hiring managers want to know you are prepared to handle situations that might arise within their organizations, and that you have been successful in dealing with them in the past.

▫Look at the job description and duties for the new position and address those responsibilities in describing your experiences with past employers.

3. Employment history.

•Who have you worked for in the past? This information helps employers determine your professional culture preferences and how well you would fit in their organization.

4. Industry experience.• Having industry experience is important to hiring

managers; however, it is not necessarily a deal-breaker if you do not have it.

• If you can demonstrate on your resume that you understand the dynamics of the industry, by noting successes you've had in solving problems like the ones they face, you have a good chance of overcoming this hurdle.

• Remember, the goal of your resume is to secure an interview, not to fully convince the manager to hire you. You'll have a chance to further demonstrate the transferability of your skills during the interview process.

5. Measurable accomplishments.• Hiring managers want to know how you

contributed to the success of your previous employers.

• Even if your entire department had a bad year, they want to see that what you did was better than the average and that you made a positive contribution to the company.

• Use concrete measurements to define your accomplishments, and when applicable tie in dollar figures or percentages.

5. Measurable accomplishments.

• Your previous job titles and location are interesting to hiring managers, but they are not among the top five points they look for in resumes. If you focus on the information above, you will have a strong chance of making it to the next round of the job-search process — the interview.

• Your resume is meant to catch the eye of the hiring manager, and make him or her want to meet you. By addressing the issues they look for most, you will boost your chances of success.

Resume assignment feedback •Communication

▫Elaborate more on feedback▫Communication skills for project manager

is key. You never know who receives your feedback.

•Following instructions▫Number of emails▫Subject line – MSE608B blah blah blah▫Procrastination

• Send the instructor and your team mates (research 1) your resume

• Send your team mates critiques of your resume.

• Send to the instructor a combined critique.• Total email sent to the instructor should be 2.• The email subject line should include

MSE608B and the subject• If you want feedback from the instructor, you

should send your resume in by the weekend.

Resume assignment

•Each person should be ready with a resume. It is a critical part of today’s business world

Purpose of the assignmentPart 1

• This is a good opportunity to get your resume reviewed

As a manager you will need to read and review many resumes

• It is a good opportunity to network with people who are soon to be in the industry

• This assignment was in 2 parts, individual and team.• Part 1 allowed you to get a feedback from

a professional manager that reviewed dozens of resume and could provide meaningful feedback• Part 2 was a group effort. You were

dependent on your team mates to complete their part of the assignment on time in order for you to complete yours.

Purpose of the assignmentPart 2

• Only a small number of students submitted their resume by the weekend.

• Many of the students did not send their resume to their team mates until very late in the week.

Results

• As per email to the instructor:– Most of you did not send anything in.– Most of you did not ask questions about the

assignment– Some of you did not put MSE608B in the

subject line– Some of you only put MSE608B in the

subject line with no topic– Some of you sent the email to both my

CSUN and my Hotmail

Results

• As a manager, procrastination will get you into trouble

• As a team member if you do not support your team, all of you are going to fail.

• It doesn’t matter if you did your part on time, what matters is that the entire team wins

Results

• Most of the critiques I have read were one or 2 lines. This should have been an opportunity to help your fellow team mates.

• You had a good opportunity to get a practical experience from this exercise and most of you blew it.

Results

Format File format – TXT, Doc, DOCX Sample 1 Sample 3

There are many articles on resume writing and many template on the web, use them.

Spelling and grammar are importantUse proper (American) EnglishCapitalize when needed If you are experienced, put experience first,

education secondBe consistent in your formatting.

Common resume mistakes

•SAMPLE 10•Resume should be limited to 3 pages

maximum.•Resume should be detailed enough

without going into too much details•Resume should cover relevant education

and work experience.▫High school or work that you did 20 years

ago while going to school might not be important.

Resume size and span

• Contact information should include name, address, phone number and email.• Contact information should not include:–Age–Sex–Marital status–Father’s name–Health problems–Etc…

Resume – Contact information

•SAMPLE19•When writing an objective, make sure it

matches the position and state a clear goal.

•Objective is optional•Keep the objective flexible

Resume - Objective

•When stating skills, make sure they are current.

•If you are using acronyms, make sure that you explain them.

Resume - Skills

•Work experience should include:▫Position▫Company▫Dates▫Location▫Details about your achievements and

position•Remember, you might need to adjust the

description based on the position.

Details

•Consider this:▫B. Tech in EEE from Guru Nanak

Engineering College with an Aggregate of 67% in the year 2004-2008.

▫Intermediate from NARAYANA Junior College with an Aggregate of 90.4%.

▫SSC from Sri Sai grammar high school with an Aggregate of 88.6%

Education

•Sample 21•Sample 20

Additional samples

Interview•A two-way conversation•Provides appropriate information to the

applicant•Reinforces a positive image of the

institution

Preparing for the Interview•Review job requirements

▫Knowledge, work experience, qualities

•Review applications and resumes▫Three major groups (ex. A, B, and C)▫Criteria: minimum education & experience,

no major gaps in work record, etc.

Preparing for the Interview•Identify others who should interview the

candidates & their role in the hiring process

•Prepare format and setting▫Job related questions, time allotment, tests

•READ THE RESUME !!!

Opening the Interview•Set Tone

▫Be prompt and welcoming▫Give your name and title clearly▫Address the applicant by name

•Initiate relaxed flow of information▫Small talk, transition question

•Explain interview process

Continuing the InterviewYour job as an interviewer

▫Ask questions that are… broad, open-ended job-related, objective, meaningful direct, clear, understood related to the applicant

▫LISTEN, the more you talk the less you learn Ask follow up questions (how, why)

▫Provide honest information about the job

The 3 R’s

•Request•Repeat•Require

Types of Questions to Ask

•Work history (descriptive)▫Obtain specific information and fill in gaps on application

•Work history (evaluative)▫Obtain information about attitudes and motivation

toward work

Types of Questions to Ask

Working conditions, work relationships To obtain information about personality characteristics in the work

environment

Applicant’s goals and job objectives To determine the appropriateness of your position for the applicant

Applicant’s self-evaluation

Testing (if applicable to position)

•Conduct test in a private, comfortable area

•Explain instructions clearly•Avoid the word “test”, e.g. “We need to

evaluate your ability in…”

Legal Considerations•Avoid areas that could inadvertently lead

to legal violations▫age▫race or color▫religion▫gender/sexual orientation▫health/handicap

Closing the Interview•Insure that you and the candidate have

concluded on common ground

▫Ask if applicant has any questions▫Summarize what has been discussed▫Review the next steps with a clear and honest

timetable▫Thank the applicant for his or her interest

•DO NOT make a job offer or any commitment without prior approval from the Human Resources office

Evaluation and Selection

•Evaluate▫Work experience, education/training▫Motivation and attitude▫Ability to perform the job▫Employment verification and references

•Consult with other interviewers (i.e. HR)

Types of interviews

•Structured•Open-ended•Group•Stress•Situational/behavioral•Working interview

Testing

•Job skill tests•Behavioral / situational tests•Personality test•Hand writing tests

Preparing for the interview

•Learn about the organization•Think ahead about questions•Plan questions of your own•Practice

Interview

•Plan to look good•Be ready when you arrive•Go to the bathroom

▫Check your appearance▫Make sure you don’t have a full bladder▫Make a funny face

After the interview

•Follow up•Thank you note

Recruitment

•Process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications to apply for jobs within the organization

Selection• Define the Job Before Hiring an Employee• Plan Your Employee Recruiting Strategy

▫set up a recruiting planning meeting that involves the key employees who are hiring the new employee.

▫The hiring manager is crucial to the planning. ▫At this meeting, your recruiting strategy is

planned and the execution begins. ▫Teams that have worked together frequently in

hiring an employee can often complete this step via email.

Selecting

•Use a Checklist for Hiring an Employee

•Recruit the Right Candidates When Hiring an Employee ▫Hiring Top Talent Means More Profit

•Review Credentials and Applications Carefully

Selecting

•Prescreen Your Candidates•Ask the Right Job Interview Questions•Check Backgrounds and References

When Hiring an Employee