1. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com
Copyright ® Prof. Dr. M. Zia-ur-Rehman
By: Prof. Dr. M. Zia-ur-Rehman,

2. Dr. Muhammad Zia-ur-Rehman
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
HRM
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman, By
Dr. Muhammad Zia-ur-Rehman
Assistant Professor
HEC Approved Ph.D. Supervisor
Academician, Trainer and Consultant
PhD, MA Eng., MPM, MBA, MEd, LLB,
Mob
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

3. TOPICS: 1: Definitions 2: Recruiting goals 3: Constraints
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
TOPICS:
1: Definitions
2: Recruiting goals
3: Constraints
4: Recruiting sources
5: Employee referrals
6: Ad response rates
7: Employment agencies
8: Cyberspace recruiting
9: Employee leasing
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

4. 1: RECRUITING IS PERFORMED….
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
1: RECRUITING IS PERFORMED….
After employment planning
Assuming people are available with right skills, knowledge, and abilities
To discover potential job candidates
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

5. 2: RECRUITING GOALS ATTRACT POTENTIAL NOT UNQUALIFIED
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
2: RECRUITING GOALS
ATTRACT POTENTIAL
Communicate the position so that they respond
The more, the better
NOT UNQUALIFIED
Self select out
Saves time, money
The less, the better
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

6. 2: WHO RECRUITS? IT DEPENDS ON.. Company size (large)
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
2: WHO RECRUITS?
IT DEPENDS ON..
Company size (large)
Wage, skill level (low)
Regional employment conditions
Past recruiting success/failure
High growth
High change
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

7. 3: CONSTRAINTS Image of the organization +++ - - - Salary Benefits
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
3: CONSTRAINTS
Image of the organization
+++
Salary
Benefits
Potential
Respect
- - -
Declining industry
Poor quality, safety
Indifferent to workers
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

8. 3: MORE CONSTRAINTS Attractiveness of job Boring Hazardous Low pay
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
3: MORE CONSTRAINTS
Attractiveness of job
Boring
Hazardous
Low pay
No potential
Anxiety-creating
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

9. 3: MORE CONSTRAINTS Internal organizational policies
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
3: MORE CONSTRAINTS
Internal organizational policies
Promote from within
Government influence
Recruiting costs
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

10. 3: GLOBAL ISSUES HOST COUNTRY NATIONAL OR EXPATRIATE???? DEPENDS ON…
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
3: GLOBAL ISSUES
HOST COUNTRY NATIONAL OR EXPATRIATE???? DEPENDS ON…
Culture
Technology, skill
Legal restrictions
Terrorism
International executive cadre
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

11. 4: RECRUITING SOURCES - INTERNAL SEARCH
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
4: RECRUITING SOURCES - INTERNAL SEARCH
Advantages
Public relations
Builds morale
Encourages ambitious employees
Cheaper
Know candidate better
Already socialized
Training
Good EEOC notice
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

12. 4: INTERNAL SEARCH Disadvantages Miss good outside talent
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
4: INTERNAL SEARCH
Disadvantages
Miss good outside talent
Cause infighting
Inbreeding - no new ideas
Have to train for technology, skill upgrades
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

13. 5: RECRUITING SOURCES - EMPLOYEE REFERRALS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
5: RECRUITING SOURCES - EMPLOYEE REFERRALS
ADVANTAGES
Reputation at stake
Realistic job preview
More acceptable candidate
More likely to accept offer
More likely to stay with the firm
Referral bonus $$$
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

14. 5: EMPLOYEE REFERRAL DISADVANTAGES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
5: EMPLOYEE REFERRAL DISADVANTAGES
Social
Economic
Friendship
Nepotism
Diversity
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

15. 6: EXTERNAL RECRUITING SOURCES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
6: EXTERNAL RECRUITING SOURCES
Advertisements
Employment agencies
Schools, colleges and universities
Professional organizations
Unsolicited applicants
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

16. 6: EXTERNAL SEARCH - ADVERTISEMENTS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
6: EXTERNAL SEARCH - ADVERTISEMENTS
Placed in local newspapers, placards on gates, trade journals, Internet
Distribution wider if
Specialized skills
Higher level in organization
Short supply in market
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

17. 6: ADVERTISEMENT RESPONSE RATES VARY
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
6: ADVERTISEMENT RESPONSE RATES VARY
Organization identification
Labor market conditions
Specifics in ad
Compare Exhibits 6-1 and 6-2
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

18. Exhibit 6-1: Advertisement with General Information
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
Exhibit 6-1: Advertisement with General Information
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

19. Exhibit 6-2: Advertisement with Specific Information
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
Exhibit 6-2: Advertisement with Specific Information
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

20. 6: BLIND BOX ADS USED FOR Low profile Bad reputation
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
6: BLIND BOX ADS USED FOR
Low profile
Bad reputation
Affirmative action pool
Soon to be replaced incumbent
Market testing
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

21. 7: EXTERNAL SEARCH - EMPLOYMENT AGENCIES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: EXTERNAL SEARCH - EMPLOYMENT AGENCIES
Public/state
Private
Management consulting firms
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

22. 7: PUBLIC/STATE AGENCIES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: PUBLIC/STATE AGENCIES
Unemployment benefits
No fees
Low skill jobs
Exceptions - computer network
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

23. 7: PRIVATE EMPLOYMENT AGENCIES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: PRIVATE EMPLOYMENT AGENCIES
Fees - paid or split
Better image
Advertisements
Higher skills
Some screening
Training
Guarantee for placements
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

24. 7: MANAGEMENT CONSULTING FIRMS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: MANAGEMENT CONSULTING FIRMS
Executive search
Headhunter
Specialized high skill
Senior managers
Hard to fill technical specialists
Large fee paid by company
AND….
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

25. 7: SPECIALIZED SERVICES PROVIDED
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: SPECIALIZED SERVICES PROVIDED
Canvas potential applicants
Initial screening
Company interview oversight
Buffer
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

26. 7: EXTERNAL SEARCH - SCHOOLS, COLLEGES, U.
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: EXTERNAL SEARCH - SCHOOLS, COLLEGES, U.
Placement services
Coops
Internships
Job fairs
Recent grads, mostly
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

27. 7: PROFESSIONAL ORGANIZATIONS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: PROFESSIONAL ORGANIZATIONS
Labor unions
Professional specialties
Membership roster
Trade publication ads
Network opportunities
AND….
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

28. 7: PROFESSIONAL ORGANIZATIONS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: PROFESSIONAL ORGANIZATIONS
Annual, regional meetings
Sanctions to limit supply
License
Education
Training
Certification
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

29. 7: UNSOLICITED APPLICANTS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
7: UNSOLICITED APPLICANTS
Stockpile applicants
Unemployed queries aren’t current for long
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

30. 8: CYBERSPACE RECRUITING
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
8: CYBERSPACE RECRUITING
Websumes
80% of companies use Internet
Commercial job posting services (See Exhibit 6-3)
All kinds of jobs
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

31. Exhibit 6-3: Top 100 Electronic Recruiters Quick Views Site Map
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
Exhibit 6-3: Top 100 Electronic Recruiters Quick Views Site Map
DeCenzo and Robbins HRM 7th Edition
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

32. 9: RECRUITMENT ALTERNATIVES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: RECRUITMENT ALTERNATIVES
Temporary help
Employee leasing
Independent contractors
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

33. 9: TEMPORARY HELP SERVICES
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: TEMPORARY HELP SERVICES
Short-term labor fluctuation needs
Broad skill ranges (Accounting, clerical, administrative, drafting, CEOs, programmers)
AND….
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

34. 9: MORE TEMPORARY OPTIONS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: MORE TEMPORARY OPTIONS
Retirees, older workers
Flexible scheduling
Low absenteeism
High motivation
Mentoring for younger workers
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

35. 9: EMPLOYEE LEASING Longer than temp Good for employer
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: EMPLOYEE LEASING
Longer than temp
Good for employer
Work for leasing firm
Salary, benefits
Cost - flat fee
Well-trained
Guaranteed
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

36. 9: EMPLOYEE LEASING Good for employee Flexible
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: EMPLOYEE LEASING
Good for employee
Flexible
Time
Hours
Place
Professional Employment Organizations (PEO)
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

37. 9: INDEPENDENT CONTRACTORS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: INDEPENDENT CONTRACTORS
Consultants
Offsite specific tasks
Good for the company
Recruiting
No retirement
No workman’s compensation
AND….
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

38. 9: INDEPENDENT CONTRACTORS
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
9: INDEPENDENT CONTRACTORS
Good for the company
Retain links with good workers
Retirees
Parents
Good for the employee
Flexible time
Flexible place
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

39. REVIEW: PRACTICAL TIPS FOR THE JOB HUNTER
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
REVIEW: PRACTICAL TIPS FOR THE JOB HUNTER
Job hunting is a job (It should take as much time as a course)
Start in the fall for spring
Match recruiting cycle
Don’t procrastinate
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

40. HOW’S YOUR RESUME?? Sales tool Highlight strengths
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
HOW’S YOUR RESUME??
Sales tool
Highlight strengths
Demonstrate competency
Differentiate you from others
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

41. HOW DOES YOUR RESUME LOOK??
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
HOW DOES YOUR RESUME LOOK??
Formatting
Nice font
Quality printer, paper
Easy to read
Scannable
Proof REED!!
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

42. AND THE COVER LETTER???? Real name Real information Real interest
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
AND THE COVER LETTER????
Real name
Real information
Real interest
Tailored, specific
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

43. QUICK: REVIEW CHAPTER 6 DEFINE THESE TERMS: WEBSUME
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
QUICK: REVIEW CHAPTER 6
DEFINE THESE TERMS:
WEBSUME
INDEPENDENT CONTRACTOR
REALISTIC JOB PREVIEW
BLIND BOX AD
HEADHUNTER
EMPLOYEE REFERRAL
COLLEGE JOB FAIR
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

44. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com
MORE REVIEW ON CHAPTER 6
WHAT’S THE BEST TIP YOU GOT ABOUT YOUR OWN RESUME?
ABOUT BEING RECRUITED?
HAVE YOU TALKED TO A COLLEGE RECRUITER?
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

45. By: Prof. Dr. M. Zia-ur-Rehman, scholarknowledge@gmail.com
PREVIEW: CHAPTER 7
BRING IN A JOB APPLICATION FORM TO OUR NEXT CLASS SESSION.
WE WILL AWARD 1 EXTRA POINT TO THE BEST AND 1 EXTRA POINT TO THE WORST EXAMPLE.
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,

46. Exhibit 6-4: A Sample Resume
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
Exhibit 6-4: A Sample Resume
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,
By: Prof. Dr. M. Zia-ur-Rehman,