TOPIC ABOUT :

Presented by :
SOFIANE KRIDA « CV »
YOUSSRY ANOUAR Supervised by :
MENSOURI SOHAIL  NASSIF RABHA
BICHAR TARIQ
UNIVERSITY YEAR : 2024/2025
 plan

1 Definition

2 CV sections

3 key section of cv
4 CV Canadian VS CV British

5 Conclusion

2
Definition the CV The CV is presented as a clear
summary of the candidate’s career. It
allows you to quickly judge a person’s
situation.

3
CV sections
Your resume should be
written in a way that makes
it easy to read information
and represents your
experience and skills.
4
 Key Sections of a CV

I. Contact Information:
Includes your name, phone
number, email address, and
possibly your LinkedIn profile link.

II.EDUCATION :
Provides details on your
degrees, certifications, and
relevant coursework.

5
 Key Sections of a CV

III. Experience:
Detailed descriptions of
your
previous
roles, responsibilities,
and accomplishments.

V.SKILLS :
Highlights your technical
skills, soft skills, and
noteworthy
accomplishments.

6
 Contact information

Education
Experience

Skills Extra-professional
activities

7
 What's the Difference between Cv Canadian and
Cv British?
Length and Structure
British CV Canadian CV
Often 2-3 pages long. Typically 1-2 pages.

Education
Includes all academic Focuses on relevant
qualifications. degrees.
Dates of Work Experience Formatting
Full dates Month and year
Key Differences
Emphasizes academic Focuses on skills and
qualifications. experience.
Conclusion
To conclude, the CV is a very important
element in the application file, after
which the candidate must also write a
cover letter to complete their file.

10
 TOPIC ABOUT :
«the cover letter »
 plan

1 Definition

2 Objective of cover letter

3 Contents of The Cover letter

4 Example of Cover letter

12
Definition of The Cover Letter

 A cover letter is a document sent with

your resume to provide additional
information on your skills and experience.
• Is the document that accompanies your CV
when you are applying for a job.

• Is short (200-250 words), with a quite rigid

structure and has the layout of a letter.

13
Objective of cover
letter
 To introduce and present your
Resume to the HR personnel or
the recruiter
 To land you the interview for
that dream job you wanted
 Increase the chances of getting
the job
 To help you get the job

14
Contents of The Cover letter
1. Heade
r A cover letter should begin with
both you and the employer's
contact information (name,
address, phone number, email)
followed by the date. If this is an
email rather than an actual letter,
include your contact information
at the end of the letter, after your
signature.
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 2.
Salutation:
Begin your cover letter salutation
with "Dr./Mr./Ms. Last Name." If you
are unsure if your contact is male or
female, you can write out their full
name. If you do not know the
employer's last name, simply write,
"Dear Hiring Manager."
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3. Body
In a paragraph or two, explain why you are
interested in the job and why you make an
excellent candidate for the position.
Mention specific qualifications listed in the
job posting, and explain how you meet
those qualifications. Do not simply restate
your resume, but provide specific examples
that demonstrate your abilities.

17
 4.
Closing In the closing section of your cover letter,
restate how your skills make you a strong
fit for the company and/or position. State
that you would like the opportunity to
interview or discuss employment
opportunities. Explain what you will do to
follow-up, and when you will do it. Thank
the employer for his/her consideration.

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 5.
Signature
Use a complimentary
close, and then end your cover letter with your
signature, handwritten, followed by your typed
name.

If this is an email, simply include your typed

name, followed by your contact information, after
the complimentary close.
EXAMPLES:
Yours sincerely,
Sally B. Doe
19
 Bibaatar BOLORMAA
Bayangol District ,
4th microdistrict
Apt 25-3, 403
(976)95693966
Jam Mobicom Corporation
yanmyadag, Director
Sukhbaatar Square
Chingeltei District, UB
27th March 2008

Dear Mr. Jamyanmyadag,

I am writing this letter regarding your announcement in the . . . . . .

I graduated from the Information Management class in ITIE that will allow me to provide as my career in your
corporation. If your corporation is looking for a manager who can manage others and organize works well, please
review included resume.

For the past 3 years, I have been studying in MUST and graduated with high score. I had chosen Information Manager’s
career because I think I am good at organizing and working with people. My goal is to work in this branch which allows
me to work by my interest. And also I am confident that my skills are appropriate to this branch.

I am available at any time if you want to discuss my CV with you. I can be reached at the address and phone below. I am
looking forward to hearing from you.

Yours truly,

Bibaatar BOLORMAA
20
Employment Interview
 plan
1 • Definition

2
• Types of interview

3 • Styles of interview

4 • Rating Problems during Interview

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 I. Definition of an Interview :
An interview consisting of a conversation
between a job applicant and a representative of
an employer which is conducted to assess
whether the applicant should be hired.

Interviews are one of the most popularly used

devices for employee selection.

Also known as preliminary screening: utilized

to eliminate unsuitable or unqualified
candidates from the selection process.
 II. Types of Interview :
Structured interview – one in which the
source of the questions is a job analysis; all
applicants are asked the same questions.
There is a standard scoring key to evaluate
each answer; interviewers with more
experience are preferred.

Unstructured interview – one in which

interviewers are free to ask anything they
want; not required to have consistency in
what they ask of each applicant and may
assign number of points at their own
discretion.
 III. Styles of Interview :
1. One-on-one interview
2. Serial interviews
3. Panel/Round interviews
4. Group interviews
5. Face-to-face interviews
6. Telephone interviews
7. Video conference interviews
8. Written interviews
 1. One-on-One Interview

Involves one interviewer,

doing the interview, and one
applicant.
 2. Serial Interview

Involves a series of single

interviews.
 3. Panel/Round Interview

Have multiple interviewers

asking questions and
evaluating answers of the
same applicant at the same
time.
 4. Group Interview

Have multiple applicants

answering questions during
the same interview.
 5. Face-to-Face Interview

Both the interviewer and the

applicant are in the same
room; provide a personal
setting and allow the
participants to use both visual
and vocal cues to evaluate
information.
 6. Telephone Interview

Often used to screen

applicants but not allow the
use of visual cues.
 7. Video-conference Interview

Conducted at remote sites,

applicant and interviewer can
hear and see each other but
the setting is not personal.
 8. Written Interview

Involves the applicant

answering a series of written
questions and then sending
the answers back through
regular mail and through
email.
 IV. Rating Problems during Interview
Interviews are flawed tool in HR right
after performance appraisals. They are
used and relied on around the world for
hiring, transfers, promotions, and for
selecting applicants.

Here is a list of common interview

problems:

• First Impressions
• Contrast effect
• Negative-information Bias
• Non-verbal communication
 1. First Impressions

Indicates that information

presented prior to the interview or
early in the interview carries more
weight than does information
presented later in the interviewer;
more pronounced in unstructured
interviews.
 2. Contrast Effect

The interview performance of

one applicant may affect the
interviewer’s score given to
the next applicant.
 3. Negative Information Bias

Occur only when the

interviewers aren’t aware of
the job requirements; weighs
more heavily than positive
information.
 4. Nonverbal Communication

Highly correlated with

interview scores.

(Ex. Appropriate eye contact

and smiling)
Thank you for paying
attention.