Aurelia Butler

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  • 138 Shares189 Views

    in Career Hacks

    Dell Technologies Reveals 5-Step Process to Land a Job (Event Review)

    You’ve heard resume and interview tips from friends, you’ve heard them from teachers, and you might have even heard them from people who claim to be job acquisition experts. But there is one particular group of people who will be able to provide resume and interview tips that are more valuable than everyone else’s, and that’s the person who is responsible for hiring you.

    Unfortunately, people don’t really get the chance to ask employers what they consider a good interviewer to be or for tips on their resumes, at least not until the opportunity to get a job has sailed.

    That’s why we did it for you. 

    In our recent virtual event with Dell Technologies, we heard from the $100 billion, multinational tech company regarding what they are looking for on resumes and how to nail their interview process. Leading the virtual event was Human Resources Rotation Program Manager, Megan Evangelista, who offered her invaluable insight regarding resume tips and interview advice.

    If you didn’t make the virtual event, that’s ok! The following are a few golden nuggets from Megan’s 5-step guide to help you land a job at Dell Technologies.

    1. Resume 101

    The first and most important tool you’ll need to sharpen for the application process is your resume. As Megan explained it, your resume is “that teaser trailer, that coming attraction opportunity for you to talk about yourself, your experiences, and get your reader excited and more importantly curious to hear more about you.”

    Megan went on to detail how it isn’t enough just to list skills on your resume. Anyone can say they are analytical, detail-oriented, and a leader, but it’s how you describe your experiences and how those skills come to life that really proves you possess them.

    Additionally, the way in which you organize and prepare your resume will go a long way as well.

    2. Interview Prep

    Once you have your resume locked down and prepared, you can move on to the interview preparation part. During the virtual event, Megan explained that the first and most important thing to do is research your audience. Reflecting on a past experience, Meg spoke about the bad impression it left when a candidate didn’t know anything about Dell.

    “When I was a recruiter, there was nothing more disheartening to me than when I’d meet a student, and they were really excited, and then they would say, ‘so, what does Dell do?’”Megan Evangelista, HR Rotation Program Manager

    In addition to researching the company, it is crucial to know your resume, understand the role’s responsibilities, and lastly, prepare some questions to ask your interviewer that show you have an active interest in the position and did your research!

    Finally, make sure you try to get a grasp on some of the questions they may ask you during the interview. Some of these questions might have to do with communication, analytical skills, technical skills, teamwork, or your work ethic, so be prepared with examples from all categories.

    3. Practice

    One thing that a lot of candidates tend to skip over or forget to do is practice, starting with your elevator pitch. A good elevator pitch will include your name, major and class year, education and character highlights, what your ideal role is, and why you want to apply for the company (Dell). 

    The next thing you want to do is prepare examples for questions you might be asked. What Megan suggests using is the EAR method – example, action, result – when creating answers to questions.  

    “If you’re going through an interview you’re probably not terribly relaxed so it’s a great structure to rely on when you’re responding to those sort of questions.” Megan Evangelista, HR Rotation Program Manager

    Lastly, you want to rehearse. Grab a friend or family member and ask them to listen to your elevator pitch or to ask you some interview questions. Record yourself or even do it in front of a mirror until it feels natural. The more you test your preparedness the more at ease you will feel when the interview comes around!

    4. Execute

    The day of the interview has arrived and now it’s time to put your skills and all the preparation to the test. While the main theme of the execution phase is preparation, scenarios will differ if you are doing a virtual or in-person interview.

    If it is in-person, you’ll want to remember to dress professionally, arrive early (15 minutes minimum), turn off your phone, and bring extra copies of your resume. If it is virtual, you’ll also want to dress professionally, turn off your phone, and log in 15 minutes early, but you’ll also want to double-check your WiFi connection and ensure you’re in a quiet space without distractions. 

    “Finding a quiet space and taking a moment to breathe before you meet with anyone and really recenter yourself can really go a long way. So think about what centering and calming looks like for you and then make sure you’re prepared in advance.” Megan Evangelista, HR Rotation Program Manager

    5. Follow up

    Although many candidates may feel that a follow-up message is optional, in some cases, it could be the difference between someone saying “yes, let’s bring them in for another conversation” or “eh, we’ve seen enough.” 

    In her experience as a recruiter, Megan made the point that although “it sounds very intuitive and maybe even a little bit old-fashioned to send thank you notes,” she can guarantee that they go a really long way and aren’t as commonly sent as you might think! 

    Megan even recounted an instance when she was considering five different candidates for a role and the only one that sent her a follow-up email was the one that ended up getting the job. During the virtual event, Megan also provided us with a great template to use when sending a follow-up.

    Summary

    This 5-step guide to help you get a job at Dell Technologies can more or less be boiled down to three main features – preparation, practice, and execution. If you’re interested in getting a job at one of the most coveted technology companies in the world you will make this guide your bible and make sure you exercise those three features religiously.

    If you do, you might just find yourself in the job of your dreams.

    Dell Technologies Summer Series features virtual events that walk through early development tips, tricks, and skills to build your career early. More

  • 113 Shares179 Views

    in Employer

    2022 State of Software Engineers: UK and Cross-Border Trends

    KEY TAKEAWAYS

    Top issues and trends for software engineers Most in-demand skills and rolesSalary data for software engineers in the UK and nearby European countries

    About this Report

    At Hired, our mission is to surface the best tech talent anywhere to help you fill your open roles and progress on DEI goals. But how?Our platform expanded beyond traditional tech markets this spring to include actively-engaged, curated talent around the world.We partnered with HR global marketplace leaders like Remote and Oyster, to help employers take the next step after surfacing talent on our platform. These partners help guide employers with specifics on workplace and hiring protocol, as well as HR compliance in payroll and other tasks.Based on our annual State of Software Engineers report, this content focuses on software engineers in the UK, as well as France, Germany, Ireland, Italy, the Netherlands, Poland, Portugal, Romania, Spain, and Sweden. With data shared from our partner, Oyster, we bring new insights to recruiters and employers seeking to expand talent teams in these areas.Containing loads of resources for attracting and hiring remote tech talent, this content also helps you navigate global recruitment and personalise your strategy for various regions.Are you a software engineer in the United Kingdom interested in a new role? If so, we have a lot of information for you too! We share the top countries eager to hire UK tech talent. We also dive into where remote demand is accelerating the fastest and average salaries. More

  • 63 Shares129 Views

    in Employer

    How Google Does Employment Branding

    When your employer value proposition is to “build for everyone,” you need an employer brand strategy that centers on authenticity.
    Leading employer brand at one of the world’s tech titans means grappling with a reputation of legendary proportions, supporting a network of 120,000 employees around the globe, and staying sensitive to the needs of one billion users.
    It’s what Mary Streetzel faces every day in her role as Head of Employer Brand at Google. And though Google’s scale sets it apart from most other employers, the lessons Streetzel and her team have learned about employer brand strategy have universal relevance.
    The Need for More Data
    Data has played a starring role in the evolution of Google’s culture and employer brand strategy. Its mission to “increase the world’s knowledge” includes the company itself—Streetzel and her team are constantly gathering more data to help make Google a better place to work.
    You may have heard legends about the notorious Google interviews of 10 years ago. Hiring committees tested candidates with trick questions (“How many ping pong balls could you fit in a school bus?”), graduates of high-profile alma maters seemed to receive preferential treatment, and one candidate allegedly went through 16 interview rounds before receiving a decision.
    These hiring practices, Streetzel insists, are relics of a bygone era. There’s been a culture shift toward a more empathic, broad-minded, and diverse Google, thanks in part to data.
    Let Your People Do the Talking
    Streetzel refuses to let the buzzword status of “authenticity” cloud its meaning and importance to employer brand. “Brands have to go ahead and admit it: You’re a business. Tell the truth,” she says. “Then, let your users tell the story a little bit more. That’s authenticity.”
    User- and employee-generated content is one of Streetzel’s favorite ways to let people, rather than brands, do the talking. Most recently, Google handed the storytelling reins to its interns for International Intern Day and filled its employer brand channels with personal perspectives on life as a Googler, directly from the mouths of interns experiencing that life first-hand.
    Streetzel and her team want future Googlers to see themselves in these authentic stories, seeding a new and diverse generation of employees. “We really want everyone to see themselves at Google,” she says. “We want to build a Google that reflects the world around us.”

    To follow Mary Streetzel’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create at your own company, get in touch.
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  • 150 Shares199 Views

    in Employer

    Want to Hire a Globally Distributed Team? 4 Ways to Get Started

    In the last few years, more companies have expanded their workforces globally than ever before. Businesses realized the talent pool is no longer limited to their city limits (or even their country’s borders, for that matter) and skilled workers everywhere are getting a shot at working for top employers—no matter where they live. Related: Hired […] More

  • 63 Shares129 Views

    in Employer

    Leading an Employer Brand Evolution

    When a business changes, its employer brand must evolve as well, as this professional services brand is learning as it recruits from an increasingly diverse talent pool.
    What does “adaptability” look like when you’re one of the largest professional services companies in the world?
    This is the challenge facing Erin Maxin, Global Employer Brand Leader at EY (also known as Ernst & Young). EY employs well over 200,000 employees worldwide and works with clients in over 150 countries.
    1. Attracting Tech Talent Outside of the Big Four
    Attracting tech workers is one of the most common talent challenges facing employer brand leaders today. Unless you’re a sought-after Big Four employer, you may struggle to fill tech roles and retain tech talent.
    EY has had to shift away from the campus recruiting model it’s used for years, in which internships fed the hiring pipeline. “Our talent models are changing because our business is changing,” Maxin says. Now, EY recruits from a broader range of backgrounds and skillsets than ever before to find the best matches for their tech roles.
    2. Diminishing Employee Tenure
    The “partner track” is less of a draw for candidates than it was in the past when employees preferred to stick with a job for a longer period of time. Job tenures are shortening, and today’s workers are less likely to desire a decades-long relationship with their employers.
    “The experience applicants have from a candidate perspective is really important to our ability to sell and build our brand in the marketplace,” Maxin says. For her and her team, crafting an exceptional candidate experience isn’t just humane; it’s vital to business success, too.
    3. Preparing for a Global Crisis
    The pandemic has forced drastic change onto many businesses, including their employer brand teams. Teams went remote, wellness became paramount, and brand messaging that worked in a pre-COVID world no longer resonated.
    “When things change your world, like the pandemic,” Maxin says, “you can customize it very quickly and get your regions and stakeholders what they need.” It’s an approach that focuses less on policing and more on empowering, educating, and creativity.
    4. Brand Trust Is Thornier Than Ever
    Edelman’s 2020 Trust Barometer report revealed the tremendous role consumer trust in a brand now plays in its success. Meanwhile, employees (both current and former) are turning to platforms like Glassdoor to offer their unvarnished thoughts on the employee experience.
    This means transparency and experience management are now central to a successful employer brand strategy. “You can put out gorgeous videos, gorgeous ads, and great content on your social media channels. But if your people are not having a great experience, they have platforms through which they can share that,” Maxin reminds us. “That is your employer brand, like it or not.”

    To follow Erin Maxin’s work in employer brand, connect with her on LinkedIn. For help evaluating your own employer brand, talk to us about the Link Humans Index, which uses 16 key attributes to measure how you compare with others in your industry.
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  • 63 Shares99 Views

    in Job Posting

    Project Manager | Unified Microsystems

    Employment:

    Full Time

    JOB OBJECTIVEThe position is responsible for planning, establishing, and managing projects and serves as a liaison between the business and technical aspects of assigned projects.STATEMENT OF DUTIES AND RESPONSIBILITIES• Oversees technical resource on project sites.• Manages assigned IT projects to ensure adherence to budget, schedule, and scope of project.• Attends pre-sales meetings to capture requirements, working with technical team for design and sales for quoting.• Coordinates with internal team and develops schedules and individual responsibilities• Ensures equipment ordered is ready as required, to minimize number of site visits.• Sets and tracks project milestones; manages and accounts for unforeseen delays, then realigns schedules and expectations as needed.• Establishes and implements project communication plans, providing status updates to clients, management and project team• Ensures compliance with government and company regulations• Develops and updates Project Manuals and other related documentations.• Develops and updates Knowledge Bank related to project management.• Performs other related duties as assigned.

    REQUIRED SKILLS• Able to implement basic to medium Server, desktop, network and telephone requirements, bringing in and managing additional technical resource as required. • Strong English communication both written and verbal.• Must have knowledge of Windows 7 thru 10, Windows Server and Mac operating systems.• Confident and socially adept.• Fast and pro-active self-leaner.• Able to handle pressure from time to time and always meet deadlines.• Excellent time management and organization skills.• Proactive and values teamwork and continuous learning• Flexible and resilient, able to adjust operational exigencies• Holds a valid UAE Driving License.QUALIFICATIONS AND EDUCATION REQUIREMENTS• Degree in IT, Business or any related course• 3-5 years’ relevant work experience in project management or similar field• In-depth understanding of the IT and IT Services industry

    Unified Microsystems is a privately-owned IT Solutions Provider with offices in Dubai, United Arab Emirates and Manila, Philippines. It provides IT solutions for clients in the Middle East, Europe and South East Asia. More

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    in Job Posting

    Accountant | Aon DIFC Gulf

    Employment:

    Full Time

    • Post revenue and expenses to the General Ledger• Reconcile revenue and expenses to source subsystems• Reconcile balance sheet accounts, including ageing• Prepare revenue and expense reports for analysis by FP&A• Liaise with internal and external auditors• P2P, vendor management and accounts payable• Clients invoicing and credit control• Intercompany and group accounting• Tax filings

    • Bachelor’s degree in Accounting or related field• ACCA, CPA or CMA qualified or part qualified• Strong knowledge of IFRS and US GAAP accounting• Fluency in Microsoft Office suite (Outlook, Excel, Word, PowerPoint, etc.)• Minimum 3 years of experience in the areas financial accounting or audit

    Aon in the Middle-East is recognised as the premiere international broker with offices and network offices in the United Arab Emirates, Saudi Arabia, Bahrain, Oman, Qatar, Iraq, Egypt, Lebanon and Kuwait. The Middle-East is a key strategic region for Aon and we continue to resource in the region with high quality personnel who can ensure Aon’s global commitment to providing leading edge service to our clients wherever they may be located. We employ more than 350 colleagues throughout our offices and network offices in the region. Wherever the risk or client is located, Aon has the ability and capability to seamlessly support and service our valued clients and partners. In short we offer you a global service delivered locally. More

  • 88 Shares149 Views

    in Job Posting

    Reception & Administrator | Irwin & Dow

    Employment:

    Full Time

    Reception & Administrator- Sunday to Thursday working weekA DIFC investment management firm is seeking a strong administrator with a client centric approach to act as the first point of contact for all telephone calls, emails and visitors and also assist the wider team with general administration. Initially the role will cover a period of maternity leave, however the role has a very high potential of then moving onto a permanent position as the office is exceptionally busy. You will possess excellent MS Office skills including strong PowerPoint capabilities, as part of the role will assist the marketing team to collate client presentations and external marketing campaigns. However, the core function will include assisting the team with business continuity including office and pantry supplies, overall maintenance, IT support via 3rd parties, management of couriers and drivers and international travel arrangements via an internal agent.Utilising your excellent communication skills and your ability to manage multiple deadlines, it is essential that you have similar experience, ideally from a professional services background. This role is a core function for the business and therefore you will be a front of house ambassador with high levels of personal presentation and interaction skills.

    . This client is a prestigious and supportive professional environment where you will be encouraged to act with autonomy and utilise your initiative at all times. To be successful with your application it is essential that you have excellent English communication skills and be highly self-motivated to remain in control of all of the daily tasks and provide regular updates to the Office Manager, whom you will directly report into. It is expected that the new position will begin in August and therefore those with a maximum notice period of 1 month are encouraged to apply. Please also note the current working week for this organisation is Sunday to Thursday, 9am- 6pm.

    Irwin & Dow was established by two highly experienced recruitment professionals, Tracey Irwin and Jocelyn Dow. We provide a refreshing approach by working in close partnership with clients and candidates within the Business Support, Secretarial, HR & Finance sectors.

    Good staff are key to every business. We recognise and appreciate this, having over thirty years combined recruitment and executive search experience within the region.

    Our main aim is to provide a specialist service to clients preferring to work with a bespoke consultancy.

    Our values of discretion and diplomacy are paramount and our ultimate goal is to become a partner of choice for all our clients and candidates. More