We asked the CIBC guru to find outLast year, we asked a simple question with a complicated answer; why are young people so much fighting for their first work? Yeah, there's a lot of macros. The economy is not stellar. The job market is more competitive than ever. Higher education had become more of a vane than the distinguishing factor But this does not change the fact that some young people and new people get jobs. In fact, it's a really great job. In places where most of us only dream about work It was clear that these young people had some tricks of navigation in the system. So, last year And while we've heard some great stories, tips and tricks, we quickly realized that we only heard one part of the story To get a full perspective, we should start asking people who actually hire those magic mattresses that stand between you and full employment. HR Recruiters First, Stephanie KaraAenta, Director of Campus Talent, at CIBC Stephanie manages a group that is responsible for recruiting talented employees for 13 career CIBC career programs, as well as their opportunities and internships in CO-OP. All-in-all, they recruited about 1,200 students this year (PAYE); a joint initiative of employers in the private sector and the city of Toronto, the aim of which is to improve access to economic opportunities for young people from Toronto To put it mildly, Stephanie knows how students can learn the process of the application, do interviews, and make themselves excellent. And that's why I sat down to choose her brain
"We know that all candidates have a great GPA, because we can distinguish candidates from one another."
We have values in CIBC of trust, teamwork and accountability, and therefore when we recruit candidates, we look for these attributes in the previous roles they have held, or through volunteer work and interaction with the community. We don't have room for egos, so teamwork is one quality that we are actively looking for. We want to attract candidates who would be a culture for us
Haha, yes-yes, all of it. All resumes are templates, and they look and look the same
You must have a reasonably convincing summary, one page, up to two. Your skills and achievements should be clearly understood. But I would say that focusing on your participation and volunteer work, because recruiters want well-rounded employees, EQ and IQ, not just academic qualifications. We know that all candidates have a great GPA, since we can distinguish candidates from one another?
As an organization, CIBC is focused on returning to our communities, so for me it is their additional programming activity. Did they volunteer in the community? Are they on any boards? Are they members of any association in school?Your leg. The door
I pay special attention to our refirs
Of course, this is all based on meritocracy, but when you have 300 applicants for job, you need to understand, and someone has the right skills and people
" I'm getting a lot of invitations to LinkedIn, and I really admire people who reach and say, ' This is who I am, these skills that I'm going to add to the table, is there a possibility for me on the CIBC? "
If you don't have a network that you can use, you can use your school center because they have a network, they'll have a list of employers who have opportunities. Find options for defining capabilities
I'd say social media is a great way to expand your network. I get so many invitations to LinkedIn, and I really admire people who reach out and say, "That's who I am, these skills that I bring to the table, is there a possibility for me on the CIBC?"
Absolutely. Because it takes courage. Look, the worst thing that can happen is not to confirm e-mail, but you're as good as it is. You have the option to do other things, so you can use it
I see many candidates who are not authentic. And when I see it, I automatically ask the question whether they're good for CIBC because they're trying to be someone
So I'd say you're true, be genuine, but I would also say that they should take more risks. Be prepared for the roles you normally do not consider to be a role that fits your career aspirations
And I'll give you an example to get a role in CIBC as a customer service representative, you need experience with cash, and you need experience with clients. Thus, we are recruiting candidates from Tim Hortons, from McDonald's, because these are candidates who have experience in working with clients, they are used to large volumes, and they always deal with the public. These are candidates who have water skills that are well consistent with what we hire for CIBC
"If anyone has this hunger and this passion for success, they will know the skills."
One of the things I see when I'm at events is the ability of [ students] to network. Especially for those who are more inverted, I am purposefully talking to these students. Because you know they're trying to talk, join the group, and hear their voice. You definitely need to sell your story better
With any skill that needs to be taught or practiced in it. But I would say that students must be their true self. Again, if you are authentic, it will shine in an interview. I can tell when the students have scripts. They prepare for answers to behaviy-like questions that they know will be asked, and then when I ask them a question like, "How would you describe yourself with one word?"or " how would you describe your personal brand? "
The only way to get the best is rehearsal. I have one thing I do with my team, so they can write down their sentences-they'll write the width in the elevator, and then rehearse and rehearse it. You'd better get along with the practice
I'd say passion. Someone who comes into the room and is very passionate about joining the organization. It was approved by the information that they had. Because passion and enthusiasm are contagious
I say, "Khar for the will, trained in skill." When someone has a desire to learn and he has hunger so that he is good at what he was hired for, he will be ready. If anyone has this hunger and this passion for success, they learn about the skill
Everyone has a high IQ. These are the columns for the tables. So we're looking for EQ, because it's also important, but one of the things that I'm looking for is called a curious private
"Someone who has great curiosity is someone who lears constantly who challenges the status quo and has a high level of comfort in uncertainty."
So if there's one thing I'm looking for in the candidates, it's just curiosity. Someone with a high interest has a high level of comfort that confronts with ambiguity. When you have someone who demonstrates these skills, they automatically raise the bar for others. Because they work at a level where they keep trying to be better. They constantly seek, and as a result, they themselves and surround them
One of my favorite questions, and I ask this at the end of the interview, "how would you describe yourself with one word?"
When someone calls themselves "curious", they ask questions, they want to know more. And, in my opinion, this is the best attribute that a candidate can demonstrateYour memo: 7 C' s to Career Advice
At the end of the interview, Stephanie gave me a little cheat sheet to summarize everything we talked about (I'm still not sure if she had prepared it in advance or to write them down as we wouldn't want to leave it in the past)
* Views expressed in respect of the author, and not necessarily for the "Student life" or their partners
Chris D' Alessandro
Chris D' Alessandro is a writer and strategy of content living in Toronto. He also has extra tattoos than he'd like to admit