2 YEARS, 2 COUNTRIES, 2 FUNCTIONS. Graduates, hurry up!! The recruitment for the new European Graduate Program started today!!!!

If you are a graduate looking for an opportunity at RB and you want to be one of our future Marketing or Sales Directors, take note of this date: 14th JUNE 2010.

This is the deadline date to send your CV to our HR Managers across Europe (learnwithrb@rb.com) if you want to be a candidate for one of the six vacancies for the first European Graduate Programme.

So what does the program entail and what’s new when comparing it with our local Graduate Programs?

In contrast to our local graduate programs where you normally have 2 assignments in your country, the European program ensures that candidates will have a truly international experience as they’ll be working in two different RB countries across Europe during the 2 years that the programme lasts.

On completion of the European Graduate Programme, you’ll get a junior position in Marketing or Sales in an European country. So, if that’s what you are looking for, make the most of this opportunity and apply now!!!!

You’ll find more details in the Career Opportunities Section but here is a short summary:

• The proposition is simple: 2 countries, 2 functions (1 Sales and 1 Marketing) in 2 years.
• The first assignment will take place in the Sales department of your home country and the second in a Marketing department within another European country.
• Interviews will take place during June and July.
• Successful applicants will start at the beginning of September 2010.

Are you right for RB?

Before sending your CV, make sure you have a strong understanding of our RB culture and ask yourself the following questions:

• Are you looking for a global career?
• Are you driven to succeed?
• Do you want to make your mark and experience real responsibility from day one?

If the answer is YES, then you posses qualities required to thrive at RB. Send through your CV and maybe later this year you can be sharing your experience with us in our blogs  GOOD LUCK!

As you may know, the role of internal communication is a key driver in the research of excellence within organisations.
At RB, planning and structuring our internal communication allows us to strengthen our our unique culture and engage all our employees into our mission, so we are all heading in the same direction.

But, what is internal communication really about? Isn’t it just paperwork or e-mailing our colleagues?

No! In general terms, internal communication consists of formal and informal communication depending on the channel we receive it (formal sources vs rumour or the “grapevine”).
And we can also distinguish between horizontal communication (between employees with the same hierarchy) and vertical communication (from the top to the bottom of the organisation or from the bottom to the top)
So when you develop an internal communication plan you must ensure that:

- The communication flows throughout the organisation
- The channels from where the information flow are multiple: electronic, print, face-to-face etc…
- Messages are consistent and clear
- All employees are included on it
- A diversity of tools is used: meetings, noticeboards, newsletter, intranets,

But why am I explaining all this to you? Well, first of all because I think that, in general, internal communication is sadly forgotten in some organisations and secondly because this is my main focus inside the HR department in Spain: developing and implementing an effective and engaging internal communications plan.

In this job I take advantage of the things I have learned in my master degree in corporate communications (that I have just finished) together with previous experience I had in this arena.
And at RB things are done with speed and efficiency; I think about our CEO Bart Becht, in the article Building a company without borders “You have to stand for something, no matter how bluntly you communicate it”.

RB recognises how vitally important internal communication is to the success of a company.
So, having the RB style in mind (“keep it simple and straight to the point”) we’ve developed this plan:

* Ensure all information about the company is shared on time: Updates sent via e-mail, monthly meetings prepared, ensure managers meet their teams monthly to talk in general terms about the company, etc.
* Promote communication between employees and engage them in CSR projects such as our support for Save the Children (you can read my post about it too, RB Spain’s Save the Children success): organising events where they can communicate to each other in a more relaxed environment than the daily one.
* Engage them with the company: allowing more participation between different areas
* Hear what employees have to say: increasing feedback requests or having follow-up interviews, etc.

My daily work then comprises actions like identifying all the information that needs to be communicated, and deciding how best to communicate it.
In short, it has a lot to do with creating positive communication synergies across the organisation.
And it’s great to know my job is helping to drive RBs success.

As you may have read, some posts on this blog give advice to those job seekers who really take their search seriously, going further than just looking at the careers section on an online portal and applying.
Of course, that may work on some occasions, but why not stand out from the crowd right from the start of the process?

Have a look at some of the interesting posts published on My RB Opportunity regarding this area:

4 Steps to getting the job you really want
Choose a career not a job

In addition to these tips - and thinking of those who like to be different or creative when facing the challenge of finding a job - I would like to put forward some ideas I found in a post at the College Recruiter Insights by Employers blog called How to humanize your job search.
The post highlights how helpful socializing and building relationships with what could be your future co workers can be.

It basically gives three bits of advice:

1. Meet the bloggers:
This point recognizes companies’ blogs as a great opportunity to connect with employers: you can understand them in terms of how they work and you can even contact them (leaving relevant comments that can also be read by hiring managers!)

2. Connect with future co-workers:
This is mentioned as a way to get directly linked to someone who is inside the organisation you are interested in. The fact is that many companies look for referrals to cut their hiring costs (even RB has its own Employee Referral Program, where employees can recommend new hires).
So you should not underestimate this opportunity, as it can lead you to a job.

3. Humanize your LinkedIn profile:
Finally, the post emphasizes the importance of having recommendations on your LinkedIn profile and gives you some advice about when you should ask them (ie. A current client tells you how much they enjoy working with you, someone emails you to compliment you on a facet of your work, etc.)

So, as a blogger, all I can say is: what are you waiting for?!
Here we are – this blog is open to all the comments you want to leave us. Don’t hesitate to ask us questions, or strike up a conversation. Use us, that’s what we are here for.
It could be we are your first step on your way to find a job.

When you’re just about to finish university or college and start out on the career ladder, everything can seem pretty daunting.
Where do you start, what does all the jargon mean, and you’re probably thinking ‘how can I improve my chances of getting the job I WANT?’

I came across a blog post called What HR managers want on the career advice site Secrets of the Job Hunt and thought I would share some of its advice with you because this is an aspect that we usually don’t think about.
The post itself links to an interview with Libby Sartain, from Yahoo who answers questions like “How can a candidate break through the noise?” or “What makes a cover email and resume ‘pop’ for you?”.

This last question highlights one thing that all candidates should be focusing on from the very first moment: showing a unique personality.
If you watch the following video you’ll see why personality is a key driver when recruiting someone:

Nevertheless, Libby Sartain goes a step further saying that a candidate should be able to show their personality even through the cover e-mail (otherwise, how would an employer differenciatte between you and others?).
She suggests candidates do a self-discovery experience based on writing a 50 to 75-word “elevator pitch” for an imaginary listener, while answering the following questions:

Who are you?
What do you stand for?
What is your next big personal objective?
How would you like to contribute in your next role.

She says that being able “to boil down your entire existence into such a short package is one way to discover your essential personal statement to the world. At least, what you’d like your essential personal statement to be”.

Of course, help is also at hand at RB.
We have our own excellent Student Tool Kit which has been pulled together using tips and advice from RB’s graduates, interns and trainees from all over the world.
It’s all aimed at giving you that head start in your career. To make sure you have all the information you need to go out and get the job you want.

Hope it helps!