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 1
Who is Giovanni? Thursday, March 22 2018 Work Experience • Executive Manager – Tourism / Hotel Industry – (owner) • Executive Manager Official Public Tourism Board (MICE) • Human Resources Manager & Deputy CEO (150 employees) But «remember» first of all we are • Human Resources & Quality Manager - Hotels Chain (200 employees) persons. • Human Resources Director (International ) Pharmaceutical Industry - (600 employees) • Human Resources Director – 2017 > Hotels Chain (350 employees) I was born in Como (Italy). but arrived in Switzerland young, I’m Suisse from Education several years. • Swiss Federal Certificate in Human Resources Management; I’m married and music it’s one of the most • Executive Master: Strategic Human Resources Management; important elemnts in my private life. • Master International Tourism; I really like my job and I’m very happy in my • Degree Business Administration; position. • High School Diploma; This is not a CV!!!!! My current role/duties Human Resources Management: Compensation, Recruitment , Career development, Payroll responsibilities, internal communication, change management. What I look for In Ticino Hotels Group the essential elements for a good candidate are: integrity, trasparency, ethics principles, teamwork, flexibility and innovation. . 2
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. 3
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! 4
Thursday, March 22 2018 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 . 5
Thursday, March 22 2018 Resume’s Analysis! What we do in recruitment process?? Just in my case we receive an avarage of 8/10 CV a day (without any AD) We start analyze the candidate’s, the criteria of the potential best candidate: age, sex, How much time we can invests to “read” a attitudes, location … CV? All the studies says (average) 9 seconds If you want to hire a Pope, he needs to be catholic? Same profile!! How we can make the right choice? 6
Thursday, March 22 2018 The Process: Personal Accepted Pre-selection Interview job-offer Hiring Application Telephone Assessment Interview - Test Time? Results? Position? Very attrctive or not ……… How much time we have Expectations? or we want to invest 7
Thursday, March 22 2018 Selection Method – Overview 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 +/- - - - 8
Thursday, March 22 2018 Recruiters weaks - 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; 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? 9
Thursday, March 22 2018 What I have build in my firm: interview for senior candidates 10
Thursday, March 22 2018 What I have build in my firm: interview for candidates 11
Thursday, March 22 2018 Interview – structured - Hard competences 12
Thursday, March 22 2018 Interview – structured - Softs skills evaluation 13
Thursday, March 22 2018 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 14
Thursday, March 22 2018 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 15
Thursday, March 22 2018 Some pill for a good Resume: Type 1. Reverse-Chronologica l: 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. 16
Recommend
More recommend
