招聘求职 今日: 1 |主题: 6713|排名: 61 

最后发表： cais
回复内容：
http://careers.stackoverflow.com/jobs/58567/senior-php-developer-findercomau
php工作真多啊。
这个finder.com.au好像看起来还不错哦。

最后发表： cais
回复内容：
http://siliconbeachaustralia.org/jobs/jobs/django-developer-in-sydney-at-early-stage-company
又有一个100k以上的哦。
具体要求：

最后发表： seaskyv
回复内容：
position still available

最后发表： liueagel
回复内容：
你好，请问您有联系方式吗

最后发表： greatwing
回复内容：

We are looking for Barista an energetic and experienced and hardworking and honest person to join our team in Chadstone. Must have excellent Barista skills, knowledge of grind settings and have previously worked in a high volume fast paced Cafe environment. Weekend and weekday work is required.  If you have:  at least 1 year experience in making good coffee ,excellent communication and interpersonal skills, an ability to work independently at times  then we would like to hear from you.

If you are seeking a stable permanent position and fit this criteria please apply.


We are looking for applicants with long term availability!

Send in your resume detailing your past experience

ATTN: Those who cannot work on Saturday or Sunday do not apply!

Please send email to Yin.yuewei@hotmail.com

最后发表： vivienhuang
回复内容：

市面上可能有成千上万的文章教你如何写简历，但只有难能可贵的极少数真正教你如何写出具有感染力的好简历。


不入流的简历可能会被中介在办公室里传阅时，成为大家耻笑的谈资，甚至会被贴在墙上当作最差简历范本来嘲笑。


烂简历通常有哪些共性呢？

最后发表： njustzjj
回复内容：
悉尼某学校商学院，一个关于”供应链，库存管理“的项目，需要一个6个月full time RA
工作职责：协助研究工作，比如做literature review，数据分析，论文编辑之类的

具体要求如下
1.    Master degree by research or higher academic qualifications in the areas that involve one or more of the following: applied mathematics; operations research; logistical optimisation; and computational intelligence such as fuzzy logic, genetic algorithm and neural networks.
2.    Demonstrated knowledge and experience in using applied mathematics.
3.    The ability to use software tools such as MATLAB or simulation software.
4.    Demonstrated ability to quickly learn new knowledge - new concepts and theories.
5.    Confidence in contacting firms and arranging interviews.
6.    Demonstrated written and verbal communication skills.
7.    Demonstrated skills in effectively and collegially working as a member of a team.

补充一点，最好是发表过supply chain方面的论文，working paper也可作参考。

薪水：试经验而定（学校里的工作，算上20%的casual loading，大概40一小时）

感兴趣的同学请给我留言自我介绍一下，我看合适再发CV

最后发表： littleharry
回复内容：
冒昧得问一下，地区调查分析编写（可培训指导，无须经验）,广告发送，文件翻译, 接听电话,文件管理整理, 打cool call

这样的工作，为何需要应聘者附上照片应聘~~~

最后发表： lexinproperty
回复内容：
為有大量客戶卻找不到好樓盤的銷售們解決了燃眉之急！
本公司提供最好的個人支持平台！
目前急招多個招聘多個經驗全職銷售，以及銷售經理！
有意請當面洽談！


请联系：
乐信置业
Tel. no.: 0410 680 836
Email: info@lexin.com.au
Wechat：frank110018
QQ: 2302833685

最后发表： peterluo
回复内容：
谢谢各位的讨论，请允许我澄清一下：

1）用户名为oUQrPHv1的朋友，谢谢你的发帖和兴趣，不过我们是产品公司，不是培训机构，目前暂时没有计划招收实习生。以后随项目进展会考虑的；

2）用户名为DDD888的朋友，很抱歉我的话产生误会。请允许我澄清一下，如果讨论一些情况，如果核实过比较让人信服，如果是推测，可能会误导大家。另外，我们公司的工作方式是平等协商式的，重视每个人的个人价值，也不会命令一个人做事，所以“手下”这个词从来不会出现，我们所有人之间都是直呼其名，而不是张总，李经理这样很形式的东西，这是创新公司和传统公司在公司文化上的区别。

3）用户名为hohoxixi的朋友，谢谢你的建议。只是我们不是传统公司，所以需要有出众品味和鉴赏能力的朋友加入，我们的招聘信息很明确的说出了我们的技术相关内容和要求，供真正有兴趣的朋友解读，而不是一次发100份申请书的那种情形。我们比不上姜太公，但是所用的招聘方式模仿了姜太公直钩垂钓。从我们招聘信息读出感兴趣内容的朋友，比较符合职位的需要。如果在意公司名字等等细节，直接去应聘心目中的理想公司比较合适。姜太公需要的是有潜质的杰出人才，我们也是。我们的人才，任何一个都够水平和潜质进入google这个级别的公司。很不幸，google等等公司真从我们挖走了人才，所以我们招聘很慎重。

请原谅我们不想说得太清楚，这样有些申请的朋友就不一定是自己用心解读了；但不解释一下，又会误导大家。 谢谢各位。

最后发表： cais
回复内容：

不知道啊。

最后发表： AUIBWT
回复内容：

最后发表： lspmail
回复内容：
谢谢楼上的回复！

最后发表： aimans
回复内容：
工作地点：
Albury SS&A Club Zhuzi Chinese Restaurant
工作性质：
全职，永久性工作
工作时间：
早10：00-2：30，晚6：00-9：30 周末晚上6：00-10：00， 一周工作五天休息两天，实行轮休制度。
待遇：
二厨：年薪45K-53K（根据经验能力定具体多少），养老金，20天带薪假，带薪培训，统一免费工装。
试用期6个月，试用期工资待遇都和正式的一样。
要求：
1. 有在中餐馆的工作经验，要会炒锅，炒餐炒饭都要懂。
2.时间灵活可以接受在晚上和周末工作
3.要有在澳洲的合法工作身份
4. 只限男性（工作非常辛苦，女性身体吃不消）
工作职能：
食物准备，炒餐，协助大厨的工作等，具体工作细节会在面试通过后具体安排。

特别提醒：
1.SS&A club 的这份厨师工作有报税和养老金，很正规，不能直接PAY CASH，如果有这方面要求就没有办法。

2. 这个工作没有包食宿

3.除了厨房现有的两名中国厨师外所有员工和MANAGER 都是鬼佬，需要具备日常的英文交流能力，但是如果英文不好但是经验很好也没关系。

4.面试通过后需要试餐

5. 最后特别提醒，如果你真的经验不足或者一点也不懂厨房这块就不要贸然投递简历，但如果你懂厨房和炒餐，这是一个非常好的永久性全职职位，待遇很好，工作环境也非常好。

有意者请投递简历到下面的邮箱（中英文简历各一份）
714185205@qq.com

最后发表： aimans
回复内容：
工作地点：
Albury SS&A Club Zhuzi Chinese Restaurant
工作性质：
全职，永久性工作
工作时间：
早10：00-2：30，晚6：00-9：30 周末晚上6：00-10：00， 一周工作五天休息两天，实行轮休制度。
待遇：
二厨：年薪45K-53K（根据经验能力定具体多少），养老金，20天带薪假，带薪培训，统一免费工装。
试用期6个月，试用期工资待遇都和正式的一样。
要求：
1. 有在中餐馆的工作经验，要会炒锅，炒餐炒饭都要懂。
2.时间灵活可以接受在晚上和周末工作
3.要有在澳洲的合法工作身份
4. 只限男性（工作非常辛苦，女性身体吃不消）
工作职能：
食物准备，炒餐，协助大厨的工作等，具体工作细节会在面试通过后具体安排。

特别提醒：
1.SS&A club 的这份厨师工作有报税和养老金，很正规，不能直接PAY CASH，如果有这方面要求就没有办法。

2. 这个工作没有包食宿

3.除了厨房现有的两名中国厨师外所有员工和MANAGER 都是鬼佬，需要具备日常的英文交流能力，但是如果英文不好但是经验很好也没关系。

4.面试通过后需要试餐

5. 最后特别提醒，如果你真的经验不足或者一点也不懂厨房这块就不要贸然投递简历，但如果你懂厨房和炒餐，这是一个非常好的永久性全职职位，待遇很好，工作环境也非常好。

有意者请投递简历到下面的邮箱（中英文简历各一份）
714185205@qq.com

最后发表： steelduan
回复内容：
我朋友经济比较紧张，住在悉尼bankstown附近，想寻找家庭或办公室清洁工作，已经有半年多的工作经验。有车，但没有设备，只能做简单的吸尘，擦地，煮饭，洗衣，看小孩工作，若有机会，帮忙介绍一下，十分感谢

最后发表： DDD888
回复内容：
AUD$100太少了，也就两个小时的工资啦

最后发表： Belinda2014
回复内容：

最后发表： mi989
回复内容：
招聘油漆小工，有无经验均可，欢迎留学生，请联系0421598707，就说在网上看到的

最后发表： retrieve
回复内容：
North Sydney  快餐店招Full Time 职工，工作时间周一到周五，需良好英文，有无经验均可。有意者请联系:0430582982

最后发表： 维省家电
回复内容：
(全澳) 维省已具有20多年经销史的最大家用电器工厂直销中心诚聘营销英才,
我们提供产品齐全的销售点及可观的佣金派发的平台,
诚聘 具有极佳销售经验有进取心的人才加盟,有意加入者,
请将你的中英文简历发到fungboomelectrical@gmail.com
或致电 0451984634

最后发表： pingjoy
回复内容：

悉尼大型地产投资公司 诚聘地产销售精英

最后发表： ge210
回复内容：
Do you have TELSTRA or Telco experience?
Do you have you own team? Contact me ASAP

We are currently looking for reliable partner to build our future together.

•  Uncapped commission
•  Long Team Partnership
•  Accommodation provide for Regional area
•  Immediate start available for the suitable candidate

You will represent Australia’s No 1solar company .

To be successful for this role, you must possess;

• A strong work ethic.
• Good manager skill
• Great communication skills.
• Self-motivation.
• The ability to work in a team environment.
• D2D sales experience

If you have the skills and experience for this role click on Apply to submit your CV SOLARWA@OUTLOOK.COM

最后发表： kevinbao
回复内容：
悉尼唐人街中心位置老牌礼品店，客流大，客源丰富，租金低，东主另有发展，现诚让。有意者请联系0433422499。

最后发表： mason00
回复内容：
都想40岁退休，可能吗？

最后发表： vivienhuang
回复内容：

Why the resume is not enough


Common ‘wisdom’ would have it that a well written resume and cover letter are the main weapons in any job-seeker’s arsenal, when it comes to finding and landing that job. Right from the time we leave school, we’re informed by a variety of (usually well intentioned) sources that a concise and descriptive resume filled with lots of experience and list of ‘good’ schools will see us right when it comes to selecting candidates for the interview.

Right?

Wrong! It’s 2014, and this way of thinking about job seeking is not only outdated, it borders on the dangerously naive. Dangerous for your career and prospects for landing anything other than heartache and frustration! So just what should a job seeker be doing to find and land the role of their dreams? It turns out that there are three main things that you need to do:

1. Stop looking for a job in just any company

If I had a dollar for every time a job seeker told me that they would be happy with a job in any company, I’d be able to write a book on cliches! Seriously folks – unless you think carefully about and identify the type of company that YOU want to work for, then it’s going to be very very hard to convince any business that you have the passion to be successful. I’m not talking about earning a wage and going home. I’m talking about the type of success that gets you recognised and promoted. The type of success that marks you out as a leader. But first, you have to work out what kind of company, culture and values will kindle that passion.

2. Think about what the company wants, not just what you want

Once you’ve identified what you want, you need to think about what the company wants. Remember – you’re selling something (your skills). To do that you have to know a bit about your target market. What kind of culture exists at that firm? What do they look for in their employees? How can you communicate in their language? If possible, talk to some existing and former employees and pick their brains as to how you can present yourself

3. Make your resume and cover letter great. But don’t stop there

You need a great resume. And a great cover letter. And you also need a bunch of other things that may be more important, depending on the industry that you’re in. These include the ability to network (yes, that horrible word!) and make contact with others who are in the position that you’d like to be in. With over 80% of job not advertised, it’s really the only way you’re going to be aware of roles that become available.

最后发表： vivienhuang
回复内容：
Q2 2014 Manpower Employment Survey

The Q2 2014 Manpower Employment survey has been released and has some interesting data for job seekers. 22% of employers are looking to increase their staffing levels in the next year – the biggest increase since 2010. 65% are planning on maintaining staffing levels as they are. Finance, Insurance and Real Estate look to be the biggest employers (possibly hinting at a recovery in business confidence and therefore business and private lending and property activity?) with Mining and Construction lagging.

最后发表： vivienhuang
回复内容：

Looking good: what employers look for in a candidate



It’s a common fallacy that employers look mainly for technical capabilities when they are recruiting. Most candidates structure their resumes so that the emphasis is on the ‘what’ of their previous role and a lot of effort seems to goes into explaining what the person did day to day, but not why they chose to make specific decisions, what they learned, and what they would do differently next time. Not very much gets said about continuous improvement, making things easier for the business or the customer, or about leadership.The fact is that your technical skills will probably be the least of their concerns when employers are shortlisting candidates for a role.

And all this is a serious error. You might ask why, because surely you’re being recruited to do a job today? The reason is threefold.

The expense of recruitment

Recruitment, as a process, is very expensive. The employer will be expecting to spend roughly 150% of your annual salary to recruit you. Ongoing costs will include superannuation and payroll tax. If a candidate leaves the firm early, then that investment is simply wasted. A common reason for early departure is not a lack of technical capability, but rather a cultural mismatch or a behavioural issue.

Maximising their investment

A closely related reason is that an organisation will seek to maximise the investment they make with a candidate; hence the fact that employees with the potential to grow with the organisation will be more highly regarded than those who will remain developmentally stagnant.

The ‘war’ for top talent

Finally, the employer is duty bound to find more than their fair share of top talent in the job marketplace; and if they can do that for less money than their competitors, then they’re likely to win in the long term. A candidate that can perform at a higher level than the basic requirements of the role will provide the organisation with this competitive edge.

In 2014, the ability to do what you do – be it reconcile a general ledger account, litigate for a client or perform a geotechnical analysis on an oilfield – is assumed by the fact that you’re a professional in that field. That’s the baseline set of skills that is implied by the title on your resume. The things that you qualified for in colleague or University are unfortunately not the things that will get you the job.

So the question is – what will? A succinct answer can be found on the website of In The Black which has a good article describing the things that accountants need to have in order to attract attention. These attributes also apply equally well to every other profession as well. The original article can be found here.

Always remember – differentiation is key. It’s not whether you are qualified for the job. It’s how much better you’re looking than the 50 other people you’re competing against.

http://www.candhglobal.com

最后发表： vivienhuang
回复内容：

5 Easy Steps to a Rubbish Resume


There are a million and one articles out there that will tell you how to write a great resume, but precious few that will tell you how to write a truly appalling one. You know the type I’m talking about; the resume that will get passed around the recruiter’s office to fits of laughter and glee and even pinned to the wall to join the other sad hopefuls who’ve managed to score nothing more than a giggle.

So, if you’re looking to put a bit of sunshine in your recruiter’s day, here are five sure-fire ways in which to write a world-class stinker of a resume.

1. Lots of Responsibilities, No Information

The first skill you’ll have to acquire in order to scale the junk heap of cruddy resumes is the responsibilities section. Take a look at yours now. Does it look like a long list? Well kids, let me tell you – it ain’t long enough! Double, nay, triple that sucker. There is nothing that a recruiter hates more than reading through a long list of boring repetitive detail that is identical to everyone else’s responsibilities.

Actually I lie. The recruiter won’t be reading that list, because her eyes will glaze over and your resume will be in the bin. Success! Job avoided! If your list of responsibilities is concise and to the point then you may be in grave danger of scoring an interview, and no one wants that, right?

2. Avoid telling stories

The biggest danger you’ll face if you want to create a rubbish resume is the achievement story. Achievement stories are the way that elitist stuck-up people try to prove that they are the best people for the job. Imagine the cheek! These brazen folk milk the fact that employers actually like people who do more than what the job requires, which is frankly sickening. So instead of making their resumes the bland pap that comes from decent job seekers, they feel no shame in describing exactly how they showed initiative, gumption, a sense of leadership and problem solving ability. As if these things were reasons to be proud. And while I can feel the bile rising as I type this, some even boast of service to the customer. I assure you, these people actually exist.

3. Gild the Lily

So what if you didn’t actually implement that ERP system all by yourself? Or save the company $1.1 Million dollars? Or even redesign the process of the entire accounting department while organising the staff community fund and completing an MBA, whilst only working three days a week AND attending Latin dance classes of an evening? Recruiters expect a certain degree of factual laxity in your resume; It show a certain creativity that is sadly lacking in the most dry and literal and (ahem) “ethical” of workers. And after all, it’s not like you’re going to get found out is it? Those who don’t tell porkies in their resumes are usually hiding something else.

Ethics and integrity? Define your terms before we argue please! Ola!

4. Boring is Blessed

Your goal really needs to be making the recruiter’s eyes roll into the back of his head. Tests have shown that a truly world-beating wreck of a resume is one that can literally stun the consciousness out of the most hardened HR professionals within 2.5 seconds of them laying eyes on the page. To do that my friends, you’re going to need a template. That’s right; crawl through that turbid cesspit of invaluable data that is the Interweb and download the very first template you find. Chances are that 130,000 of your closest friends and confidants will have downloaded the exact same one! Talk about synchronicity! If you ever want to avoid the mistake of being seen as an individual, then please, I beg of you, don’t try and design one for yourself. It just shows initiative and quite frankly reeks of self-respect.

For extra credit, try putting a nice thick black border around that sucker. Anything that comes standard with MS Word should do the trick and have the employer’s dribble flowing quite nicely.

5. Avoid Form or Function

By now, this should be a no-brainer. Don’t whatever you do, make the information about your career, skills and capabilities, or education easy to find; that’s not your job and quite frankly those smug bugger recruiters get paid enough to do some of the work. My advice in this regard is to jumble it all up. Present your education first -especially if you’ve been working for 30 years. Start with your primary school and include the grades you achieved. As well as the ribbon you got for coming first in music. Your mum was so proud! Next, slot in a statement about what you want to achieve in your career, make reference to taking the chairmans’ slot in 5 years time. End off with a list of responsibilities that fills the page and make sure that the document is at least 8 pages. Of 6 point type.

For advanced rubbish resume writers, change the font throughout and sometimes USE ALL CAPS. Seriously. Recruiters LOVE that.

Conclusion

I’m not sure if this article is actually needed or not, as I see plenty of resume writers who manage to do quite well without my steadfast advice, however if you are ever in danger of writing something that will cut through the morass of muck that seems to puddle around the bilge-outlets of the good ship HMS Employment, then please please please refer back to my notes. Don’t become a statistic.

--------------------------------------------------------------------------------



Footnote in tiny letters: aforementioned article should be taken as “satire”. No responsibility taken for writing a resume based on this advice unless one has a particular fondness of the stale air, sticky carpets and weak tea found in employment offices, in which case, knock yourself out and have a biscuit on me. If this part is news to you then a bad resume is the least of your worries. OK Mr. Lawyer? satisfied now?

最后发表： vivienhuang
回复内容：

The Best Time is Now (When to start your job search)


Common wisdom (wisdom being a term used lightly) states that a job seeker should not start looking for a new role at the end of the year, from November until early January, or at the end of a Financial Year. The rationale being that major decision makers will be taking holidays around Christmas time and organisations are setting strategy (and therefore finalising hiring decisions) at the end of each fiscal year.

To that, I say bollocks.

Let me explain. To the question “When is the best time to search for your next role?” my answer is “You’re kind of missing the point.” The accepted wisdom of not applying for roles at specific times is based on the old model of reactionary job seeking where a professional would be applying in response to an advertisement or other notification that a role exists. Today, that accounts for around 20% of all available roles. You’ll probably already know that the other 80% of roles are not advertised; candidates are found through formal and informal networks, word of mouth or contacts in social media.

Taking this in account, one can see that ‘waiting’ for a specific time of year is not only unnecessary, it’s also extremely limiting; limiting in that you’ll only be exposing yourself to one fifth of available opportunities. The understanding of the nature of job seeking will also have to change. In the old model, a job search consisted of a scan of the weekend papers or online job boards to see if a job description matched with your skills. Each and every role that seemed to provide at least an 80% fit would result in a resume and cover letter being dutifully sent off to the employer; this is known as the shotgun approach. I’ve heard of clients who have sent their resume between 50-100 times without a single response – and it’s as disheartening as it sounds. We’ve all been in the situation of wondering “Why can’t I seem to get any traction in this job market!?”

Basically, the old ways of searching for a role just don’t cut it any more. Employers have more options available to them to find good quality candidates without having to engage recruiters; the Internet and specifically social media have made that possible by offering a ready made and visible talent pool. This also means recruiters are more motivated to shortlist candidates that not only meet but exceed the job specification, so that they have more chance of making their commission. By now, i should be obvious that the question is no longer “When should I apply for a job?” but instead “How do I make myself visible and known to employers?”

A job seeker needs to start by answering a few vital questions, namely “where do I want to work?”, “what does my ideal organisation look like?”, and most importantly “what is my career plan and what do I have to do next?” and “what is my value proposition?”. Only after clearly understanding these attributes of ‘brand you’ will you be in a position to start identifying and communicating with the companies in which you see yourself working.

最后发表： vivienhuang
回复内容：

The biggest mistake of all



After interviewing a candidate today, I was reminded of a song by that great philosopher and song-writer, Hannah Montana. The candidate didn’t, to my knowledge, have a country-music singing father nor the potential to morph into a nasty tongue-flashing ‘kidult with a predilection for riding demolition equipment.

No, I was actually reminded of Hannah Montana’s smash hit “Everybody Makes Mistakes” (classically ironic, given Ms. Cyrus’s desperation to prove that exact point, but I digress). My point being, the candidate obviously hadn’t heard of the song nor the platitude behind it. You see, this particular interviewee made the biggest mistake of all: not making any.

How not making mistakes is the biggest one of all.

OK – so I’m not actually talking here about someone who literally makes zero errors in their job- that’s clearly impossible. What I am talking about is candidates who either think they shouldn’t admit they make mistakes, cannot remember making mistakes or (and most seriously) someone who doesn’t think it’s important to reflect on and learn from them.

Let me be crystal clear right from the start; if an interviewer asks you about the biggest mistake you’ve made, do not under any circumstances gaze at the ceiling, humming with your tongue sticking out and pretend that your last mistake was soooo long ago that you’re struggling to remember. Do not mention some trifling little incident like when you got your boss a ham and gruyere instead of pastrami and swiss bagel for lunch. And if you dare mention that you cannot remember making any mistakes, then you really should do the honourable thing by everyone and defenestrate yourself immediately.

When I’m interviewing a candidate who cannot tell me about their biggest mistakes and what they learned, I tend to assume at least one of the following things (if not all of them):

1. They have no capacity to reflect on themselves or their work
2. They don’t learn from their mistakes and may constantly repeat them
3. They seriously over estimate their performance
4. They may not feel accountable for problems that occur

Basically – four BIG red flags. If I see any of these flags appearing in an interview, it’s immediate cause to probe a lot further.

It’s important to understand why the interviewer is asking the question; they do not want someone who is perfect. They want someone who is humble. That’s right – good old fashioned humility. Not the grovelling, brown nosing door mat that we’ve come to understand as “humility”. Rather, I’m talking about the flexible, mature professional who is willing to acknowledge and own their mistakes, work out how to fix them, develop professionally so that they don’t happen again, and then get the hell on with the job. That’s true humility and to a recruiter, it spells l-e-a-d-e-r. I want a leader – not someone who has a false notion of what good looks like. Leaders grow, while also-rans stagnate and let me tell you, in a buyers’ market, the buyers are looking for growth potential.

How do you own your mistakes and learn from them? Well, remembering them is a good start! Think of the times where you’ve made huge mistakes, what the impact was and how you grew from them. What did you do to ensure it didn’t happen again? Admit you were in the wrong and what you did to make it right.

Don’t feel like you have to sit in the dark with a bottle of Jack and some dark blues playing on the phonograph (unless that’s your thing in which case, be my guest) – but do reflect seriously on what has made you the professional you are now. Be prepared to articulate that when you go for an interview. While few people (who aren’t called Kanye) actually claim to be perfect, very few people are ready with a good story of where they stuffed up, how they made it better and what they learned. These stories are as important as those hailing your great and impressive achievements.

Trust me on this; work out how to tell these growth stories and you’ll come across as much more rounded, mature and let’s be frank; honest professional. I’d employ you*. Really I would.



(* comment is not to be taken as offer of employment not exchange of any consideration for skills or capabilities rendered. But you knew that right? right?)

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