Saturday 12 January 2013
2013 Summer English Immersion Program in England : Take Control - Invest in Yourself
2013 Summer English Immersion Program in England : Take Control - Invest in Yourself: Job hunters in 2013 are faced with a high-demand, low-supply opportunity equation, and to get that coveted position, you must be able to off...
Take Control - Invest in Yourself
Job hunters in 2013 are faced with a high-demand, low-supply opportunity equation, and to get that coveted position, you must be able to offer the employer more value than you cost them, from the outset. Proving or influencing the employer into believing that you hold more value than you cost is not a new concept, but the idea that you can achieve this straight out of school is.
Believing new graduates to be more focused, on what the company can do for them; on leveraging their opportunities; and using resignation actively as a career-advancing strategy, making mobility key, is an important concern to both the candidate and the employer, for opposite and obvious reasons. Interviewers, sensing that their opening is simply a stepping-stone in the candidates career-building strategy, are prompted to ask questions like, "do you really want this position?", or, "how interested in this job are you?"
Graduates feel, that mobility is necessary within short structured situations, to creep-up the level faster and, that they may have to 'kiss a few frogs' with unpleasant assignments and be used as 'cheap labour', in order to gain continued experience, and make themselves more attractive to their ideal employer.
In this economy, employers feel less inclined to invest in continuing education, and some have reverted somewhat to the old way of believing that they are preparing employees and paying the way, only to lose them to the competition. There is no doubt that continuing education and upgrading keeps the career builder and job seeker more marketable.
Some employers are concentrating on the redeployment of existing employees to fill the few vacancies available and provide them with the necessary training to fulfil the position.
Despite the downturn and reduction in opportunities, graduate recruitment and training should be a priority. It may be unfeasible to expect career-long loyalty, but the employer's investment in graduates will be repaid later. What looks like inexperience should be read as fresh thinking. Younger staff may hold the key to technological change and innovation. According to the careers advisory at Cambridge University, companies are seeking recruits with affinity for specialist areas and tailoring programs to attract promising candidates who have been focusing on a business specialism since the beginning of their working/education life. Companies are 'fishing' for younger recruits and prefer students who have proved themselves in company internships before their final year.
The message is clear: choose your education pathway carefully. Those of you currently working need to ensure that your skills and knowledge base is current. This can be achieved through continuing or further education.
Just because you have a job does not mean that you are safe. Companies are shedding 'old', seasoned employees, and selecting new, dynamic and cheaper alternatives as part of their labour-to-goals cost reduction strategy.
Take control. Invest in yourself. Remember, you CAN influence your long-term working future.
Believing new graduates to be more focused, on what the company can do for them; on leveraging their opportunities; and using resignation actively as a career-advancing strategy, making mobility key, is an important concern to both the candidate and the employer, for opposite and obvious reasons. Interviewers, sensing that their opening is simply a stepping-stone in the candidates career-building strategy, are prompted to ask questions like, "do you really want this position?", or, "how interested in this job are you?"
Graduates feel, that mobility is necessary within short structured situations, to creep-up the level faster and, that they may have to 'kiss a few frogs' with unpleasant assignments and be used as 'cheap labour', in order to gain continued experience, and make themselves more attractive to their ideal employer.
In this economy, employers feel less inclined to invest in continuing education, and some have reverted somewhat to the old way of believing that they are preparing employees and paying the way, only to lose them to the competition. There is no doubt that continuing education and upgrading keeps the career builder and job seeker more marketable.
Some employers are concentrating on the redeployment of existing employees to fill the few vacancies available and provide them with the necessary training to fulfil the position.
Despite the downturn and reduction in opportunities, graduate recruitment and training should be a priority. It may be unfeasible to expect career-long loyalty, but the employer's investment in graduates will be repaid later. What looks like inexperience should be read as fresh thinking. Younger staff may hold the key to technological change and innovation. According to the careers advisory at Cambridge University, companies are seeking recruits with affinity for specialist areas and tailoring programs to attract promising candidates who have been focusing on a business specialism since the beginning of their working/education life. Companies are 'fishing' for younger recruits and prefer students who have proved themselves in company internships before their final year.
The message is clear: choose your education pathway carefully. Those of you currently working need to ensure that your skills and knowledge base is current. This can be achieved through continuing or further education.
Just because you have a job does not mean that you are safe. Companies are shedding 'old', seasoned employees, and selecting new, dynamic and cheaper alternatives as part of their labour-to-goals cost reduction strategy.
Take control. Invest in yourself. Remember, you CAN influence your long-term working future.
Subscribe to:
Posts (Atom)