So what’s the deal with all the different ways employers post jobs these days? Seems like you’ve got 15 ways of saying the same thing and calling an “Executive Assistant” something that it’s not. Also, why is it that you’re asking for simple qualifications but trying to make them sound complex and intense by adding ubiquitous and word-intensive phrases to state the obvious when the obvious would have just done the trick to accurately and descriptively describe the actual position for which you’re hiring for?… See what I did there… tough crowd. Try the veal.

Really though. If you’ve taken a look recently at any of the major job boards, chances are you could find the same position, described twelve different times although they are really just the same. Why is that? More importantly, what are you trying to convey? Let’s not kid ourselves, at the end of the day, we all know what we’re talking about. Using elaborate “Job Jargon” can seriously affect your pre-employment screening process and therefore, here are some tips on posting an accurate and representative description of your job:

1. Be Honest About Your Expectations
Don’t try to make a construction job sound like you’re looking for a laid off plastic surgeon. Stick to the key points and responsibilities of the job, because chances are if you inflate the description of what you’re actually looking for you’ll:

A) Get a strange and completely over-qualified pool of applicants who in turn will want an equally inflated compensation package.
B) A completely useless talent pool since all the applicants will not have the necessary hard skills that are actually required to fulfill the requirements of the job. Again, if you’re hiring for construction workers but make it sound like you’re in need of a CA - chances are most CA’s won’t want to do manual labour - at least not on the construction site and for a living.

2. Elaborate On Nothing
Rather then creating a wonderfully written and detailed job posting, leave something to the imagination. The danger of saying too much as that you’ll potentially discount many qualified and capable applicants on the basis of what you may have said. If an applicant is truly interest in the position, you’ll know because chances are you’ll receive a resume or email from them. Therefore, stick to the facts and be prepared to go into more details once you’ve met your candidates in the flesh.

3. Lay Off The Labels
In a day and age where you can get a PhD or MBA by answering your spam email - refrain from making your job sound like something they’re not. Directors, VP’s and Account Executives come a dime a dozen these days, so don’t try to impress anyone with the title. If you’re looking for a manager, don’t advertise the position as anything above that level. Otherwise be prepared to dole out above-managerial salary that comes with. You may also just end up with individuals looking to score a sweet title and nothing else. Although one can make the argument that the line of titles is blurred, use your best judgment and advertise the position as something slightly lower then what it actually is.

4. Use An Appropriate Job Board/Posting Tool
Did you know there are literally thousands of niche job boards out there. Take a look at the Beyond.com network for example. You can find anything from geographical to industry and trade sites at Beyond and many other websites that offer job posting services. Make sure that you post your position on the appropriate niche job posting site, chances are they exist. Doing so will increase the possibility of you receiving quality applicants that at least have the right qualifications that you’re looking for.

5. Use Hiring Assessments
I can’t stress enough the importance of using hiring assessments BEFORE you engage any applicants. Don’t waste your time, money and energy on anyone before they’ve taken the time and shown you that they’re actually interested in the position. Companies like ClearFit provide employers with the opportunity to receive FREE personal hiring and employee development reports. The science and monotony of hiring has been automated and made extremely efficient. It would be foolish for you not to take advantage of these tools to find employees that “fit” your company.

Collin Crawford Consultant’s Career Management

Fresh entrants
Career-transition
 There are more chances of success, when you are working in the fields of your interest. Tap on your basic interests and behavior patterns with PASS. The Profile report contains numerical and graphical presentation of 34 types of interests and 10 patterns of behaviors. It highlights your major interests and strong behaviors. The program then recommends 32 Job groups and shows which are most appropriate for you.

Education guidance for choosing the University major

It is a challenge for a student (sec 3 and above) to decide on further studies. They are influenced by successful relatives or group of friends.

Let Pathfinders assist them making an informed decision.

It’s a long winded road ahead; and cannot afford U-turns!

Business coaching

Why ideas do not become actions – people in the organization have the knowledge to perform; however, they do not apply the knowledge while working. This is performance gap. The coaching helps to reduce the gap.

Business strategy
Improving business results
Budgets
Cost reduction
Internal controls
Policies and procedures
Job design
Training and Development
Functional skills

Resume writing and Interview skills
Cost reduction
Internal controls
Training needs analysis
Finance for operation managers
Customer service
Service excellence 
 Career In Transition
(Employee Assistance program for those facing retrenchment woes)

Economic downturn made an impact on the lives of PMET (Professionals, Manager, Executives, and Technicians). Many have lost jobs.

Pathfinder programs tell them that this is not end of the world; and they are not empty handed. The program builds their winning mindset. 
It is difficult to find jobs in current situation.
Pathfinders guide them for gainful employment.
Such individuals can tap on their wealth of experience.
Either they can be self-employed, or become free-lance professionals. 
Pathfinders hold their hands to prepare Resume, Cover letter, and make them ready for Interviews.
Information on Job market is provided to them.
SME businesses welcome their experience and maturity.
Priority job matching services – proactive approach to the prospective employers

Author: Adrian Collin Png http://www.collincrawford.com/about/