Our Relationships @Work study revealed that 46% of professionals worldwide believe that work friends are important to their overall happiness. Read more: http://blog.linkedin.com/2014/07/08/work-bffs/
Digital 2022: Essential Snapchat Stats for Q1 2022 v01DataReportal
Snapchat's potential advertising audience in Australia is 7.25 million users as of Q1 2022. This represents 33.6% of the population aged 13 and over. Females account for 53.6% of Snapchat's advertising audience in Australia. The advertising audience grew 1.4% quarter-on-quarter but declined 4.0% year-on-year.
Digital 2023 Global Overview Report - Data ReportalMohamed Mahdy
2023 Global Digital Report
Your comprehensive rundown of essential digital usage and connectivity insights from around the world — brought to you by Meltwater and We Are Social.
From social media and online audiences to advertising and ecommerce trends, get the stats you need to drive your digital strategies in 2023. This year’s report includes more than 400 pages of crucial stats, charts, and insights on global digital behavior and usage. Read it below for all you need to know about today’s digital world.
Digital 2022: Essential TikTok Stats for Q1 2022 v01DataReportal
TikTok's advertising reach in Argentina is estimated at 11.34 million people aged 18 and older, representing 29.8% of internet users and 34.7% of the population aged 18+. The quarter-on-quarter growth in advertising reach was 5.5% and the year-on-year growth was 24.7%. Females make up 65.6% of TikTok's advertising audience in Argentina.
Digital 2022: Essential Facebook Messenger Stats for Q1 2022 v01DataReportal
This presentation contains DataReportal’s update on Facebook Messenger adoption and use around the world in January 2022, including the number of Facebook Messenger users by country, and insights into Facebook Messenger’s audience demographics (i.e. Facebook Messenger users by age and gender). Find similar reports for other top social platforms – and loads more great insights – at https://datareportal.com/social-media-platforms
Digital 2022: Essential LinkedIn Stats for Q1 2022 v01DataReportal
This presentation contains DataReportal’s update on LinkedIn adoption and use around the world in January 2022, including the number of LinkedIn users by country, and insights into LinkedIn’s audience demographics (i.e. LinkedIn users by age and gender). Find similar reports for other top social platforms – and loads more great insights – at https://datareportal.com/social-media-platforms
As more employees transition to a work-from-home environment, digital workplace technology offers a vital agile setting for businesses. We show you how to create a Digital Workplace within your company, uniting technology, people, and processes using intranet software.
Introducing the New LinkedIn People You May KnowLinkedIn
The new People You May Know simplifies the experience of growing your network. It does that by bringing all your pending invitations and suggestions to connect together in one place. Learn more: http://blog.linkedin.com/2014/02/28/build-a-more-powerful-linkedin-network-with-people-you-may-know/
Be better at the job you're in by learning from 277 million members and around 500 Influencers. http://blog.linkedin.com/2014/02/19/the-definitive-professional-publishing-platform/
For more information go to: http://www.bentley.edu/prepared They're about to be the largest workforce in US history, but are they ready for the 21st century workplace? And is it ready for them? In our ongoing PreparedU Project, Bentley university looks into the mind of the millennial to find inspiration and opportunity.
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
A global survey of over 15,000 full-time professionals found that most keep their work and personal lives separate, with 88% keeping separate wardrobes and 48% not needing formal clothes for work. While 3 in 5 professionals now feel more comfortable challenging their boss than when they started, it's still important to keep social media separate and professional. LinkedIn profiles that show workplace success are motivating for 47% of respondents.
This document discusses characteristics of Millennial workers and how to motivate different generations in the workplace. It provides statistics on Millennial workers' preferences for communication, flexibility, and job longevity. The document also contrasts motivational factors for the last four generations - Boomers want to see the good of the company, Gen X needs to see results and increased salary, Millennials need flexibility, and Gen Z connects responsibility to personal goals. The document suggests understanding generational differences can help motivate and appreciate employees.
Millennials, born around the turn of the 21st century, will reshape the workplace as they enter employment. As the most diverse generation, they follow their dreams with confidence and want work that has purpose and contributes to the world. Millennials expect to keep learning through new experiences and information. They want flexibility in how and where they work, and feel constrained by rigid hierarchies and outdated practices. Employers will need to understand millennials' goals of work-life balance, diversity and inclusion, global opportunities, and engaging work environments to attract and retain their talent.
This document discusses how employers can attract top talent from recent university graduates. It notes that while graduates are well-prepared, some large employers may have weaknesses in their talent supply chains. The document recommends that employers match their workforce capabilities to growth plans, create a positive social culture that values development, and demonstrate commitment to professional growth to retain employees long-term.
Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
The document is an executive summary of the 2016 Workforce Purpose Index, the largest global study on the role of purpose in the workforce. Some key findings include:
- Only 30% of the U.S. workforce reports being actively involved, enthusiastic, and committed to their work, showing the need to connect people with their purpose at work.
- The study found that 37% of LinkedIn members globally are purpose-oriented, and purpose-oriented employees have higher job satisfaction, engagement, and performance.
- Purpose orientation was found across all countries, cultures, industries, and job functions studied. Countries with the highest rates of purpose orientation include Sweden, Germany, and the Netherlands, while the lowest include U
How to attract job seekers with corporate communicationComprend
The document discusses the results of a career survey conducted by KW Digital. 164 people aged 18-55 from 20 countries in Europe participated in the survey. The survey identified three main types of online job seekers - The Idealist (students), The Careerist (current employees), and The Realist (senior employees). It provides details on the characteristics and preferences of each type of job seeker. The document then gives tips for companies on creating engaging online career content based on the survey findings. It recommends showing the company story through pictures, videos and employee interviews to convey feelings about the workplace culture.
10 toxic distractions that undermine your leadershipCoralie Sawruk
The first step in learning to manage distractions is to spot them as they appear! See how you can improve your leadership by creating space to respond with a meaningful action, and focus your mind in a positive way to lead.
For more, visite www.coraliesawruk.com/fresh-ideas
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
5 tips to manage your digital profile and get your dream jobHudson
Social media has become a tool for employers and recruiters to look up potential candidates. Even when you may not be looking for a job, others are looking at your digital footprints online. Find out 5 things you should be doing to improve your digital profile.
The document summarizes the results of a study on millennial attitudes toward entrepreneurship. Over 600 millennials ages 18-40 across the US were surveyed. Key findings include that 94% believe entrepreneurship education is important, 89% would consider freelancing, and 87% want to pursue entrepreneurship. However, 62% felt their entrepreneurship class was inadequate to start a business, and 78% think it's harder to be an entrepreneur from a low-income community.
This document provides tips for how to politely turn down a recruiter who has reached out about a job opportunity when you are not currently looking. It recommends being straightforward about not being interested at this time while keeping the conversation open for potential future opportunities. It also suggests offering to refer the recruiter to other qualified contacts, learning about current industry trends from the recruiter, and staying connected on LinkedIn in case your needs change in the future. The overall message is how to decline politely without burning bridges or losing a potential future contact.
The document discusses Volvo's approach to employer branding and how it differs globally. It notes that while Volvo has strong brand recognition in Sweden, its presence and what it offers as an employer are not as well known in other parts of the world. Therefore, Volvo tailors its marketing messages and communications based on whether the target audience is aware of the company, actively looking for opportunities, and if Volvo is attracting the right applicants. The document provides an example of Volvo emphasizing building a diverse team in communications for its new US plant. It also notes the importance of employees serving as authentic brand ambassadors by sharing their stories.
This document summarizes a presentation on harnessing the potential of a multigenerational workforce. It discusses the challenges of managing four generations in today's workforce - Traditionalists, Baby Boomers, Generation X, and Millennials. Each generation has different work perspectives and expectations that managers must understand to motivate employees. By leveraging the strengths of each generation, organizations can increase engagement, productivity and performance. Effective leadership is also key to creating an environment where multigenerational employees can collaborate and succeed.
A visual story of how LinkedIn is transforming how companies hire, market and sell. Learn more below -
Talent Solutions: http://business.linkedin.com/talent-solutions
Marketing Solutions: http://marketing.linkedin.com/
Sales Solutions: http://sales.linkedin.com/
Download the LinkedIn for Business Playbook: http://lnkd.in/LinkedInForBusinessPlaybook
Designed by Brett Wallace of Why is LinkedIn So Cool? fame: http://www.slideshare.net/brettalexwallace/why-is-linkedin-so-cool-16101604
For more information go to: http://www.bentley.edu/prepared They're about to be the largest workforce in US history, but are they ready for the 21st century workplace? And is it ready for them? In our ongoing PreparedU Project, Bentley university looks into the mind of the millennial to find inspiration and opportunity.
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
A global survey of over 15,000 full-time professionals found that most keep their work and personal lives separate, with 88% keeping separate wardrobes and 48% not needing formal clothes for work. While 3 in 5 professionals now feel more comfortable challenging their boss than when they started, it's still important to keep social media separate and professional. LinkedIn profiles that show workplace success are motivating for 47% of respondents.
This document discusses characteristics of Millennial workers and how to motivate different generations in the workplace. It provides statistics on Millennial workers' preferences for communication, flexibility, and job longevity. The document also contrasts motivational factors for the last four generations - Boomers want to see the good of the company, Gen X needs to see results and increased salary, Millennials need flexibility, and Gen Z connects responsibility to personal goals. The document suggests understanding generational differences can help motivate and appreciate employees.
Millennials, born around the turn of the 21st century, will reshape the workplace as they enter employment. As the most diverse generation, they follow their dreams with confidence and want work that has purpose and contributes to the world. Millennials expect to keep learning through new experiences and information. They want flexibility in how and where they work, and feel constrained by rigid hierarchies and outdated practices. Employers will need to understand millennials' goals of work-life balance, diversity and inclusion, global opportunities, and engaging work environments to attract and retain their talent.
This document discusses how employers can attract top talent from recent university graduates. It notes that while graduates are well-prepared, some large employers may have weaknesses in their talent supply chains. The document recommends that employers match their workforce capabilities to growth plans, create a positive social culture that values development, and demonstrate commitment to professional growth to retain employees long-term.
Refer to them as you please: Millennials, Gen-Y, young professionals...but these are the people that will be comprising nearly 50% of the workforce by 2020. How is your organization preparing?
Here are some facts about this new generation of human capital that businesses will need to keep in mind as they ready themselves for the biggest cultural shift in the workplace since the 60's and 70's.
Read on to find out how Nakisa's Millennial-ready software can help you prepare.
This document provides guidance on creating a positive employee experience. It discusses how the modern workforce wants to learn new skills and find purpose in their work rather than just work to live. Companies need to focus on providing an excellent holistic employee experience to attract and retain top talent. The guide outlines strategies for developing extraordinary employee experiences, including empowering work-life synergy, frequent manager check-ins, opportunities for professional development, and fostering a culture where employees can bring their whole selves to work. It also discusses generational differences and the importance of understanding each employee's unique needs to boost engagement.
In the workplace, millennial’s are seen as more talented, tech-savvy, and adaptable, as well as risk takers with a desire to accomplish meaningful work. Employers are beginning to see the value of effective millennial engagement in the workplace.
The document is an executive summary of the 2016 Workforce Purpose Index, the largest global study on the role of purpose in the workforce. Some key findings include:
- Only 30% of the U.S. workforce reports being actively involved, enthusiastic, and committed to their work, showing the need to connect people with their purpose at work.
- The study found that 37% of LinkedIn members globally are purpose-oriented, and purpose-oriented employees have higher job satisfaction, engagement, and performance.
- Purpose orientation was found across all countries, cultures, industries, and job functions studied. Countries with the highest rates of purpose orientation include Sweden, Germany, and the Netherlands, while the lowest include U
How to attract job seekers with corporate communicationComprend
The document discusses the results of a career survey conducted by KW Digital. 164 people aged 18-55 from 20 countries in Europe participated in the survey. The survey identified three main types of online job seekers - The Idealist (students), The Careerist (current employees), and The Realist (senior employees). It provides details on the characteristics and preferences of each type of job seeker. The document then gives tips for companies on creating engaging online career content based on the survey findings. It recommends showing the company story through pictures, videos and employee interviews to convey feelings about the workplace culture.
10 toxic distractions that undermine your leadershipCoralie Sawruk
The first step in learning to manage distractions is to spot them as they appear! See how you can improve your leadership by creating space to respond with a meaningful action, and focus your mind in a positive way to lead.
For more, visite www.coraliesawruk.com/fresh-ideas
Millennials will be 75% of the workforce by 2025. With an average tenure of just two years, it's time to reevaluate the way we keep young professionals happy and engaged.
Learn the best strategies for reducing millennial turnover and increasing job satisfaction in this report, Top 7 Tips for Engaging Millennial Workers.
Hot off the press and filled with facts from the recently released Deloitte Millennial 2016 Survey, this is a not-to-be-missed guide to creating a workplace culture that millennials won't want to leave!
5 tips to manage your digital profile and get your dream jobHudson
Social media has become a tool for employers and recruiters to look up potential candidates. Even when you may not be looking for a job, others are looking at your digital footprints online. Find out 5 things you should be doing to improve your digital profile.
The document summarizes the results of a study on millennial attitudes toward entrepreneurship. Over 600 millennials ages 18-40 across the US were surveyed. Key findings include that 94% believe entrepreneurship education is important, 89% would consider freelancing, and 87% want to pursue entrepreneurship. However, 62% felt their entrepreneurship class was inadequate to start a business, and 78% think it's harder to be an entrepreneur from a low-income community.
This document provides tips for how to politely turn down a recruiter who has reached out about a job opportunity when you are not currently looking. It recommends being straightforward about not being interested at this time while keeping the conversation open for potential future opportunities. It also suggests offering to refer the recruiter to other qualified contacts, learning about current industry trends from the recruiter, and staying connected on LinkedIn in case your needs change in the future. The overall message is how to decline politely without burning bridges or losing a potential future contact.
The document discusses Volvo's approach to employer branding and how it differs globally. It notes that while Volvo has strong brand recognition in Sweden, its presence and what it offers as an employer are not as well known in other parts of the world. Therefore, Volvo tailors its marketing messages and communications based on whether the target audience is aware of the company, actively looking for opportunities, and if Volvo is attracting the right applicants. The document provides an example of Volvo emphasizing building a diverse team in communications for its new US plant. It also notes the importance of employees serving as authentic brand ambassadors by sharing their stories.
This document summarizes a presentation on harnessing the potential of a multigenerational workforce. It discusses the challenges of managing four generations in today's workforce - Traditionalists, Baby Boomers, Generation X, and Millennials. Each generation has different work perspectives and expectations that managers must understand to motivate employees. By leveraging the strengths of each generation, organizations can increase engagement, productivity and performance. Effective leadership is also key to creating an environment where multigenerational employees can collaborate and succeed.
A visual story of how LinkedIn is transforming how companies hire, market and sell. Learn more below -
Talent Solutions: http://business.linkedin.com/talent-solutions
Marketing Solutions: http://marketing.linkedin.com/
Sales Solutions: http://sales.linkedin.com/
Download the LinkedIn for Business Playbook: http://lnkd.in/LinkedInForBusinessPlaybook
Designed by Brett Wallace of Why is LinkedIn So Cool? fame: http://www.slideshare.net/brettalexwallace/why-is-linkedin-so-cool-16101604
Discover your career, build your brand and find a job you love. Learn more at https://blog.linkedin.com/2017/february/23/launching-your-career-getting-started-on-your-internship-search-linkedin.
The Top Skills That Can Get You Hired in 2017LinkedIn
We analyzed all the recruiting activity on LinkedIn this year and identified the Top Skills employers seek. Starting Oct 24, learn these skills and much more for free during the Week of Learning.
#AlwaysBeLearning https://learning.linkedin.com/week-of-learning
Accelerating LinkedIn’s Vision Through InnovationLinkedIn
See what's next for LinkedIn - from a complete redesign of the desktop experience, to smarter messaging and content discovery features, to the future of professional learning. Read more: https://blog.linkedin.com/2016/09/22/accelerating-LinkedIn-vision
40% of professionals admit they find it hard to describe what they do for a living. We're here to help. Find out how to tell your #workstory: http://lnkd.in/LIworkstory
Presentation given by CEO Jeff Weiner, and CFO Steve Sordello, at LinkedIn Q1 2016 Earnings Call. For more information, check out http://investors.linkedin.com/
The LinkedIn Job Search Guide is your tactical toolkit for getting a job you love.
The LinkedIn Job Search Guide can be read one page at a time, one chapter at a time, or in entirety. The recommended tactics and tools were developed with U.S. job seekers in mind, however many of the strategies may be applied internationally.
Good luck with your job search and we hope that the following guide will put you in the driver’s seat as you develop your career.
Presentation given by CEO Jeff Weiner, and CFO Steve Sordello, at LinkedIn Q4 2015 Earnings Call. For more information, check out http://investors.linkedin.com/.
The document discusses avoiding vague buzzwords in LinkedIn profiles. It provides a list of the top 10 most common buzzwords of 2016 such as "leadership", "passionate", and "successful". The document recommends standing out by showing experiences and results through examples rather than just stating buzzwords. It also suggests uploading projects, sharing views in posts and groups, and writing recommendations to demonstrate qualities like creativity and expertise in a more meaningful way.
LinkedIn Bring In Your Parents Day 2015 - Your Parents' Best Career AdviceLinkedIn
The 3rd Annual LinkedIn Bring In Your Parents Day took place on November 5, 2015. As part of the celebration, we asked people to share the best pieces of career advice their parents ever gave them. Here’s what they had to say...
Presentation given by CEO Jeff Weiner, and CFO Steve Sordello, at LinkedIn Q3 2015 Earnings Call. For more information, check out http://investors.linkedin.com/.
1. Over 1.9 million LinkedIn members are located in the Greater Toronto Area, with 214,000 (11%) having technology skills.
2. Toronto has a higher proportion of members with technology skills (10.8%) compared to similar cities globally.
3. Nearly 100,000 companies in the Greater Toronto Area are represented on LinkedIn, with over 10,000 currently employing members with technology skills, especially in early career roles.
Top Industries for Freelancers on LinkedIn [Infographic]LinkedIn
According to a LinkedIn survey, the top industries for freelancers are arts and design (46%), media and communication (34%), and business consulting (6%). Within arts and design, the most common roles for freelancers are graphic designer (29%), photographer (20%), and artist (19%). The information technology and program/project management industries each make up only 1% of freelancers.
LinkedIn Quiz: Which Parent Are You When It Comes to Helping Guide Your Child...LinkedIn
Lighthouse, Helicopter or Free-range? Take this quiz to find out what your parenting style is when your children have flown the nest and started their career.
Join LinkedIn's Bring In Your Parents Day on November 5 -- learn out more at biyp.linkedin.com or join the social conversation using #BIYP.
LinkedIn Connect to Opportunity™ -- Stories of DiscoveryLinkedIn
Every minute of every day, opportunity is within reach on LinkedIn. See how four members use LinkedIn to unlock opportunity and how it can work for you.
LinkedIn Connect to Opportunity. Learn more at https://lnkd.in/b5Xr3nN
Description: Presentation given by CEO Jeff Weiner, and CFO Steve Sordello, at LinkedIn Q2 2015 Earnings Call. For more information, check out http://investors.linkedin.com/.
A Profile of Rejoice Makafui Tsotorvor empowering through Art Education.pdfTsotorvorRejoiceMaka
Rejoice Makafui Tsotorvor is an assistant lecturer at Akatsi College of Education, Volta Region, in Ghana. An art educator and artist, one of her most effective strategies is the "see, think, do" model. She demonstrates a skill or concept (see), encourages analysis and discussion (think), and then allows students to practice independently or in groups (do). This scaffolded method mirrors real teaching processes, deepens comprehension, and strengthens practical abilities.
The Temple of the Subtle Art is a mystery school for women who are ready to fully explore the wonders of the Dark Feminine Mystique.
We offer a self-directed virtual training curriculum that provides you with all of the knowledge and experience to practice our powerful healing modalities.
Startup Jobs in Jaipur & Smart Candidate Sourcing Tools A 2025 Guide for Job ...vinay salarite
Looking to tap into the rising wave of startup jobs in Jaipur? This 2025 guide explores top opportunities for job seekers in emerging startups and introduces employers to smart sourcing tools that streamline hiring. Jaipur's startup ecosystem is thriving—offering freshers, professionals, and HR teams innovative paths to career growth and recruitment success.
Learn how to identify the right roles, use AI-powered candidate screening, and stay ahead of hiring trends. Whether you're building a team or chasing your dream job, this is your blueprint for success.
Start now with Salarite – your partner in smarter hiring and career discovery.
Biography and career history of James KaminskyJames Kaminsky
James Kaminsky is a senior editorial director and digital content strategist with decades of experience managing content teams and shaping editorial strategy for well-known media brands. His career has taken him through pivotal roles at Maxim, Playboy, Rolling Stone, Men’s Journal, Realtor.com, and Homes.com, where he has contributed to both print and digital publishing.
Digital Marketing in 2025: Why It's the Career You Shouldn’t IgnoreBRISTOW PETER
As the world goes digital, the demand for skilled digital marketers is skyrocketing. In this SlideShare, explore why digital marketing is considered one of the most important and future-proof jobs of 2025. Learn about emerging trends, essential skills, and how to start your journey in this high-growth field.
👉 Want to learn digital marketing the right way? Visit Fortitude Institute of Technology to get certified by industry experts.
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