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or from the business side of me accueil to start … my cv documents « personal branding » navigation the « professional » unique document 22 octobre, 2010 posté par frv2pro dans : general , hr process , interview , ajouter un commentaire i do not wish to fall in the same considerations as the authentic unique document at the origin of my reflection ( ud or udre unique document for risks evaluation such as it exists in france ). however, couldn’t we deserve a certain place to my thought, why not, let it find a way of progress? couldn’t we legitimize the existence of such a document with « professional” usage? ( and i do not speak about a web version 2.0 of the information, but of a real « document » ) without forcing on the notion of risks ( and my comparison with the ud will stop here ), the knowledge of a maximum of information about the professional activity of a person could possibly give the following: reassure a person in charge of r; give views under different angles for a career; allow a recruiter to make a full-knowledge decision; draw up the balance sheet over a given professional period of activity, etc. ( example of a « pud » here ). « revisited » definition of the unique document: « the unique document allows to list [and] to organize into a hierarchy […] to bring to light […]. this document has to be the object of regular revaluations (at least once a year), and every time a […] « modification overcomes in the career of a person. « but the unique document is only the tip of the iceberg. » « the interest of the unique document is to allow defining an action plan […]« . what could contain the unique document for “professional usage”? outside the major and inescapable « identification » section of the concerned active person, why not what follows: - al ( application letter ) and cv/resume: i think that these two elements cannot be put aside in terms of professional documents today. even if these both turn out to be “a must” in period of activity changes, the second, nevertheless, rest a permanent shop window of our position in the world work and employment. - sc ( skills card ): quite as well as the al ( application letter ) and the cv/resume, some persons prefer, and it is sometimes more sensible for certain activities, to appear by skills. and what about the international part will you tell me? simply an english version of all or any of the elements evoked above, and that will be enough. for my point of view, this is what seems to be the most important to be contained in the « professional » unique document ( my first version « pud » is here ). no need of video cv or sharp presentation: let us stay in the « document »-ary… the purpose of this message is very simple: evoke, arouse, exchange … then, don’t hesitate to bring your stone to that new building. -- 12 428 37 30 19 0 (the first outcome) 18 octobre, 2010 posté par frv2pro dans : general , hr process , interview , know-how , management , 1 commentaire these are not the last figures of the late edition of any bingo or lottery, but simply an assessment, for which you will find details below. meaning of this numerology: during the given period of 12 months of job search ( since august, 2009 to be exact ), i made 428 job applications , aroused 37 contacts which activated 30 interviews for 19 different companies for an extraordinary result of 0 obtained job! nevertheless : my profile always seems to be very interesting as in this summary ( full cv/resume here ): about 20 years of general and multidisciplinary it/is experience ( technical and functional ) skills mainly in the project management ( during more than 14 years ) and in the responsibility of the information systems ( since 2004 for this last activity ) major achievements of these past 10 years: implementation of a complete manufacturing management system improvement of an information systems based on mapics software project leader of an information systems migration towards sap completely bilingual english ( i had the opportunity to work in multi-contexts sites and international ) i particularly wish to emphasize my rigor and my methodical spirit further to my regular investment in the field of the quality ( internal auditor for iso, ehs and 5s; writing of the document « information systems validation » ) totally mobile geography still some more figures over that same period to give it more consistency: 414 visits on social network viadeo; 130 consultations on cadremploi.fr, 161 visualizations monster.fr … without forgetting that in the process of recruitment, i regularly obtain tests results greater or equal to 16/20; that these same results show a common sense of the observation, a sharp spirit of analysis … then, why? “ in spite of the interest which arouses your profile and the quality of your application ”; here is a sample of negative answers: « »: oh yes this one is the negative answer without any justification! « missing technical skills « : it sometimes arrive that, even if we may be very good at what we do, we are not completely perfect yet … « a profile more xxx than yours was chosen « : i can understand that the objective of the company is to make sure that the candidate will quickly be operational with the less risk of error on the chosen person. however, does it justify that a candidate who is not in perfect adequacy with the company’s main business couldn’t be hired for other interesting reasons? « a local profile was appointed « : then in that case, was it useful for the company ( or the recruitment agency ) to prospect on the national level if it knows that there is a stronger chance that it is someone from the company region who will be chosen ?!?!? « another more experimented candidate was reserved « : maybe that the relevance of the candidate to correspond to this criterion could have been done before, no?!?!? often after a long media blackout, and a sudden reappearance of the announcement: « we wish to see another list of candidates » … “ we held a more ‘corporate’ profile ”: [ an english term indicating that we belong to a corporation, a company, a community, a group, a system possessing a certain culture; initially stemming from the latin corportus, past participle of corporre, and which means making body with ]. then for this answer, i ask to understand how it is possible to determine ( and especially justify ), on a simple recruitment process ( so deeply and well-pushed it could have been done ), the level of the candidate to be able to belong to the company which he should possibly join … and so, what’s up now ? i would really like so much recruitment processes to be more sincere and accurate. i shall appreciate to obtain more suitable answers and in the imprint of realism ( even if it sometimes has to hurt ). then, in the meantime, i am going to continue and try to transform as fast as possible that final 0 of this number series into a 1 meaning victory. -- to be or not to be web 2.0 in business 25 février, 2010 posté par frv2pro dans : february 2010 , general , isd , management , ajouter un commentaire here is my answer to the question « 2.0: what about controlling information grabbing cost? ») of the viadeo hub « professional social networks (psn) »: for my part, i believe that the use of web 2.0 may be an indirect cost generator, especially if one passes too much time ( and in some cases more than it is really needed ) to seek information. factors discussed in the initial article [ “derivation during research on 2 or 3 (or more) subjects, the loss of the concept of past time, easy use of tools, dialogue that could become an interactive game… « ] are very fair ( without forgetting the pernicious side of the transformation of human relationship ). however, if used wisely, the internet could be as useful as a 2 min phone call! each one has to do the most appropriate choice of communication mode to use according to his needs. however, collaborative work using modern techniques is not new only as from n
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