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I guess what I want to know is, how likely is it that i can pivot from internal services/Tender Tracker Executive into something client facing at PwC? Is progressing to a consulting role or Business Development realistic? or do I really need to manage my expectations here?
But so long as sector-specific journals and magazines are around, print ads are a great way to reach a well-defined segment of job seekers. Web advertising The strength of Internet advertising is proven by its growth — it's predicted to overtake TV as the biggest ad medium by 2019 (pwc, 2015). Advertising on recruitment websites promises a potentially wide reach at low cost. Job seekers can use Google to find specific types of job at a range of the most popular recruitment websites. And it takes only a few minutes to set up an ad. You can also advertise vacancies on your own corporate website, although ads may be less visible than those on major sites. Social media Being active on social media services like Twitter allows you to 'meet' potential candidates in lots of ways: through shared connections, through shared discussion topics, and because it's easy for job seekers to contact you. A quarter of UK companies are recruiting via professional networking sites like Linkedin (CIPD 2015).
Project Management Specialist/Consultant - PricewaterhouseCoopers Job Description The project will be under PwC for a top Ministerial Transformation Program. Main Responsibilities: Specify &clarify initiatives &projects detailed scope. Support Ministry's sectors to find out the proposed solutions. Assure the application of project management principles. Support the project management team in the ministry to execute the programs &projects. Manage the project from the initiation phase to the closure phase by adhering to the project management approved methodology. Manage &conduct periodic meetings. Prepare &review projects status reports. Job Details Job LocationRiyadh, Saudi ArabiaCompany IndustryConsulting ServicesCompany TypeEmployer (Private Sector)Job RoleOtherEmployment TypeFull Time EmployeeMonthly Salary RangeUnspecifiedNumber of VacanciesUnspecifiedJob Ref. JB3781467 Preferred Candidate Career LevelEntry LevelYears of ExperienceMin: 0 Max: 2Residence LocationSaudi ArabiaDegreeBachelor's degree / higher diploma** Let's block ads!
0 v2. 0 Sidenotes: I've used the company's webpage as an inspiration of the design; I admit I don't really like on how I replicated the box from the company's website. Let me know if the boxes are fine. Yes I'm a CPA. And applying for a janitorial position /s I don't have to worry about the top performers in board exams and schools - EY already took them all. It's the Ivy League school students who lead student organizations and others not taken by our local EY are the one who I have to worry about. Yes our local EY took them every year. PwC only managed to get a few board top performers. Our local PwC gets its notoriety for the hardest firm to get in (next to our local Deloitte where almost nobody leaves and rarely post vacancies). Some of the reasons include having a student org, or leading one, rumors said. But I know a guy who told me that a gamer accepted in that firm. Censored personal information. Only a week left and I am doing both the volunteer work for a month. I will keep on doing this, even if I'm hired somewhere else.
Your social media activity also expands your employer brand, showing candidates what your organisational culture is like. That's great for attracting top talent, assuming your culture is good. It works the other way too. You can use social media to screen candidates, assessing their suitability based on the content of their online posts. Talent search The popularity of online recruitment has made talent search a feasible alternative to job advertising. Popular recruitment sites hold databases of thousands of CVs, which you can search using keywords to find potential candidates. There are pitfalls: the process can be time consuming, and stored CVs may not always be up to date. Many recruitment agencies also offer specialised talent search services using their own database of job seekers. Using recruitment agencies Speaking of recruitment agencies, the proportion of UK organisations that use them is growing: 40% now use a mix of in-house and outsourced approaches (CIPD 2015). A good recruiter is motivated (because they're on commission), has recruitment skills and experience you may not, and can access a large network of potential candidates.
Recruiting internally There are many great reasons to recruit internally. Firstly, it can work out cheaper than advertising externally or using agencies — you can just run an ad for free on your company intranet or message board. Secondly, having a policy of regular internal recruitment creates a strong progression path for your employees. That's great for staff morale, motivation and retention. And when you do hire externally, you can promise excellent progression opportunities. And thirdly, internal recruitment is useful for succession planning. Your present leaders aren't going to be around forever, so it's a good idea to develop current staff as their successors. Advertising externally External advertising is the biggie. There are lots of options, with new methods emerging often. And every company needs to advertise externally sometimes — especially when you're growing. Print advertising Print isn't actually dead. The print job ad might be the most traditional of all recruitment techniques.
Yes, I'm trying to hide first my first 2 years of experience - the first one because no more space, no achievement anyway and it's a temp job, cannot be renewed unless I work for free, and I'm trying to omit a work experience because it will do me more harm than good during the interview. What happened is that I didn't reached the targeted hours of chargeable work. Felt like a salesperson than a professional after that. The HR will not tell anyone about this but not really sure on how I should bring this up without hurting my chances. I want to be honest but let's be honest it's like shooting my own foot. I am thinking of submitting a black & white version or plain text version of the CV so that they could print it much better. I consider delaying, but I think I should do it under one email. I could add only to the part of the relevant job experiences. I'm considering adding but I still have to come up with an idea on how to pull this through. EDIT Added new sidenotes, updated some paragraphs, uploaded version 2, and added a new section Added a new section, changelog and rearranged the post
1 Posted by 2 months ago PwC Recruitment 2021 Price water house Coopers Recruitment PWC India occupations Opening 2021 PWC most recent Vacancy Jobs in PWC India Available Jobs Under PWC 2021 0 comments 100% Upvoted Log in or sign up to leave a comment Log In Sign Up Sort by no comments yet Be the first to share what you think!
I only had 1 year cumulative relevant experience, so it should not have more than two pages. Here's the CV (v3. 0) Changelog: Removed the boxes for easier conversion to text versions. Overhaul of the design. Switched to smaller font but colored title for better emphasis. Inspired by PwC's articles in design choices. Italicized dates for consistency and emphasis. Added major clients completed as of end of contract date. In our country according to older CPAs, the only thing that is considered confidential are client upcoming projects, trade secrets, results of the engagements, legal matters, and current status of audit engagements not yet finished as of audit season. The only thing specified in my NDA as far as I can remember is confidential information and trade secrets. Less color at the bottom of the CV. Critique as hard as you can, I'm up against the horde. Please let me know which of the two versions is better. I'm gonna post some updates, especially in the sidenotes section. Previous versions: v1.
** (Why? )