Use a Checklist for Advertised Job Postings - Hire Imaging

Use a Checklist for Advertised Job Postings - Hire Imaging One of the challenges of analyzing posted job openings is to figure out what the employer really wants. Sometimes the information is vague (the employer isn’t quite sure), contradictory (the job ad was designed by a committee or group), or obscure (containing insider language or jargon). Most job ads will provide some information about selection criteria. Consider this the beginning, not the end, of your job ad analysis; and treat all information as if it is incomplete. That said, do look at the order of information (high priority wants tend to appear earlier), and do look at the language used. Then, go on to find a detailed picture of the organization from its website, particularly where strategy and organization structure are highlighted. Look at formal and informal reports, newsletters, press releases, and awards. Use LinkedIn to see the profile and background of key staff. Then, look at the job title and its function within the organization. Check online to see if you can find others holding the same or similar titles and use LinkedIn to see if you know people who do the same job at other organizations. Advertised Job Posting Checklist Read job advertisements carefully, several times. Use a highlighter pen to mark hints that may shape your response: Job title. How helpful is it? Use Google to check out the same job title in other organizations. Identity. Is it clear who the employer is? Is the role being handled by an outside recruiter or agency? Role.  Are clues given about what the job is really about? Are there indicators as to what success looks like? Language. Analyze the balance of strong, weak, and neutral language. Try to get a sense of how strongly the employer feels about those characteristics it says it wants. Mirror the language. Using a few more key phrases from job documents can sometimes add focus to your cover letter and resume. Ranking points. What hints are given (salary, role title, degree, experience sought) about the preferred experience and seniority of applicants? Style. What personality does the organization indicate it wants? Wants and needs. What are the “must have” and “nice to have” components? Level. Examine carefully the description about the level of responsibility and accountability, and then measure that against the size of the organization. Contact Point. Does the organization actively welcome conversations with prospective candidates about approaching before applying? Employer brand and culture. What does the organization choose to disclose about itself? Process. What do candidates have to do to move to the next stage? Problems or issues. Your research may uncover potential changes ahead that might possibly change the role you’re applying for. For example, the organization is just about to name a new CEO and COO. While these don’t impact your application, they are things to keep in mind during an interview and if you are given a job offer. In my next post, I’ll share some ideas for contacting organizations that advertise job openings. I always love to hear from you! Please comment below.