Karabin Rolf

HR-executive Compensation Consultant

Summary

My name is Rolf Karabin. I'm 34 years old and looking forward to take a position of HR-executive Compensation Consultant in your company. I'm certified in Microsoft Certifications . ( MSCE, MSDN ). With over 9 years of expirience in Understanding of technology in areas of compliance issues and Knowledge of the key concepts of ergonomics. Team player, can do attitude, hands on approach. If you dream about perfect resume, do not waist time, use resume writing service https://hrcareersearch.com/.

Expirience

HR-executive Compensation Consultant
Jonesboro Gurus , Sims, MI

2018 to Present

• Advise and communicate to departments and managers in areas related to AHR policies and procedures and employee relations issues
• Conduct reference checks, communicate status of selection process to candidates, and extend employment offers to candidates
• Consult and proactively communicate with hiring managers and teams in terms of recruiting related questions / issues
• Acts as an agent for change ensuring that organizational design/development solutions drive business transformation and change
• Serve as the first point of contact for client groups. Address and resolve requests, concerns and inquiries
• Challenge and influence the business to ensure the most appropriate course of action

Senior Contract Technical Recruiter HR Consultant
Speclitappeat Talent , Sprague River, OR

2016 – 2018

• Serve as the first point of contact for client groups. Address and resolve requests, concerns and inquiries
• Source the best fit Talent solutions ensuring the highest quality and best value for money
• Able to build sustainable and trustful relationship at all levels including at senior level
• Understands how talent function works and the respective talent processes in the Regions of EMEIA and their impact on ETC
• Develop innovative talent acquisition strategies in partnership with the TA Manager

Senior HR Performance Management Consultant
Kingsland Human Resources , Kimmell, IN

2013 – 2016

• Initiate change management initiatives, and lead constituents through significant change
• Develop innovative talent acquisition strategies in partnership with the TA Manager
• Conduct reference checks, communicate status of selection process to candidates, and extend employment offers to candidates
• Advise and communicate to departments and managers in areas related to AHR policies and procedures and employee relations issues
• Acts as an agent for change ensuring that organizational design/development solutions drive business transformation and change

HR Generalist / People Consultant
1st Bitissed People Management , Round Rock, AZ

2011 – 2013

• Challenge and influence the business to ensure the most appropriate course of action
• Able to build sustainable and trustful relationship at all levels including at senior level
• Actively manage and improve succession planning and management of the operating model
• Initiate change management initiatives, and lead constituents through significant change

HR Generalist / Talent Consultant
Dantoni Coaching , Saint Cloud, WI

2010 – 2011

• Understands how talent function works and the respective talent processes in the Regions of EMEIA and their impact on ETC
• Acts as an agent for change ensuring that organizational design/development solutions drive business transformation and change
• Develop innovative talent acquisition strategies in partnership with the TA Manager
• Challenge and influence the business to ensure the most appropriate course of action

Education

Degree in Human Resources specialisation
University of Lena, WI

2006 – 2010

Major mistakes in composing a cover letter

In my work, everything is simple. Projects are done by people, I select these people. And I, as a rule, am responsible for ensuring that these people in the company are comfortable and well. An important point: any look at HR and deep into it is always the author's. There are no common approaches. There is no system - there are the most and least effective, as well as innovative ways of communication, but you must always take into account the human factor and the rules of the game accepted by the company:

    you may simply not like you as a person, but you will never know about it;
    you can be a young mother - and you will always be worse than an ambitious 25-year-old youth without obligations;
    you are over forty, although age-based rejection is illegal;
    you cause unconscious negative associations - and there is absolutely no chance;
    you have red polish, or an ugly suit, or defiant manners.

Alas and alas. But at the stage of meeting in absentia, while they are reading your resume, there is a chance to make an impression more or less objective, and you need to use this chance skillfully.

I am an adherent of writing cover letters. It is with such a letter that your acquaintance with a recruiter begins. Hooked on? Click - Your resume is open. Not hooked - open, but read in two seconds. Yes, too lazy to write. Yes, “I don’t know how,” you say. Yes, it’s much easier to make one option for all vacancies. But the candidate market is a competitive environment, you have to pull yourself together and strain.

Related article: How to stand out with a cover letter and get a job.

Everything that will be said below is related both to purely business structures and to the creative industry. Of course, there are nuances. An oil company differs in principles of selection from an advertising agency, and a western player differs from a small local printing house, but it is at the stage of correspondence acquaintance through the resume and cover letter that the rules of the game are approximately the same.

The cover letter is unlikely to be read by your immediate supervisor, large boss or HR director. It will be read by a recruiter, most likely with low qualifications, so it should be:

    concise;
    understandable in style;
    devoid of any general phrases and lyrics;
    answering several crucial questions.

1. brevity

There are different opinions on how much time the recruiter spends reading your resume, but in any case this time is calculated in minutes, experienced people look through the text diagonally very quickly. Very little time is spent on a cover letter, in a matter of seconds.

Therefore, two or three paragraphs of informative text will be more than enough. No more than half a page, even if it is the employer of your dreams.

There are companies and people whom you can impress with the offer “Take me to work, you won’t regret it,” but in this case your resume and portfolio should be beaten in the air instantly, and they should call you to the meeting right after receiving the letter. Do not be overconfident. Compose an adequate short text.
2. Understanding

A recruiter is usually a person at the initial stage of a career in HR. Not always, and this does not mean at all that the first meeting with him is an unnecessary and not worthy of your attention stage, but in most cases these are people with not the highest qualifications. Your letter should be understandable both in form and in content.

Avoid formalities. No appeal to “you”, no “hey, eychar, I welcome!”, It’s completely superfluous to talk about your life from the time of school and go into lyric descriptions of your life path in complex sentences. This is a categorically repulsive form.

A cover letter is a business correspondence, not a flirt or a heart-to-heart talk. Be clear, it simplifies a lot.
3. Without water and lyrics

I will give specific examples. There is nothing worse than the phrase "I am sure that my experience and professional skills meet your requirements." When the recruiter reads such a phrase two hundredth time, he will begin a nervous tick. With such a tick, your resume is doomed to failure.

Or: “Good afternoon! I was very interested in the vacancy "Project Manager" in your company. I believe that my experience in previous companies meets the requirements, and I can benefit your company by working in this position. Please consider my resume as an applicant. ”

Recognized yourself? Op - CV in the basket.

And here is the lyrics: “... She worked a lot from an early age: in the 9th grade she spent the summer as a secretary, then she taught German and mathematics, worked as a guide, educator, barista and even a journalist in one well-known publication ...”

Or: “Let's start with the good news: I’m energetic, if I get started, then I put down obstacles and don’t even notice them, I’m an eternal dreamer and creative person, while I’m a child with childish directness and openness to the world. I have no authority and a blinkered look. I live by the principle "I can do everything." I also have a tattoo. ” And another page of text.

7 tips for arguing with a manager

How to object to the boss so that he does not fire? This question worries many employees, says Paul Glover, co-founder of DICE-T, a coaching and career building company.

The leader controls the daily work of the subordinate and can turn the employee’s life into hell, but, more importantly, the boss determines the future of the employee in the company. Therefore, making an enemy out of a boss is not the best way to advance a career.

Nevertheless, the duty of a good employee is to have one’s own opinion on the issue, reinforce the words with facts and convey their opinion to the leadership, even if this opinion is re-read by the boss. If you don’t do this, then you render the manager a disservice because he could change his views on the problem if he heard from you a thoughtful and well-formulated point of view.

If you have an opinion, do not rush to abandon it just because the leader may not like it. Whether they will hear you and what sediment will remain after the conversation - it all depends on the form in which you convey a different view of the question. Work.ua publishes Paul Glover's rules on how to properly disagree with the boss. It is better to familiarize yourself with them before committing rash actions that can have serious consequences.
1. Never show disrespect to the boss

Even if you strongly disagree with a manager on certain issues, treat him / her with respect as a person who holds a high position and is responsible for the company. But at the same time, remember that you also have the right to count on respect from the leader.
2. Do not argue with the manager publicly

Unless, of course, burn with the desire to get fired.
3. Discuss disagreements with the boss in private

When you do not agree with the decision of the boss, then contact him directly. Discussing these disagreements with team members or colleagues is wrong. First, only the leader himself can change his mind. Secondly, the one you complain to can pass everything on to the boss. Third, your whimpering undermines team spirit.
4. Raise the question at the right time.

Everyone takes criticism differently. And the more tense the situation is, when you start a dispute, the less likely you will be heard and understood correctly. It is pointless to argue with a manager in the midst of a presentation or meeting with a client, because the boss is unlikely to accept comments favorably. Engage in conversation only when it is possible to discuss the root of the disagreement.
5. Do not get personal

Build a dialogue so that you and the leader struggle with the problem, and not among themselves. Adhere to professionalism, objectivity, constructiveness and, above all, respect, explaining the reason for your disagreement. And be sure to suggest alternative solutions.
6. Make sure your boss is ready to accept criticism

Some managers do not accept a different point of view, regardless of whether they manage well or poorly. In the most critical situation, contact the boss of your boss. Remember, you must be devoted to the organization, not your boss. If there is no higher link, then the next item is for you.
7. Maybe it's time to leave

If you adhere to the above recommendations and still remain unheard, then it's probably time to leave this boss.

What is and is not worth talking at the interview

Do not be afraid of this request from the employer: the person who interviews you most wants you to pass the interview successfully. And there are things that the employer is interested in knowing about. But there is also something that is not worth saying at all.

When answering a request to tell about yourself, remember two rules:

    do not tell the story of your life;
    Provide information useful to the employer.

The first rule is quite simple to follow. The interlocutor does not need your life story, and certainly he is not going to sit and listen to it. Instead, talk about what the employer would like to know. These include:

    recent professional success;
    educational achievements;
    useful skills;
    career goals;
    why are you interested in the company.

It is advisable to devote each category no more than 30 seconds. In total, you will get a presentation of yourself for 2.5 minutes. This is what is worth talking about in each of these categories.
Recent professional successes

Yes:

    3-5 recent achievements;
    mention successes that relate to the position you are applying for;
    practice, practice, practice.

This part is the most important. It is worthwhile to prepare very carefully.

No:

    retell your resume;
    chatting about your experience in vain;
    mention achievements that are not related to the profession.

Achievements in Education

Yes:

    Explain how your skills will help you cope with your duties;
    Tell us what you learned at your last job;
    the experience you have gained while working on the largest project.

No:

    walk through all the points of your education (school, university, courses);
    retell a resume;
    talk about skills that are of no use.

If you are a professional in your field, you should not retell every course, conference and presentation that you attended or made a presentation. Instead, it’s better to focus on useful skills that will come in handy at your new job.

Related article: What to wear for an interview?
Useful skills

Yes:

    prepare 2–4 useful skills;
    Tell us how they will help in practice;
    tell us how you got them.

No:

    lie about your skills;
    talk about skills that are not related to work (I had a rock band, my paintings were shown at the exhibition);
    to lie.

Your employer will surely check all the available information if it decides to hire you. And lie or overestimate your abilities is not worth it. It’s best to select 2–4 skills that you possess and are useful at work, and try to describe them as well as possible.
Career goals

Yes:

    mention the goals that the company can help you achieve;
    tell us about goals that show what you think about the future;
    show that you want stability and career growth.

No:

    talk about life goals (I want to buy a house, have children);
    mention goals that the company cannot help you achieve;
    talk about things that show your incompetence.

When a person does not have clear career goals, from the outside he looks incompetent. Set your goals in advance and clearly so that this question does not take you by surprise.
Why are you interested in the company

Yes:

    Tell us how the company will help you achieve your goals.
    say you like the work environment;
    hint that you see yourself in the company in the future.

No:

    talk about salary;
    say "I just need a job";
    to say that you want to work because there are good people here.


Having prepared a story about yourself, based on the above rules, you will save yourself from awkward pauses and not force the employer to listen to information that he does not need at all, which will significantly increase your chances of a successful interview.

5 emotions that prevent success

Every day I work with people who have big dreams and goals: they want to reach the pinnacle in their field, become a world famous specialist, write a book that will change everything, share their work with the whole world, change the lives of other people and so on . I also have big dreams, and for the last ten years I have tried to do everything necessary to make them a reality.

Studying the anatomy of a big dream, I saw that many - if not most - people with a big dream have the wrong attitude and a very erroneous idea of ​​what is needed to achieve this dream. These ideas literally repel success.

What are these people doing wrong, and how can we get rid of these errors in thinking and behavior? Here are five traps that they set for themselves.
1. If you are fascinated by the life of a celebrity, your selfishness bothers you

When people share their dreams and their motivation with me, I can say in five minutes whether they are on the path to success or if they obviously turned the wrong way. If the whole dream revolves around you - receiving recognition, approval, awards, wealth, celebrity for the sake of celebrity - nothing will come of it. You use your dream to relieve deep-rooted feelings from the past that arose when you were not appreciated and ignored. But nothing will come of it.

People who have reached the heights in this world know how to hold and radiate tremendous energy. And to achieve the same, you need to do a lot of work to manage this force. I know this: many years ago, and I had the same feelings of inadequacy, and they posed insurmountable obstacles to the success of which I dreamed.

Your big dream will mature only when you lose the need to see yourself in the center of the universe and be the only hero in your history. You need to focus on how to help others, think about engagement, and attitudes toward service. Only when you stop thinking only about yourself, the road will be free.

Yes, in our society there are celebrities suffering from narcissism, fixated on themselves and have done little useful. But you do not want to repeat their path?
2. Effort is required 10,000 times more than you think

Yesterday I talked to a man who dreams of writing soundtracks for films, but has not yet shown his music to anyone in his life. For many years I hear such dreams from creative people who want to make a splash. And I also know people who have achieved great success in the art and music industry - and I’ll tell you, the road to such success requires 10,000 times more effort, time, labor, commitment, perseverance and tension than you think.

If you want to reach the very heights, do what is necessary for this - and this is both internal and external growth. This means that you must be fearless, courageous, persistent, relentless, you must be a strong competitor and communicate well, and also adequately imagine what you have and what not - to close these gaps and become the person you want to be. If you are afraid to show others your music, your blog or your developments, you will not achieve the success you dream of. Go ahead, show people what they’ve created, and cast aside fears about how they will perceive it.
3. You need to overcome yourself and answer “yes” to any appropriate and positive opportunity

Many dreamers have an overestimated, unrealistic idea of ​​their own significance, and they constantly refuse new opportunities that they consider unworthy. This is a huge mistake. Start answering “yes” to all these wonderful new opportunities that will help you learn something, grow, find a niche in which you can serve people. You cannot give the world something meaningful if you answer “no” to all new opportunities to work out your craft and your skills.
4. You focus on the wrong people

Your career is highly dependent on the people you interact with. There is nothing more important for your success than the quality of your relationships and the nature of the people who surround you. Exalt yourself by exalting your social circle. Start communicating with people who are honest and sincere, willing to help, professional, smart, compassionate and inspire you - and find a way to help them. Then your world and your path to success will change instantly.
5. Your hopes for quick success and recognition hinder your long-term growth.

Your desperate desire to be at the top does not allow you to reach the top, because you are focused on those emotional (and financial) rewards that - as you think - are waiting for you there, and not on what you are doing in the world that is valuable now.

To get rid of these obstacles, you should daily

    Learn how to do more good and at a higher level.
    Open your eyes to what you don’t know, but what you need.
    Achieve results that are comparable to the highest level in your area.
    Sincerely communicate with people who do what you want to do.
    Thinking of success in a broader sense, h

How long do you need to work in one company

Less than eight months

If you cannot explain such a short presence at work as an objective reason, it looks horrible. Because it seems that you have failed the trial period or the first verification of the results.

It is better not to mention this experience, but to record achievements in other career periods. For example, you can mention that you performed work as a freelancer, you were offered other projects, but you refused. Sometimes it's better to gloss over a resume. Some events are so unpleasant that it is better to keep silent about them. And employment shorter than eight months is just such a case.

Over time, you compensate for this experience with other achievements, so do not consider this a lie. You do not mislead anyone, but clean up your past so that the interviewer does not have to spend time figuring out irrelevant details about you that are far behind.

The exception is the loud cuts that caught you in your first year of work. If you fall into insignificant reductions (less than 5% of your department), then this leads to thoughts about your low productivity, and it is better to keep silent about this. But if you were affected by a resonant contraction (for example, closing a plant), there is nothing shameful about it. For example, if you lost your job due to a large-scale reduction 7 months after employment, it is better to include this experience in the resume than to hide it.
18 months

This is a generally recognized minimum. It is understood that you have gone through at least one verification cycle. Typically, employees are evaluated annually, and not based on half-year results, from which the 18-month rule is derived. To achieve something in the company, you need to linger there. You can specify 9 months, but then for the justification you will need a serious reason (corporate or family) that influenced the work.

If your resume contains only one line about the company where you came from, believing in sweet promises, and after eight months left, this is understandable. But when there are five such cases, the problem is most likely in you. Similarly, if you leave whenever the nature of the work changes, HR also takes this with skepticism. Selectivity at work is fine, but if your resume is full of “quick cares”, then HR has the impression that you are starting to work with unreasonable expectations.

If the work is not entirely terrible, you should try to cover at least 15 months so that they fall in three calendar years or 18 months in two calendar years. Many companies do not accept applicants with experience of 6-17 months (experience up to six months can be omitted from the resume). It may not like it, but such are the realities.

Other things being equal, two years is better than one and a half; three is better than two; and four is better than three. At the same time, the benefits of an extra month should not outweigh the opportunities that open up, but still you should think twice before exchanging for transitions that do not promise special benefits.
Four years (48 months)

You are trusted by your current employer if nothing indicates that your performance is falling or stagnating. If you were able to expand the boundaries of your responsibility and at least once grow in position, this is wonderful. Even if you have not received promotion and your projects have not grown, you are still at a favorable point in your career, and you have two more years to take the next step.
Six years (72 months)

At this point, the lack of promotion or interesting projects is painful for you. Four years, of which the year went into grinding, and the remaining three to horizontal growth, is excellent. Four years means that you did everything you could for the company, didn’t let people down and moved forward. After six years without obvious achievements and advancements, it means that the employee is devoid of ambition and it is not so terrible to lose a job as to be mediocrity. If you are satisfied with the horizontal growth and improvement of your skills, and not with new positions, then a key focus should be on your achievements over this period.


And yet, if you continue to grow up the career ladder and after six years, how long should you stay in one company?

If you hate your job, there is no reason to endure and stay only because there is a “universally recognized minimum”. If HR has questions, tell them the truth, tell us about the lessons learned in past jobs.

The optimal duration of work in one place varies from one sphere to another. It is difficult to compare IT-specialists and catering workers, where the staff turnover is not considered something unusual.