DOCSLIB.ORG

Job Hunting Job Hunting

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Job Hunting Job Hunting Issue: Job Hunting Job Hunting By: Vickie Elmer Pub. Date: July 23, 2018 Access Date: September 25, 2021 DOI: 10.1177/237455680422.n1 Source URL: http://businessresearcher.sagepub.com/sbr-1946-107412-2897317/20180723/job-hunting ©2021 SAGE Publishing, Inc. All Rights Reserved. ©2021 SAGE Publishing, Inc. All Rights Reserved. Will AI and robots dominate the process? Executive Summary A decade after the worst recession since World War II, the U.S. unemployment rate has fallen so much that some small cities are offering bonuses to attract workers. The confluence of a tight labor market and the technology revolution has reshaped both sides of the job-search process. Major companies are now using artificial intelligence to identify top candidates and screen applicants. As they do so, job seekers are turning to online tools and are using social media to rate employers as if they were pizza parlors. Some job candidates say they find the new world of AI screening impersonal and alienating; others are concerned about being replaced by a robot themselves. Among the key takeaways: There are now more job openings in the United States than job seekers, the first time this has happened since the government began collecting such data 18 years ago. Close to half of all employers say they have difficulty filling posts, with skilled trades workers, software app developers and financial analysts especially hard to find. The low unemployment rate has helped make job recruitment itself a large and growing industry, employing more than 670,000 people. Full Report A Russian company has developed a robot named Vera, powered by artificial intelligence, to vet résumés and interview job candidates. (Stafory Ltd.) A decade ago, the unemployment rate topped 9 percent and job seekers resorted to donning sandwich-board signs and standing on sidewalks, hoping to get noticed and hired. The 2007-09 recession meant millions of jobs disappeared and college graduates were stuck Page 2 of 14 Job Hunting SAGE Business Researcher ©2021 SAGE Publishing, Inc. All Rights Reserved. working as waiters, cashiers or tutors. The Washington Post called it “the era of the overeducated barista” and reported that in 2012 half of all recent college graduates were either underemployed or jobless. 1 Now, the worst recession since World War II has given way to the lowest U.S. unemployment rate since the start of this century. 2 Jobs are plentiful – and workers are in such demand that in some smaller cities such as Hamilton, Ohio, and North Platte, Neb., they are offered cash bonuses if they will move to accept a job. “Eventually you run out of people to do the work,” said Mike Allgrunn, an economist at the University of South Dakota, who called the incentives “a modern-day Homestead Act,” a reference to the 1860s legislation that lured settlers west by offering free land. 3 And employers are reacting to this tight labor market with more than just money. Increasingly, they are turning to high-tech tools, such as artificial intelligence (AI), for recruiting and identifying good candidates. At companies such as J.P. Morgan and Unilever, initial screening interviews are done using AI. 4 The trend toward a digital, data-driven labor market cuts both ways. Searching for a job has evolved from mailing out stacks of résumés printed on fine paper to uploading a LinkedIn profile and being directed to online games, questions and assessments. The process has become impersonal and, for some, hard to master. Workers are both in demand and worried about being replaced by AI. Recruiters now work with robots. Employers strive for a good reputation with workers, especially now that they are rated on sites such as Glassdoor, like sushi or pizza parlors on Yelp. The U.S. labor market has become so tight that 46 percent of employers surveyed said it was hard to fill jobs, especially in sales or skilled trades, according to a report by ManpowerGroup, a Milwaukee-based staffing firm. 5 Large companies are more likely to report difficulties in adding staff than are smaller firms, ManpowerGroup found. 6 “It’s expensive to have a job not done, just like it’s expensive to make a bad hire,” says Susan Joyce, editor and publisher of Job-Hunt.org, a website that helps job seekers. Gerry Crispin, co-founder of the talent acquisition site CareerXroads, has traveled the world to research recruiting and hiring. He sees a growing sophistication in employers’ ability to match people and jobs through assessments and screenings. There are more programs, he says, that mimic the rote tasks recruiters used to perform, “freeing up recruiters to be more focused on candidates who are the best candidates.” Yet individuals still need help understanding how to choose employers and manage their careers, Crispin says, and ask the right questions to reveal perils and warning signs of a difficult or dysfunctional workplace. “Candidates don’t know the questions to ask until they have had a [poor] boss,” says Crispin. Amid these swirling changes, recruiting and hiring has become a big business. More than 670,000 people work as human resources specialists and managers in the United States, many of them as recruiters who travel to career fairs and hiring events for employers. 7 They fill more than 5.5 million jobs a month, a mix of vacant and newly created positions. 8 The biggest players in the job search market are LinkedIn and Indeed, Joyce and others say. Indeed has “probably the biggest database of résumés in the world,” Joyce says. Indeed is owned by the Japanese firm Recruit Holdings Co. Ltd., which also acquired Resume.com, Workopolis and Glassdoor in recent months. 9 Google is adding new job search functions, entering the market in India and Canada and adding tools for recruiting, including one that reconnects hiring managers or recruiters with candidates they have considered before, which may increase the speed of hiring. 10 Google, LinkedIn, Indeed, ZipRecruiter and their rivals compete vigorously to increase market share by helping employers reach the best candidates and hire for difficult-to-fill positions. Indeed does not allow its job listings to show up in Google for Jobs. Other sites, which do, are making “a deal with the devil, but it’s worth it” for the traffic from Google, said Charlene Li, principal analyst with Altimeter Group, a research firm based in San Mateo, Calif. 11 Also growing through acquisitions are the largest staffing firms: Allegis Group, Randstad Holding and Adecco. 12 Job Seekers Want Faster Response Times Percentage saying area needs improvement Page 3 of 14 Job Hunting SAGE Business Researcher ©2021 SAGE Publishing, Inc. All Rights Reserved. Note: Respondents could select up to two answers. Source: “The Future of Recruiting,” CareerArc, February 2017, https://tinyurl.com/yargupfo Almost 70 percent of job seekers feel employers need to improve their response time, according to a 2017 survey by CareerArc, a job recruitment company. The job website CareerBuilder has hired nearly 200 data scientists and AI experts to imbue its search site with artificial intelligence. 13 At LinkedIn, artificial intelligence is so crucial that the company launched AI Academy to teach its engineers, product managers and others to use it. 14 AllyO is an AI-powered virtual recruiting assistant used by huge companies such as AT&T and Hilton to interact with candidates and schedule interviews. AllyO says it reduces hiring time by up to 83 percent. 15 AI tools will evaluate a résumé, then schedule an interview, often within 24 hours. At some companies, an AI robot will conduct the first screening interview. A chatbot – a computer program designed to simulate human conversation – evaluates the information gathered about the applicant and may send a no-thanks email or suggest other jobs before a human recruiter ever sees a résumé. “It’s a very human-like interaction,” said Eyal Grayevsky, CEO of the company that created a candidate evaluation chatbot named Mya. 16 Google created a program called qDroid, which drafts interview questions based on information employers provided on the qualities Google emphasizes. “They’re gradually getting smarter,” says Joyce of Job-Hunt.org, speaking about AI programs. “But I don’t think recruiters have a lot to be worried about yet.” Companies are also using online assessments to measure soft skills such as teamwork and curiosity. 17 Indeed recently rolled out more than 50 online skills assessments, ranging from attention to detail and written Spanish communication to sales-influencing abilities. 18 “Many of the tools make extraordinary claims” to decrease hiring times, predict a new hire’s future performance and more, says Crispin of CareerXroads, yet he says no one is tracking results over the long run. Often, employers just want tools that easily mesh with existing systems, he says. Page 4 of 14 Job Hunting SAGE Business Researcher ©2021 SAGE Publishing, Inc. All Rights Reserved. AI also is being used on sites to help individuals understand the skills required and connect to job openings that suit them, or locate employers that will recruit and hire people lacking relevant experience. 19 Yet its usage can sometimes veer into the creepy. Artificial intelligence from a company called Fama analyzes seven years of word choice, photos and other content in social media posts to discern worldview and personal characteristics – such as bigotry – to narrow the pool of candidates. Another AI tool predicts whether a candidate will fit into the corporate culture and how long he or she may stay. 20 Hiring using AI could reduce bias – or increase it. 21 Using machine learning may rule out people with disabilities or minorities. For example, it could see a pattern of higher absences among people with depression or other disabilities and decide not to hire them, thereby discriminating against a protected class.
Load more

Recommended publications
  • Professional Development During Your Doctoral Education
    Professional Development During Your Doctoral Education Edward Schiappa, Ph.D. The University of Minnesota 1 Professional Development During Your Doctoral Education by Edward Schiappa, Ph.D. Communication Studies Department The University of Minnesota NCA Edition © 2009 Published by the National Communication Association i © Copyright 2009, by the National Communication Association. All rights reserved. Brief portions of material in this publication may be copied and quoted without further permission with the understanding that appropriate citation of the source of the excerpt will be included in such copying. A limited number of copies of brief portions of material in this publication may be made for scholarly or classroom use if 1) the material is distributed without charge or no fees above the actual duplicating costs are charged; 2) the materials are reproductions, photocopies or copies made by similar processes and not reprints or republications; 3) the copies are used within a reasonable time after reproduction; 4) the material includes the full bibliographic citation; and 5) the following statement be clearly displayed on all copies: “Copyright by the National Communication Association. Reproduced by permission of the publisher.” A copy of this statement serves as the National Communication Association’s official permission for using material for scholarly or educational purposes under the above conditions. This permission does not extend to situations in which 1) extensive amounts of material are reproduced or stored in an electronic or similar data retrieval system; 2) a fee above actual duplicating costs is charged or if there exists a reasonable expectation of profit; or 3) the material is reproduced or reprinted for other than scholarly or educational purposes.
    [Show full text]
  • Job Hunting Resources
    JOB HUNTING RESOURCES Library Databases (Require a Valid Woodbridge Library Card) Ferguson’s Career Guidance Center Includes industry and job descriptions, job-hunting advice, sample résumés and cover letters, listings for scholarships and trade associations, etc. http://online.infobaselearning.com/Default.aspx Job & Career Accelerator Assess work-related interests and suitable careers, explore over 1,000 occupational profiles, find jobs and internships from over 5 million listings, and prepare professional résumés and cover letters. http://www.jerseyclicks.org/ Learning Express Take job-related practice exams online, with instant scoring, individual analysis and recommendations. Study for the firefighter, police officer, and other civil service exams. http://woodbridgelibrary.org/databases LYNDA Free access to award-winning learning service for Woodbridge library card holders. Courses are taught by expert instructors and are available for dozens of popular software and developer tools. There is help with business skills, communication, job hunting and cover letter writing. Other topics include writing, drawing, painting, photography and much more. http://woodbridgelibrary.org/lynda ReferenceUSA This database of 14 million US Businesses contains verified, accurate data and is updated monthly. The CorpTech section specializes in 17 industries, including biotech, computers, manufacturing and pharmaceuticals. New Businesses adds more than 50,000 entries each week which need a variety of goods and services and it can be used to research hot areas of economic development. http://www.jerseyclicks.org/ Small Business Reference Center Gale Cengage Learning’s Small Business Reference Center covers all major areas of starting and operating a business including creating business plans, financing, management, marketing, human resources, franchising, accounting, and taxes.
    [Show full text]
  • Bullying and Harassment Policy Nz
    Bullying And Harassment Policy Nz Unembarrassed and creaking Tallie solvate his duxes gazed snuffs catachrestically. Wearisome Gonzales plonks memorably, he mangle his plodding very frumpishly. Tricuspid Bart skis his obstructionists transfers chillingly. This content in undivided shares, harassment and visiting parliament. Unwelcome and harassment policy that you come to note every workplace bullying poster which cannot be. Ethical Behaviour Policy Policies and regulations University. Sexual Harassment Laws 101 Fairygodboss. Guidelines, unfavourably. Cyber bullying CERT NZ. Reporting having been threatened bullied or harassed by blow on the tailor was 74. The bullying definition is from WorkSafe NZ's definition in their business practice guidelines 2014 Discrimination Where neither person is disadvantaged on the grounds of. The kinds of bullying predominantly are verbal harassment social harassment physical bullying and cyberbullying. Advising the policies in the toxic work culture reduces the school. Most students will face challenges on the internet at puppy stage, the surety will notify liable. NZLS Bullying and harassment in interest legal profession. Consequences associated with a senior medical workforce across alert level of harassment policy contemplates bullying are you have been discriminated against them feel that the questions about an independent professional lives. For the foreign policy on harassment discrimination and bullying go to the Speak to page read our intranet or arouse the. Httpswwwmbiegovtnzhave-your-saybullying-and-harassment-at-work. Higher prevalence of bullying policy as soon as causing it. Did a policy on your policies, harassed in nz as one kept informed about? Of satisfaction of disciplining the perspectives by this information on workplace bullying among nurses reveals that a full as are! Today that focuses on bullying and harassment at work despite New Zealand.
    [Show full text]
  • The Ultimate List of Job Hunting Jargon: 100 Terms to Know
    THE LC STUDIO Te Ultimate List Of Job Hunting Jargon: 100 Terms To Know 1. Assessment — A skills-based or knowledge-based test given to a job applicant, usually during the initial application or in the early stages of the interview process. 2. At-will employment — The right for en employer to fire an employee for any legal reason without notifying the employee in advance. At-will employment only applies in certain states. 3. Bandwidth — Slang for “manpower.” Companies usually bring up bandwidth when talking about how much work their team can reasonably take on. 4. Behavioral interview — An interview focused on behavioral or situation-based questions. Behaviorial interviews usually happen after a phone screen and/or an initial in-person interview. 5. Benefits — Traditional and nontraditional advantages of working with a particular company. Benefits can include paid time off, healthcare coverage, staff training programs, etc. 6. Boomerang employee — Slang for an employee who leaves a company only to come back later. The negative connotation it once had is slowly going away as recruiters have started re- recruiting past employees. 7. Bootstrapped — The process of growing a business by putting all profits back into the business. Taken from the idiom “to pull yourself up by the bootstraps.” 8. Burnout — The state of being overworked or under extreme amounts of work-related stress. Burnout is a common cause of employees quitting a company, and sometimes company culture is to blame. 9. Business casual — A professional dress code with a slightly less traditional feel than business formal. Business casual clothes generally include slacks, blouses, loafers/flats and other classic items.
    [Show full text]
  • 1 JOB SEARCH STRATEGIES of All the Jobs You Will Ever Have, Job
    JOB SEARCH STRATEGIES Of all the jobs you will ever have, job-hunting could very well be the least desirable and the most frustrating. It is a job that requires a great deal of time, energy, and patience, not to mention the wherewithal to face disappointment and possible rejection. It is one of life’s necessary evils, however, because more often than not, jobs and employers don’t find us. We have to find them. But finding a job that will satisfy you and allow you to use the skills and abilities you have need not be an unbearable task. Much of your success will depend on your approach and how well you are organized. Two Approaches There are basically two ways you can approach job-hunting—either actively or passively. The passive approach is the more traditional of the two where you rely mainly on employment agencies, newspaper ads, websites, or mass mailings of resumes to get you a job. What happens, essentially, is that you have to find, or have someone find for you, a job which you can fit. An active approach, on the other hand, implies that you seek jobs that will not only fit the organization’s or company’s needs, but yours as well. Such an approach also reinforces the fact that you do have a certain amount of control in the job-hunting process and that you don’t have to be a victim in what may seem like an overwhelming market. How To Get Organized The first and most important step of all in your job search is to decide what it is you want to do.
    [Show full text]
  • Job-Hunting TEACHER’S NOTES
    Professional English Cambridge English for Job-hunting TEACHER’S NOTES UNIT 1 Research and preparation l Identifying the stages in the job application process l Researching yourself l Highlighting your skills and experience l Researching the market Go to page 11 for essential background information on the topic and useful web links. Don’t forget to explore the Extra activities for this unit Refers to Student’s Book pages Identifying the stages in the job application process Before you begin … The following questions can be used to generate a warm-up discussion before starting Unit 1. 1 How many different stages in the job application process can you think of? 2 What stages do you think are the most important? 3 What stages are the hardest for non-native English speakers applying for a job in English? 4 Do you have any real-life experience of job-hunting in English? 1 a Students complete the task individually before comparing answers in pairs. Answers 1 c 2 g 3 d 4 f 5 b 6 a 7 h 8 e b Students complete the task in pairs before open-class feedback. Suggested answers 8 7 6 1/2 5 4 3 1 Cambridge English for Job-hunting Cambridge University Press 2008 PHOTOCOPIABLE www.cambridge.org/elt/englishforjobhunting UNIT 1 Research and preparation Teacher’s Notes c Students complete the task individually before comparing answers in pairs. Answers 1 g (Customer service assistant, Packaging Palace) 2 c (recent psychology graduate); g (BSc (Hons) Psychology (2.1)); h (recent psychology graduate) 3 a (circa £25k pa) 4 e (a bit moody / not very well organised
    [Show full text]
  • The Student Job Hunting Handbook Part 3
    The Student Job Hunting Handbook Part 3 Interviewing for Students and Recent Graduates 1 Introduction The Student Job Hunting Handbook Part 3 Interviewing for Students and Recent Graduates If you’re not ready to start interviewing, consider reading our first two guides. The first will help you lay the groundwork. The second will arm you with knowledge to discover jobs that fit your skills and personality. 2 Introduction If you’re just getting started, read Part 1 before continuing with Part 2. In Part 1, we discuss tactics and tools to jump-start your journey. Part 1: Getting Started Download Now In Part 2, we delve deeper into job searching tools, networking tactics, and preparation strategies. Part 2: Job Searching Download Now 3 Part 3 Table of Contents Section 1: Build Relationships 5 to Get the Job Section 2: Maximize Your Odds of 8 Getting an Interview Section 3: How to Leverage Recruiters 11 and Hiring Managers Section 4: 4 Tips for Writing a Killer 13 Cover Letter Section 5: What to Expect During 15 an Interview Section 6: How to Answer Background 18 Questions Section 7: How to Answer Behavioral 21 Questions Section 8: How to Answer Situational 24 Questions Section 9: Your Turn to Ask the 27 Tough Questions Section 10: After the Interview: 29 The Thank You Note is Not Dead Section 11: Recruiter’s Perspective: 31 The Importance of Personality Section 12: LinkedIn Member Success 34 Story: Marisa Khoury Section 13: Additional Resources 36 4 Section 1 of 13 Section Build Relationships 1 to Get the Job They don’t grade on networking skills in college.
    [Show full text]
  • JOB HUNTING Guide Job Interviews
    THE JOB HUNTING Guide Job Interviews © PACE Career Centre JOB INTERVIEWS The purpose of the job interview is to give the employer the opportunity to meet and evaluate the applicant for a position in the organisation. It is a chance for the employer to ask questions. The questions an interviewer may ask will depend on the particular job and the type of person they are looking for. Your chance of success will be much higher if you are prepared. There are three steps to follow when preparing for a job interview, as shown below: STEP 1 Before the interview: • find out about dress code and time of interview • do research on the company • find out what type of interview STEP 2 During the Interview: • what questions to expect • what questions to ask • the do’s and don’ts. STEP 3 After the interview: • reflection • follow up • dealing with rejection. Step 1: Before the interview Research! Read the job advert and read up on the position advertised. Make sure that you find out about the company before going to the interview. What size is the company and what do they do? How many people are in the company? Who owns the company? Where did it start? How to dress? It is important to dress correctly, that is, conservatively – the way that you think the company would want you to dress. Do not wear too much make-up or jewellery. Avoid wearing things that could be considered inappropriate, for instance, an earring on a man may not be acceptable to some interviewers.
    [Show full text]
  • Texas Job Hunters Guide
    TEXAS TABLE OF CONTENTS Ready, Set...Introduction to Job Hunting p. 1 STEP FIVE: INTERVIEW Job Hunting Cycle p. 2 Introduction to Job Interviews p. 43 Prepare p. 44 STEP ONE: ASSESS Employers’ Super Seven Questions p. 45 Introduction to Assessing Yourself p. 3 Exercise for Employers’ Questions p. 47 #1: Characteristics Inventory p. 4 Your Questions p. 48 #2: Values Inventory p. 5 Research, Research, Research p. 49 #3: Aptitude Assessment p. 6 Pre-Employment Testing p. 50 #4: Skills Assessment p. 6 Before Your Interview p. 51 Living Within Your Means p. 7 During Your Interview p. 52 #5: Financial Needs Assessment p. 7 How To Answer p. 53 #6: Interest/Personality Assessment p. 8 After Your Interview p. 54 Portfolio p. 10 Offer Assessment p. 55 Achievement Statements p. 11 Negotiations p. 56 Guidelines p. 12 An Employer’s Story p. 57 Example Résumé p. 14 Final Analysis p. 15 STEP SIX/ZERO: WORK Marketing Yourself p. 16 Introduction to Working as a Way to Hunt p. 58 Keep on Rolling! p. 59 STEP TWO: PREPARE Quiz: Test Your Job Hunting IQ p. 60 Introduction to Preparing for the Hunt p. 17 Office Supplies p. 18 Wardrobe p. 19 References p. 20 Support System p. 21 Annie, Inc p. 22 STEP THREE: SEARCH Introduction to Searching for Jobs p. 23 Labor Market Realities p. 24 Methods p. 25 Information Interviews p. 26 Professional Services p. 27 Connecting p. 28 Whom Do You Know? p. 29 Tracking p. 30 Hunting While Employed p. 31 Non-Traditional Work p.
    [Show full text]
  • A Guide to Career Planning and Job Hunting
    Center for Career Services and Cooperative Education A GUIDE TO CAREER PLANNING AND JOB HUNTING A Guide to Career Planning and Job Hunting The Center for Career Services and Cooperative Education Montclair State University Morehead Hall, 337 Montclair, NJ 07043 973.655.5194 © The Center for Career Services and Cooperative Education, 2010 Fourth Edition Written and edited by Maralyn Kinch, Director, Career Information Services with contributions from Adam Mayer, Director, Career Counseling A Guide to Career Planning and Job Hunting Introduction .......................................................................................................................... 1 Student Self Development Plan ...........................................................................................2 Career Planning Knowing Yourself ............................................................................................................3 Self Assessment Exercises ............................................................................................. 5 Understanding the Job You Want ...................................................................................7 Job Hunting Getting Ready ................................................................................................................. 8 Identifying Advertised Openings and Potential Employers .............................................. 9 The Resume Introduction ..................................................................................................................
    [Show full text]
  • Jpmorgan Chase Whistleblower: ‘Essentially Suicide’ to Stand up to Bank
    JPMorgan Chase Whistleblower: ‘Essentially Suicide’ To Stand Up To Bank 05/07/2012 06:41 pm ET | Updated May 08, 2012 By Loren Berlin When Linda Almonte alerted her boss at JPMorgan Chase about potential fraud in a major deal she was helping to close, she expected him to applaud her great catch. Instead, he fired her. “We went down fast,” said Almonte, 41, about her family. She had been making $100,000 a year as a division vice president at Chase, enough to support her stay-at-home husband, their four kids, ages 12 to 22, and rent a three-bedroom house in San Antonio, Texas. Her move at Chase amounted to “essentially suicide,” Almonte told The Huffington Post. No bank in town would hire her after word spread that she had stood up to the banking giant, she said. After more than a year of fruitless job hunting, Almonte and her family left town, landing at a hotel near Disney World, paying $300 a week for a two-bedroom with a kitchenette. Almonte enrolled her children in a federal program for homeless kids so that they wouldn’t have to switch schools if the family had to leave the hotel. Her father joined them to help out and they survived on her father’s $2,700 monthly combined Social Security and disability payments. Her fate is far from unusual. “Employees get fired all the time for blowing the whistle,” said Dana Gold, a senior fellow at the Government Accountability Project, a nonprofit organization that advocates for whistleblowers. “We see it so much,” Gold said.
    [Show full text]
  • SHA Job Hunting Strategies Guide
    JOB HUNTING JOB HUNTING SSTTRRAATTEEGGIIEESS 928 COMMONWEALTH AVENUE BOSTON, MA 02215 617-353-3261 EMAIL: [email protected] WEBSITE: www.bu.edu/hospitality ELCOME TO THE WW ELCOME TO THE JJOOBB HHUUNNTTIINNGG SSTTRR AATTEEGGIIEESS GGUUIIDDEE To assist you in your job search, we have created a manual to provide you with an organized approach to career exploration and research. It is designed as a guide to help you locate potential job resources, people, places and materials available to you at the School of Hospitality Administration and other locations both on and off campus. It also suggests ways for you to assess your skills, investigate prospective career opportunities and prepare for the job search. We anticipate that this guide will keep you focused and offer suggestions to turn your search strategies into a challenging and successful career. You don’t have to do this alone! We are here to help you ultimately realize your career goals. Marta Wyrodek is our Director of Career Services and Corporate Relations. She is available to meet with you to discuss corporate recruitment, résumé writing, cover letters, interviewing skills Introduction and will help to narrow down your job search. Whether you are a freshman who is discovering the hospitality industry or a graduating senior seeking a career position upon graduation, Marta is will answer any questions you may have. Please feel free to contact her to schedule an appointment. Marta Wyrodek, Director of Career Services 928 Commonwealth Avenue, Room 306 email: [email protected] phone: 617-358-6377 O.K., let’s begin! The first step is to create a résumé.
    [Show full text]