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¶ … accept it - why or why not?
According to the 2000 white paper "International transfers: Making relocation offers employees can't refuse" by Andrea C. Poe, international assignments are often viewed as a 'lateral' step in a career trajectory, even a pause or a demotion on the corporate career ladder (Poe 2000). Thus, combined with the logistical difficulties of moving to a new location and dealing with a foreign culture, there is little incentive to look forward to an international assignment with enthusiasm. Spouses are likely to be unhappy if they are treated as appendages, especially if they have thriving careers in the United States, although more organizations are attempting to accommodate spousal needs. Children are another concern: despite the presence of high-quality education abroad, many employees may dislike the idea of their children being immersed in a foreign culture during the child's formative years. Employees may worry about their children adjusting to the new environment, or to America itself once the family returns.
Additionally, according to Poe, the employee may worry about getting 'out of touch' with the home office and corporate culture as a result of the assignment, and fear that his or her skills may grow stale. Of all the concerns, this seems the least valid: an employee is likely to find his or her managerial and technical skills enhanced working abroad, given the challenges of the assignment. For a young employee in particular, working abroad could create the opportunity for him or her set the tone of a new branch and to add value to the company's bottom line.
As I have no spouse or children, working abroad would seem like fantastic resume-enhancer. Imagine being the pioneering leader of one of Google's new international offices! But personal happiness cannot be discounted: I would have to feel comfortable or at least interested in the nation's culture and people before I accepted the assignment. Selling a job abroad, although the perks mentioned by Poe are certainly important, may have equally as much to do with 'selling' the country as dealing with personal and professional obstacles, at least for an employee in the beginning stages of his or her career with few personal responsibilities in the United States.
Resume Review for Sales Recruitment constitutes practices and activities, carried out within a given organization with the main intention of identifying and attracting a potential workforce. Before starting the recruitment process, the organization should determine the needs of the organization, which will assist in establishing the number of employees they will need. It is also important to approximate the number of applicants needed for each position, but it is more important
If you have accomplished some tasks that relate to numbers of people you supervised, or dollars saved, a percentage increase in performance or production you were responsible for, make sure that is spelled out clearly. The length of the resume is important too. If you are just graduated, then one page is sufficient. If you have some years experience with more to say, then you might stretch it to a page
Again, I should have a strong feel for current trends and innovations in software design and technology, including those at Microsoft and those being developed by competitors. Beyond software success, I should have many examples handy of how I have displayed leadership and effective group management in the software development environment. Finally, I must prove to the interviewer that I am ready and capable enough to handle working in a
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Service Electrician 1997-2003 Jess Howard Electric Co. Employed diverse technical materials, manuals, blueprints, and test equipment to complete electrical installation/wiring for industrial, residential, and commercial projects; Estimated job costs; performed installation/maintenance of basic electrical systems, power/lighting, PLC's, fire alarm systems, traffic lighting, power distribution units, electrical reconstruction, service change outs and upgrades. Ensured electrical and workplace safety, tested equipment and wiring for quality assurance, troubleshot and quickly resolved any emerging problems. Certifications: Regulation 4
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