Coordenador de Eventos

Formação: Direcção e Gestão Hoteleira

Remuneração Bruta Anual: 16.800€

Percurso profissional: O candidato possui cerca de 6 anos de experiência profissional no sector hoteleiro. Iniciou o seu percurso como barman e empregado de mesa, abraçando mais tarde a função de coordenador de eventos e de vendas no mesmo sector.

Responsabilidades: Actualmente é responsável por angariar novos clientes e eventos, pelo acompanhamento desses eventos e pela promoção do grupo para o qual trabalha. O candidato trabalha tendo em vista a optimização dos objectivos e das receitas anuais.

Competências aferidas: O candidato revelou uma forte capacidade de negociação, orientação para os objectivos, capacidade de comunicação e de argumentação e capacidade de gestão de equipas.

Competências informáticas: O candidato domina o Microsoft Word, Excel, Powerpoint e Outlook e também diversos sistemas operativos do sector hoteleiro, tais como, New Hotel e Pro Hotel.

Competências linguísticas: Fluente em Inglês e Espanhol, possui conhecimentos de Francês.

 

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Tem processos de recrutamento e selecção a decorrer em Angola?

A Human Power foi constituída para fazer face aos desafios contemporâneos no âmbito do recrutamento, selecção e gestão de pessoas, apresentando-se como um parceiro estratégico na atracção, avaliação e retenção de talento, com vista a garantir a diferenciação positiva e o sucesso das Organizações.

Com alcance internacional, a equipa Human Power desenha soluções únicas para encontrar o talento certo, garantindo uma resposta efectiva e abrangente em diferentes mercados e sectores de actividade.

LM  

   Contacte-nos!

   Leandra Milagre
  
R&S Consultant

 

 

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Angola: Rua Hoji Ya Henda, Torre B – R/C E, Cidadela – Luanda

Portugal: Av. D. João II, Edif. Infante Nº 35 – 8º H, Parque das Nações 1990-083 Lisboa

email. leandra.milagre@humanpower-recruitment.com

tel. +244 93 4630 411 ou +351 217 957 468 | fax +351 213 420 819 | www.humanpower-recruitment.com

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5 Recruiting Habits Of Successful Leaders

Por Meghan M. Biro

At some point in our job-seeking lives, we’ve all interviewed at a company that felt more like a military school than an exciting, flexible, creative, ever-evolving workplace culture. The signs start early in the hiring process: a dry, lifeless job posting or stale employer branding that does not feel inspired. A blizzard of paperwork, including reams of rules and regulations for submitting a resume. A monochromatic HR office filled with identically-dressed drones who are clearly reading from a script. I can remember walking out of a few select interviews earlier in my career and saying to myself, “There is no way I’m working at that mausoleum.” Or better yet – I’ve enjoyed being part of a world class organization recruiting top talent – where every day of interviewing seems to feel like a rush of adrendaline. You see – I’ve been on all sides of this equation in my own career – The best of the best, the good, the ugly.
The simple fact is that recruiting is often a company’s first impression, and a reflection of its culture and workforce brand personality. It’s a spectacular — and too underexploited — opportunity to wow, woo, seduce and excite talent. Top talent doesn’t want to work in Dullsville. They want to work in a company that understands, challenges, excites, surprises and delights them. They want to work hard, play hard, and feel appreciated.  Recruiting should be where the courtship starts. Your organization doesn’t have to be a Zappos or Google to start using savvy — and social media — to attract “the right fit”  and talent skill set you need to soar.

Here Are Five Steps You Can Take To Turn Your Talent Management Strategy Into A Powerhouse Branding and Marketing Culture.

1) Take A Workplace Culture Inventory. Take a good hard look at your current HR and recruiting practices. Put yourself in the shoes of a talented person who has never heard of your company. How are you trying to reach that person? Are you using filtering tools to target the right kind of talent you need? How big a part does social media play? Are you engaging brand advocates and influencers? How is the language in your employer branding and follow-up information? Stodgy branding can be a real turn-off (as can self-consciously hip or snarky content that seems shallow). What about your career site design? Is it fresh and appealing to all generations? How are your initial and follow-up contacts conducted? Deconstruct the whole recruiting process form initial posting to final hire. Where along the way do you need to change to catch the eye and imagination of the talent you need? Solicit feedback from recent hires and even those who decided to take another career opportunity – yes, at another brand.

2) Make The Necessary Leadership Changes. Your weaknesses should be pretty obvious when your inventory is finished. The question becomes: do we jettison the whole process from soup to nuts, or are enough parts working that we can make selective changes? Whatever you decide, consider hiring outside talent to help you develop a holistic, integrated recruiting process. Of every choice, ask the following two question: is this going to help us attract stellar talent? Is it a true reflection of our company? Because the last thing you want is to present your company in a misleading way. Remember: HR and recruitment is a major branding opportunity. The goal is to lodge yourself in people’s minds as a great place to work, even if with talent that isn’t looking for to switch jobs at the moment.

3) Engage Your Marketing Talent.  HR and recruiting don’t exist in a vacuum. They may be the initial contact with talent, but the more input that other departments have, the stronger and more integrated the process will become. This is especially true, of course, for the departments and functions that will be directly impacted by the applicant. Solicit input on specific job postings from people in the department where the job is. Ask top talent from across the organization for suggestions on making your marketing pitch intriguing and enticing. The more buy-in you have throughout the entire organization – including marketing, the more likely you are to hire just the right talent.

4) Use Social Media. The HR gods were smiling when social media was invented. It has evolved into a dream tool for finding and communicating with brand advocates and influencers. Are you exploiting it to the max? Are you using the whole panoply of social media to establish a presence and dialogue that goes way beyond a specific job opening? Social media is nothing less an historic breakthrough in branding and talent engagement. Again, hire outside help if you have to, a specialist in social media who can help you target your resources and efforts for maximum return. Get input from social-media-savvy employees from across the organization and beyond. Use video if possible. And make your online interface and career application process user-friendly.

5) Keep It Real. As I touched on above, your HR and recruiting process must be honest — a genuine reflection of your company’s leadership and workplace culture. If you misrepresent your brand, you’ll attract the wrong kind of talent, and when someone is hired they’ll feel like the victim of a bait-and-switch. Whether your organization is way zany, slightly playful, or downright dour, you want to attract talent that feels comfortable in your culture.

HR and Recruiting are an untapped gold mine for too many organizations. Work hard to make them a reflection of your mission and methods, appealing and user-friendly, and able to identify and exploit social media to reach and communicate with the right talent. This is an exciting exercise in leadership excellence.

in http://www.forbes.com/sites/meghanbiro/2013/09/01/5-recruiting-habits-of-successful-leaders/

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7 Things Recruiters Look For On Your LinkedIn Profile

por Danielle Setola Antes

If you’re open to or actively looking for new opportunities, or even just looking to build up your network for the future, your LinkedIn profile is a valuable resource. But in order to utilize this resource, you’ll need to provide enough information on your profile to be found. Recruiters utilize LinkedIn as both a search tool and a supplement to your resume, so the main goal of your profile should be to tell a story about what you do, where you’ve done it, and what you’d like to next.

So what exactly do you need to do tell that story? Make sure you have these things recruiters look for on LinkedIn incorporated into your profile:

1. An informative headline

When your profile shows up in a search or on an application from LinkedIn, the first thing a recruiter sees is your name and headline. A great headline will convey what you do in just a few words, and should provide a quick overview of what the recruiter will see when they look through your profile. Your current title and/or industry will suffice – but it’s the creative headlines that get recruiters to click through to your profile.

2. An appropriate picture

Above all, LinkedIn is a professional network, and your photo should reflect your professional self (hint: no selfies, no party pictures, no pictures of you wearing anything less than what you’d be comfortable showing up to work in). This doesn’t mean you need to pay for professional photographs – just have a friend take a picture of you looking your best against a nice backdrop. You should choose a photo that accurately represents your everyday self – recruiters will be expecting to see the same person when you show up for an interview!

3. A succinct summary

While your headline has to be short, the summary allows more expansion on your career goals and what you bring to the table. It’s also a great way to show off your written communication skills. But remember, LinkedIn is a professional network, so unless it’s relevant to your career or job search, leave it out – this is not the place to talk about your family, your personal interests, or your extracurricular activities. Add keywords here that might not fit into your position descriptions to increase your chances of showing up in searches. And keep this section short – 1-2 paragraphs at most, or you’ll lose the attention of the recruiter.

4. Accurate position titles

These are the most important piece of information when it comes to being found on LinkedIn, and making sure that a recruiter clicks through to your resume off of LinkedIn job applications. Make sure that your title, regardless of what it’s actually called in your current organization, accurately reflects what you do and what similar positions in your field are called. Without titles that accurately represent what you do – in key terms that can be referenced across industries and companies – it’s unlikely your profile will be found by recruiters looking to reach out for new opportunities.

5. Clear position descriptions

It’s appalling how few people take the time to populate this section. While it’s great that employers can find you based off of your position title, not including a description may take you out of the running if the employer can’t tell what you’re actually doing. This doesn’t have to be a word-for-word copy of your resume – just highlight the key functions of your role so someone can look at your profile and know what you do. Take HR as an example – many organizations have taken to calling this “people management” or “people operations”. It’s catchy, but if I’m searching for an HR manager and your title is People Operations, without any mention of HR, you’re not likely to end up in my search pool.

6. Relevant and ongoing education

Add continuing education, including training programs, to this section as well to show employers you’re keeping up with current trends and regulations. If you’re not able to go back to school, or unable to attend training sessions, use this section to showcase the education you do have – and connect with other alums who may be already working in fields you’re interested in.

7. Helpful recommendations and endorsements

Recruiters take these sections with a grain of salt – endorsements are really just about as valuable as a recommendation from your mother – and we understand that you’re not likely to solicit a review from someone who will make a negative comment about your performance. In general, though, it’s not a bad thing if you don’t have recommendations, but great ones certainly don’t hurt. Endorsements are similar – they’re almost a joke now on LinkedIn for how easy they make it to rate people you barely even know – but again, having them doesn’t hurt.

Final tip:

For some additional visibility on LinkedIn, consider joining relevant groups and adding work samples and media to your profile. The more information you can provide to prospective employers about who you are and what you can do, the more likely you are to be called for a role that suits you perfectly.

 

in http://good.co/blog/2014/11/12/things-recruiters-look-for-on-linkedin/


 

Danielle Setola Antes
Danielle Setola Antes is a HR Professional and Recruiter from Washington, DC. With a bit of insight on everything from resumes to recruiters and recognition and resignation, she covers the most important topics you’ll need to be successful in the workplace, and to find (and keep) your perfect job. Follow her on Twitter (@Danielle_Antes) for additional tips on how to do what you love, and love what you do!

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