whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire

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whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,2021欧洲杯买球赛程表whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hirewhole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire

whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,2021欧洲杯whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire欧洲杯什么app能下注

whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,2021欧洲杯手机投注网365whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire

whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,【欧洲杯指定网投】,2021欧洲杯奥运会whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire

whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire,2021欧洲杯奥运会whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire2021欧洲杯手机投注网,whole job-hunting'system' that drive job-hunters nuts. For example, why you areobligated to send in a resume, but employers are not obligated toanswer those resumes, or even acknowledge they ever received them. Ifyou made the rules, you would require employers to at least acknowledgeyou exist. But, dear friend, you don't make the rules. Nor do I. Itis employers who 'call the shots' in the traditional job hunt. Thisdoesn't make employers necessarily 'bad," or you necessarily a victim.It's simply the way things are. But if you realize that, if youunderstand whose game you're playing in, then you can push your ownjob-hunt toward success, by following this simple rule:To meet up with employers, study what employers do, go where employersgo, adapt your behavior to theirs.THE MAJOR STUMBLING-BLOCK:THERE IS NO SUCH THINGAS "EMPLOYERS'The problem in trying to do this is that there is really no such thingas 'employers." The generalization implies that they are one large,unified group, one tribe, who all move along the same track, see theworld in the same way, and have the same values and preferences. Theydon't. In actual fact, one employer may be as different from anotheras night and day. Therefore, every generalization you try to makeabout 'employers' as a group, will always die a horrible rattlingdeath.We are reduced, therefore, to speaking of employers in general, or onaverage, or in the majority--with probably a thousand exceptions toevery generalization we make. However, that said, there are somegeneral broad statements we can make, using the phrase: many if notmost employers.MANY IF NOT MOST EMPLOYERSHUNT FOR JOB-HUNTERS INTHE EXACT OPPOSITE WAYFROM HOW JOB-HUNTERSHUNT FOR THEMAs I said, to meet up with employers, study what employers do, go whereemployers go, adapt your behavior to theirs. That's the rule, but thedegree to which this rule is not understood by most job-hunters, caneasily be illustrated with the following diagram:The Traditional Job-HuntThe Way a Typical Employer Prefers to Fill a VacancyFrom Within: Promotion of a full-time employee, or promotion of apresent part-time employee, or hiring a former consultant for in-houseor contract work, or hiring a former 'temp' full time. Employer'sthoughts: "/ want to hire someone whose work I have already seen." (Alow-risk strategy for the employer.)Implication for Job-Hunters: See if you can get hired at anorganization you have chosen- as a temp, contract worker, orconsultant- aiming at a full-time position only later (or not atall).Using Proof: Hiring an Unknown Job-Hunter who brings proof of what heor she can do, with regards to the skills needed.Implication for Job-Hunters: If you are a programmer, bring a programyou have done--with its code; if you are a photographer, bring photos;if you are a counselor, bring a case study with you; etc.Using a Best Friend or Business Colleague: Hiring someone whose work atrusted friend of your has seen (perhaps they worked for him or her).Implications for Job-Hunters: Find someone who knows theperson-who-has-the-power-to-hire

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