It is a brief statement addressing potential of the applicant and one’s contribution towards an organization.Job type needs to be well aligned with skills, educational qualification and experiences possessed by an individual. These factors are analyzed by employer before selecting an applicant. Job role or responsibilities should be closely knitted with prior experience or knowledge base of a person. Educational qualification in management field clearly indicates that an individual must either apply for sales, marketing or human resource department. Qualification possessed is that of bachelor’s degree in business administration (Alison, 2003). BBA degree denotes business management related job vacancies would be accessed by an individual. On the other hand, job experience also adds value to a resume. Sales experience for a certain time period for a beer distributor would hold significance in career path. The type of jobs to be applied for is sales, marketing and branding activities. These job categories are in sync with qualification and experience acquired. Sales experience shall be essential in order to apply for sales job. Initial brand management jobs can be accessed on the basis of educational qualification. Skills like presentation capability, art of convincing, effective communication skills, command over three different kinds of language and competency of designing branding strategy.Application for jobs would be on the basis of qualification and experience. The three jobs to be applied for are sales executive, branding executive and marketing executive. Business administration students basically apply for these types of jobs. This is simply because these jobs are related to specified educational field. Educational qualification and expertise are essential aspects which are required for these kinds of jobs. It can be stated that apart from experience or qualification, there needs to be proper access to various job portal sites. These sites outline job opportunities prevalent in particular field. Employers usually need to scrutinize various resumes in order to select an applicant for particular job position (David and Stanley, 2006). During interview there are different candidates who encompass wide array of skills. These skills should be properly analyzed by employer so as to select proper candidate for the job
Alison, B. E. (2003). Job postings and the decision to interview: A verbal protocol analysis. Journal of Applied Psychology, 78 (5).
David, V. and Stanley, B. (2006). Personality and job performance. Evidence of Incremental Validity, 42(1).
Rodriguez, D. and Andrea, B. (2002). Developing competency models to promote integrated human resource practices. Office of Personnel Management, 41 (2).
Susan, J. (2006). Adopting job analysis methodology to improve evaluation practice. American Journal of Evaluation, 27 (4).
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