Facilities Services Career Development - Cornell University · Jessica Lang, HR Manager. Performance Management Process (PMP) Training Planning Career ... Patricia Wilkins, Office

A Culture of Inclusiveness,a World of Opportunity –

Facilities ServicesCareer Development

January 14 and January 21, 200911:30 am – 1:30 pm11:30 am 1:30 pm

B26 Shops Conference Rm., Humphreys Service BuildingHumphreys Service Building

Welcome

Jessica Lang, HR Manager

Performance Management Process (PMP)

Training

PlanningCareerDevelopment University Mission

U i V l d G lp

Unit Values and GoalsDepartment GoalsIndividual Goals

Recognition Assessmentg

What is Career Development?p

A process by which employees strategically explore, plan and create their future at work by designing a personal learning plan to achieve their potential and fulfill thelearning plan to achieve their potential and fulfill the

organization’s mission requirements.

Career Development Process1. Awareness

2. Goals

3 T l3. Tools

4. Marketing & Connecting to Employers

5. Interviewing

6. Thank you & Follow-up 6a. Re-strategize

7. Evaluating Offers 7. SUCCESS!

Objectives• Understand the Career Development Process• Understand the Career Planning questions: Who g q

am I? Where am I going? and How am I going to get there?

• Become familiar with the resources available to you.

• Learn about the tools that will help you get to where you want to go.

Career Development Resources

• Recruitment & Employment CenterRecruitment & Employment Center• QUEST

C S i• Career Services• Educational Benefits• Rotational Assignment Program (RAP)

Recruitment & Employment Center337 Pine Tree Rd. | 254-8370 | [email protected]| | p y

• Provides information and assistance in the following areas:

• General Employment• Diversity Recruitment• Cornell Recruitment Partnership

H R S i• Human Resource Services• Dual Career• Qualified University Employees Seeking Transfers• Qualified University Employees Seeking Transfers

(QUEST)

Qualified University Employees S ki T f (QUEST)Seeking Transfer (QUEST)

337 Pine Tree Rd. | 254-8239 | [email protected]

• QUEST is a performance-based internal f i d i dtransfer assistance program designed to

support high-performing staff identify f i i C lltransfer opportunities at Cornell.

Career Development Services20 Thornwood Dr. | 254-6400 |[email protected]| | g

• Provides guidance and resources to assist staff with a variety of individualized professional development needs, y p p ,including individual consultations, resume and cover letter reviews, and mock interview sessions.P t ti l i d i t i di id l t ff• Promote continuous learning and assist individual staff with professional development planning needs and job satisfaction.

• Skills for Success • Guide to Workshops • SkillSoft On Line Learning• SkillSoft On-Line Learning

Educational Benefits130 Day Hall | 255-3936 | [email protected] | |

• Cornell Children’s Tuition Scholarship (CCTS)(CCTS)

• Employee Degree Program• Extramural Study• Tuition Aid• New York’s College Savings Program• Educational Tax Credits• Educational Tax Credits

Rotational Assignment Program (RAP)

• Support initiatives developed by Facilities Career Mapping teamCareer Mapping team

• Open to all of Facilities Services and Campus Facilities DepartmentsCampus Facilities Departments

• Short-term (<1 year) opportunities to try new job responsibilitiesnew job responsibilities

• Two types: Skill Development and Leadership DevelopmentLeadership Development

Questions?

A Culture of Inclusiveness,a World of Opportunity –

Career Development:pYour Personal Marketing Strategy

Deb Billups, Office of Human Resources, Recruitment & Employment Centerp y

Patricia Wilkins, Office of Human Resources, Organizational Development Services

Objectives1. Building the Foundation

• Gain overview of Career Development Process• Determine “readiness”Determine readiness• Set objectives

2. Developing Your ToolsG i k l d f t l &• Gain knowledge of tools & resources

• Learn about Career Services resources & services• Identify essential qualities of an effective cover letter, resume

and personal commercialand personal commercial3. Marketing & Connecting to Employers

• Understand Job Search strategies• Learn beginning interview and follow-up skills

Building the Foundation• Gain overview of Career

Development processp p• Determine your “readiness”

for Job Searchfor Job Search• Set beginning career

objectiveobjective


2. Goals

3 T l3. Tools


5. Interviewing



Self Assessment“Success is getting what you want. Happiness is wanting what you get.” ~Dale Carnegie

1. Awareness

Who am I?Skill I t t V l• Skills, Interests, Values

• Experience-Based Skills• Self-Management Skills• Transferable “Life” Skills• Interests as Key Motivators• Values

Determine Career Objective2. Goals

Where am I going?

• Assess skills, interests & values• Determine compatible career options• Determine compatible career options• Define a specific career goal

What Do Employers Want Anyway?Ideal candidates will have:

Direct Job/Career-Related Work Experience & pSkillsCommunication/Interpersonal SkillsDemonstrated Ability to Make Positive Contributions Problem-Solving SkillsTeamwork

Developing Your J b S h T lJob Search ToolsHow am I going to get there?

• Gain Knowledge of Job Search tools & resources 3. Tools

• Identify essential qualities of an effective cover letter, resume and personal, p“commercial”

• Learn about Career Development resources p& services

Construct, Customize, Refine T lTools

ReferencesE-mails

Resume Personal C i l

Cover Letters

Commercial

E-mails and Letters1. Application

2. Inquiry3. Thank You/Follow-up

I d• Introduce• Reason for communication• Possibly highlight or direct to strongest criteria• Address by name

Resume Overview• No perfect resume – or expert advisor• Look “good”Look good• Perfect punctuation, grammar, spelling

C i i b• Connection – action verbs

Resume• Business document – not a story• Resume formats – chronological functionalResume formats chronological, functional

or combination• Start with a summary• Start with a summary• Don’t say, “challenging, fast-paced, apply

kill f i ll ” IT’S WHATskills, grow professionally”- IT’S WHAT YOU CAN DO FOR THEM

Have You Looked at Your Current R L t l ?Resume Lately?• Does your resume display any of the traits• Does your resume display any of the traits

of the ideal candidate the employer would want?want?

• Did you list any accomplishments?

Market Yourself with a Resume th t G t R lt !that Gets Results!• Target Your Resume• Target Your Resume• Make it Stand Out

Shift Yo r Priorities• Shift Your Priorities• Highlight What’s

ImportantImportant• Share Your Story

A Few Tips on Cover Letters• Translation of skill sets to areas desired in

opportunity description.pp y p• Keeping the resume and cover letter

focusedfocused.• Getting to the point.

M i f d b ll• Maximum usage of text and bullets.

Personal Commercial• 1 minute – a must have!• Career/Job Fairs Networking EventsCareer/Job Fairs, Networking Events,

Unexpected Opportunities• Who you are what you do well and how• Who you are, what you do well and how

you can add value, make a difference• Specific• Specific• Concise• MemorableMemorable

Sample Commercial“Hello, how are you today? My name is…?”

References• Speak about work performance and

accomplishments – with examples.p p• No friends or relatives• Cornell is one employer• Cornell is one employer

Career Services• Monthly Resume/Coverletter Workshops• Individual ConsultationsIndividual Consultations

– Career Services20 Thornwood Drive Suite 101– 20 Thornwood Drive, Suite 101

– 254-6400O d @ ll d– [email protected]• Hours: 8:00 am – 4:30 pm

Questions?

Break ~ 10 minutes

Marketing & Connecting to E lEmployers

• Understand & manage job search strategies• Learn beginning interview & follow-up

skillsskills


2. Goals

3 T l3. Tools


5. Interviewing




Two Main Strategies:g• Apply to well-matched openings• NETWORKING!• NETWORKING!

NetworkingThe process of using personal contacts

to further your job search.to further your job search.

Interview Strategies

5. The Interview!

A “two-way street” with a two-fold purpose:• The Employer gains information about your

h / kill d b k d d h hstrengths/skills and background and how they can add value to his/her organization through the position.position.

• The Candidate gains an understanding of both the position and the organization in determining if there’s a match with his/her immediate employment needs and longer term goalsemployment needs and longer term goals.

Interviewing• The sale is made• Make the “business case”

i i• First 5 minutes• Prepare bulleted points in head• Prepare questions in advance

Stages of InterviewingPREPARATION

– self assessmenth h l– research the employer

– practice interviewing

ACTUAL INTERVIEW– follow interview guidelines

FOLLOW-UPsend thank you letter– send thank you letter

– keep record

Self AssessmentR i Y St th• Review Your Strengths:– skills and abilities– backgroundbackground– experience– education– training– career goals

Kno Yo r Weakness• Know Your Weakness– where do you need to improve– turn your negatives into positives, tu you egat ves to pos t ves,

describe your efforts to improve

Research the Employer

• Know what they do• Familiarize

• Read other related publicationsFamiliarize

yourself with their department

p• Talk with current

employeesdepartment, program or product

• Check their website

employees

• Check their website or publications

Typical Interview Questions• Tell me about yourself.• What interests you about this position?y p• How have prior experiences prepared you

for this position?p• Describe a process or project you made

improvements to?p• What are your major strengths?

Weaknesses?

What Questions Do You Have?SAMPLE QUESTIONS

? How does this position fit into the organization and its bj i ?objectives?

? What qualities are you looking for a person in this position?? What are the expectations for the first 3-6 months?? What are the expectations for the first 3 6 months?? How do you measure success in this position?? What kind of orientation training is provided?? Does this position function mainly alone or in a team setting?? What is the most challenging aspect of this position?? How would you describe the organizational culture?? How would you describe the organizational culture?

Practice Interviewing

• Participate in mockParticipate in mock interview sessions

• Helps to decrease• Helps to decrease interview jitters and build confidencebuild confidence

What to DO DO in the Interview• Arrive early (~10 min)• Be enthusiastic & positive

• Be sure to have the interviewer describe the position duties• Firm/confident handshake

• Eye contactD i t l

position duties• Emphasize your strengths

in a straightforward • Dress appropriately• Bring extra resumes and a

list of references (note:

gmanner

• Have your own questions prepared (to show interest(

only submit upon request)prepared (to show interest in the job)

What NOT to DONOT to DO in the interviewx Criticize current or

previous employersx Project a passive

indifferent attitudex Use “um,” “uh,” “you

know,” “ok,” or other l

x Answer questions with just a “yes” or “no”

slangx Memorize answers

x Discuss personal information

x Ask questions about salary or benefits

x Be evasive or make excuses

The Interview Follow-up6. Thank you & Follow-up

• Summarize the process:What was successful?

• Keep the binder handyto refresh your memory– What was successful?

– What did you forget to say?

• Record your reactions and

– to refresh your memory when you get calls from employers

– or when you make follow-any comments• Keep copies of your

application letters

– or when you make follow-up calls to employers, so that you are talking about the “right” job and can application, letters,

correspondence, interview notes, and important dates i f ld bi d

e g job a d carecall previous conversations with the employer

in a folder or binder

Follow-Up Thank You Letter• Send the thank you

letter within a few days of the interviewof the interview

• Thank and reiterate interestI l d i f ti• Include information you forgot to mention

• Send to the supervisor of position, chairperson of interview committee & to each member of the hiring committee

Evaluating a Job Offer7 E l ti Off

• Take your time

7. Evaluating Offers

Take your time• Ask questions

M k i f d d i i• Make an informed decision

Re…StrategizeCommit Focus Refine Renew Re-energize RestCommit, Focus, Refine…Renew, Re energize, Rest…

No, no, no, maybe… oh no, no no, NO!, NO!…no, no… no no no YES!no…no, no…… YES!

Questions?Deb Billups

Career Development FacilitatorR it t d E l t C t

Patricia WilkinsAssociate Consultant/OD

O i ti l D l t S iRecruitment and Employment Center337 Pine Tree Road

Ithaca, New York 14850(607) 254 8239

Organizational Development Services20 Thornwood Dr.

Ithaca, New York 14850(607) 254 2352(607) 254-8239

[email protected](607) 254-2352

[email protected]

www ohr cornell edu/jobswww.ohr.cornell.edu/jobs

Facilities Services Career Development - Cornell University · Jessica Lang, HR Manager. Performance Management Process (PMP) Training Planning Career ... Patricia Wilkins, Office

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