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I work at a travel and event planning agency. We are a great resource for Executive Assistants (we have several that we work with currently) booking high level travel globally but I am having trouble reaching out to the right people. Most large companies have in house travel department or a pre-approved vendor and agency list.
Today’s EAs are strategic partners who manageprojects, make travel arrangements, and participate in high-level decision-making processes. How to Handle the Hiring Process Screening and Shortlisting Candidates Begin by reviewing resumes and coverletters for evidence of the necessary skills and experience.
I currently work as a lawyer and undertake every day many of the types of responsibilities that make up an executive assistant role, such as administration, communication, projectmanagement and so on, usually in a very demanding and high pressure context, and before this I worked in various communications/PR roles.
So if you went travelling for six months, then you need to spell that out. Recruiters/hiring managers are notorious for going through the dates of your employment stints, not only to work out how long you spent with each employer, but also to just understand the timeframe in which you moved around. Be upfront in your coverletter.
And as I climbed the admin ladder, when I got recruited for a projectmanager role, the person who referred me was also someone I had met when I was “just a temp” stuffing those thousands of envelopes. Whether based on your coverletter or resume, recruiters only take 6 seconds to see if you are match.
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