Sunday, April 8, 2012
Saturday, April 7, 2012
CV Talk by Victor Lowenstein
Victor Lowenstein
Long term future, CEO and CEO's direct reports (never see advertisement for these positions) Directly approach chief executives
confidentiality key because clients are a public companies
(insider trading limitations)
clients are CEO's or board of directors
looking for people based on their competency, reputation and potential interest
3-6 mo search process
number of steps upon graduation to position yourself such that in 10-20 years , you we be discovered (discussion of finding methods)
how do people become targeted?
professional associations
CV purpose is to get the interview
CV must read well (avoid misinterpretations)
CV is impersonal (especially websites)
Chronological CV (competency based NG)
see responsibilities
don't write sentences, but bullet points
no I, my
CV as a factual document showing who you are
The Letter of Motivation (Cover Letter) is the marketing tool
(do HW first to know about the company, read annual report)
"I would be interested to participate...in Asian expansion)
1-2 paragraphs of customization
How can it reflect something that I didn't say
Audience perception is more important than fact
Organizations of association crucial (Name Recognition key)
recruitment process selective?
Moves within an organization (horizontal, vertical)
increase responsibility? (employer taking calculated risk to move out of comfort zone)
After reaching a plateau, Say to employer "I'm ready for a move"
learning curve to acquire competencies
ideal solution is to move within an employer (Jeff Immelt)
stay within an organization while moving
"job-hopper"?
there are situations when you must leave, so explain them
explain redundancy
VP admin-?
HR should report to CEO
short circuit lower management
career planning,track individuals for executives
"an expert is someone who knows nothing else"
run a foreign subsidiary
run functional groups
"comfort zone where you begin feeling uncomfortable"
"employer must see you as mobile"
Questions:
1) what about CEO appointing own replacement?
1a) what do you do that a company can't do itself
1b) what recommendations would you make for HR depts?
Talent management themes
2) cultural bias of assumptions?
2a) P&G example
2b) Intl' employers?
3) Gatekeepers
4) what types of industries require executive search
Govt. Privatization
what nationalities use executive search?
Long term future, CEO and CEO's direct reports (never see advertisement for these positions) Directly approach chief executives
confidentiality key because clients are a public companies
(insider trading limitations)
clients are CEO's or board of directors
looking for people based on their competency, reputation and potential interest
3-6 mo search process
number of steps upon graduation to position yourself such that in 10-20 years , you we be discovered (discussion of finding methods)
how do people become targeted?
professional associations
CV purpose is to get the interview
CV must read well (avoid misinterpretations)
CV is impersonal (especially websites)
Chronological CV (competency based NG)
see responsibilities
don't write sentences, but bullet points
no I, my
CV as a factual document showing who you are
The Letter of Motivation (Cover Letter) is the marketing tool
(do HW first to know about the company, read annual report)
"I would be interested to participate...in Asian expansion)
1-2 paragraphs of customization
How can it reflect something that I didn't say
Audience perception is more important than fact
Organizations of association crucial (Name Recognition key)
recruitment process selective?
Moves within an organization (horizontal, vertical)
increase responsibility? (employer taking calculated risk to move out of comfort zone)
After reaching a plateau, Say to employer "I'm ready for a move"
learning curve to acquire competencies
ideal solution is to move within an employer (Jeff Immelt)
stay within an organization while moving
"job-hopper"?
there are situations when you must leave, so explain them
explain redundancy
VP admin-?
HR should report to CEO
short circuit lower management
career planning,track individuals for executives
"an expert is someone who knows nothing else"
run a foreign subsidiary
run functional groups
"comfort zone where you begin feeling uncomfortable"
"employer must see you as mobile"
Questions:
1) what about CEO appointing own replacement?
1a) what do you do that a company can't do itself
1b) what recommendations would you make for HR depts?
Talent management themes
2) cultural bias of assumptions?
2a) P&G example
2b) Intl' employers?
3) Gatekeepers
4) what types of industries require executive search
Govt. Privatization
what nationalities use executive search?
Statistics (DA) Lecture 3: Confidence Intervals
Two types of estimates in statistics:
Point, CI
CI (Confidence Interval)
CI for the mean with known population standard dev.
CI for the mean with unknown .. .. ..
CI for a proportion
CI for the variance and std dev
CI for a population Total
NORMSINV
CHIINV
How do we determine the margin of error?
LOC (Level Of Confidence)
Ch 1-3 discuss how to view data
Ch 4 use sample data to estimate population parameters
Ch 5 drawing conclusions from data
Purpose of sampling:
obtain enough information to draw a valid inference
Examples:
engineering materials testing
wine-tasting
sample continuous processes
1) create a sampling plan (financial feasible, practical)
-Objectives
-Target Population
-Population Frame
-Sampling method
-Operational procedures
-statistical tools
2) select sampling methods
-subjective methods (person chooses samples)
-selection bias
-convenience method (easily collect data)
-probabilistic method
-simple random sampling
selecting items from a population so that every subset of a given size has an equal chance of being selected (for example, by generating random numbers) Sample with or without replacement
When collecting data probability distribution unknown
Determine characteristics of an entire population
Calculate sample mean, how close to the true mean?
Distribution of the sample mean -> approaches normal dist
"Sampling Distribution of the Mean"
Probability distribution of obtaining a certain sample mean
Determined by the sample size (describes all possible samples of that size)
Standard error of the mean
You are asked to manage an internal quality control process.
Continuous customer satisfaction monitoring system.
Is average quality of products sufficient?
Sample, estimate characteristics of population.
Point, CI
CI (Confidence Interval)
CI for the mean with known population standard dev.
CI for the mean with unknown .. .. ..
CI for a proportion
CI for the variance and std dev
CI for a population Total
NORMSINV
CHIINV
How do we determine the margin of error?
LOC (Level Of Confidence)
Ch 1-3 discuss how to view data
Ch 4 use sample data to estimate population parameters
Ch 5 drawing conclusions from data
Purpose of sampling:
obtain enough information to draw a valid inference
Examples:
engineering materials testing
wine-tasting
sample continuous processes
1) create a sampling plan (financial feasible, practical)
-Objectives
-Target Population
-Population Frame
-Sampling method
-Operational procedures
-statistical tools
2) select sampling methods
-subjective methods (person chooses samples)
-selection bias
-convenience method (easily collect data)
-probabilistic method
-simple random sampling
selecting items from a population so that every subset of a given size has an equal chance of being selected (for example, by generating random numbers) Sample with or without replacement
When collecting data probability distribution unknown
Determine characteristics of an entire population
Calculate sample mean, how close to the true mean?
Distribution of the sample mean -> approaches normal dist
"Sampling Distribution of the Mean"
Probability distribution of obtaining a certain sample mean
Determined by the sample size (describes all possible samples of that size)
Standard error of the mean
You are asked to manage an internal quality control process.
Continuous customer satisfaction monitoring system.
Is average quality of products sufficient?
Sample, estimate characteristics of population.
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