Job opportunities for felons are often few and far between. To increase your chances of getting the best jobs for felons, you should choose an industry that is unrelated to your felony and where jobs are in high demand. It is also helpful to choose a profession, such as construction management jobs for felons, where you can be self-employed.

Construction administration jobs for felons are also known as project management or construction project management. Managers in this field are trained to oversee the planning, design and actual building of construction projects.

It is a very promising field of study right now because the employment opportunities for these managers is expected to exceed the number of qualified workers from now through 2014, according to the U.S. Bureau of Labor Statistics. This high demand and shortage of trained construction managers means that there are many job opportunities for felons available in construction management.

What kinds of jobs for felons are available in construction management?

Job opportunities for felons include construction estimating, construction safety, construction project management and building code compliance. The construction manager’s duties include keeping an eye on the big picture and making sure that the construction project is completed on time, does not go over the budget, meets quality standards and conforms to building codes. If the construction project is quite large, there will be many construction managers working on different tasks.

To be a good construction administrator, you have to like working with people. You will have to work not just with the owner-client but also with architects, construction workers, subcontractors, quantity surveyors, health inspectors, safety inspectors and other such people. Construction management may be a good choice for you if you are a good communicator who loves leadership roles. This is not the right career for shy people.

Also, since problems are bound to crop up with both large and small-scale construction projects, you need to be able to keep your cool while under pressure. Decisiveness and self-confidence are the two most important qualities that a construction developer should have.

Construction Management Jobs for Felons

Construction management is suitable for ex-felons because it is a job that is in high demand due to the shortage of qualified and experienced managers. This is also the type of job where people care more about experience and results than your felony.

Additionally, managers can be self-employed which is a good idea for ex-felons who are finding it hard to get employment. Most constructing managers work on a contract basis since construction projects are contract-based. However, it is also possible to get a salaried job within a construction company if you prefer a more stable type of job.

Since this is a managerial job, the pay is higher than average so this is a good career choice for those who are looking for high-paying job opportunities for felons.

Jobs for Felons: How to Get a Job in Construction Management

Construction education comes in two basic forms: one-year associate degrees and four-year baccalaureate degrees. Nowadays, many colleges also offer online courses as well as on-campus courses.

Generally, managers will either start at entry-level or mid-level jobs after graduation. Another career path that is popular for ex-felons is to work in construction and then take night or online classes to get a management degree in construction. This helps them get a promotion to a management or supervisory position.

It is also possible to specialize in certain construction projects which may improve your employability if these specialties are in demand. For example, some construction companies specialize in the restoration of historic homes and buildings. Experience or expertise in a specialized type of construction is quite valuable and makes getting the best jobs for felons easier.

Construction management jobs are projected to grow rapidly in the next few years so it is a good career choice for people looking for job opportunities for felons. A degree in construction management will greatly help you to land a job in construction project management. These managerial jobs for felons pay well but they are suitable only for those who are willing to put up with the stress of leadership roles.

Nervous about your job interview? Worried you’ll say something wrong? Read on and discover EFT, short for Emotional Freedom Technique, a very powerful way to ease intense and stressful emotions. It’s easy to do and can be done anywhere. It takes just minutes, and it’s the perfect thing to have ready to go when you’re heading out to that job interviews. And I’m going to tell you exactly how to do it. I know it’s kind of hard to believe, but EFT can turn your jitters into calmness with just a few minutes of simple tapping.

Before we get started, you should know the key points you’ll have to tap during this sequence.

The first one is the so-called “karate-chop” point, the part of your hand that karate masters commonly use to break bricks or boards.

Then, there are a number of other points to tap:

1. Eyebrow point: right above the part of your eyebrow that’s closest to your nose.

2. Side of Eye: about an inch to the side of your eye.

3. Under Eye: On the bony ridge right below your eye.

4. Under Nose: On upper lip right below your nose.

5. Chin: Below your lower lip, on chin.

6. Collar bone: On the center area of your collar bone (tap with fist if you like).

7. Under Arm: About four inches below your armpit, about where the bra strap would be.

8. Top of head: On the top of your head. Tap around the area with several fingers.

Here’s the very basic version of how to do it:

You start by tapping the “karate chop” edge of your hand (pinky side of hand) with two or more fingers of your other hand, while repeating the following set-up statement:

“Even though I am nervous about the job interview, I totally and completely accept myself.”

If you like, you can also vary the second half with “I choose to feel calm and confident.”

Then you tap several rounds of the other 8 points I listed above while repeating:

“I’m nervous about the job interview.”

After a couple of rounds, you may want to switch to the positive statement:

“I totally and completely accept myself.”

or:

“I choose to feel calm and confident.”

Then take a deep breath and let it out slowly. Feeling calmer already? If you’re still nervous, just repeat as needed, until you feel calm enough to handle what you need to do.

Obviously, this is just the basic version. There are many variations and enhancements to this method, but even the basic version can make an impressive difference in how you feel.

So, you need a new job. Whether you lost your job due to cutbacks or you simply got bored with the old job, starting over can be overwhelming. However it can also be a grand adventure, it all depends on your attitude. This is your opportunity to start over with a clean slate. You can choose something that you really like to do, use your past mistakes to avoid pitfalls in your new job.

Take inventory. Recognize your strong points and your weak points. What did you not like about the old job? What can you do to be more successful in the new job? If you know people who have been through the experience of starting over, ask them questions. Take advantage of any advice that may have for you. Allow your family and friends to be part of your new job decisions. Surround yourself with positive people who can encourage you and help you achieve your goals.

If you are not going into the same job field, consider what type of job would give you the most pleasure. Just because you need to work forty to sixty hours a week does not mean that it has to be drudgery. If you choose something that interests you, or something that you have a passion for you may find that your new job actually gives you pleasure. Another thing you will need to consider is whether or not this new job is something that will last. Is this a short term or a long-term proposition? Will the new job provide everything that you need it to? Medical insurance, benefits and retirement are all important things to consider.

Will you need to have special skill training? Does your new job require you to have specific certifications? If so, you will need to think about what training providers you may want to enlist and how long the course will take. There are lots of providers to choose from and you can even choose whether you want to be in a classroom or have online instruction. Of course you will need to be certain that you are choosing an accredited program. Be sure that your potential employer will recognize the certification.

Some programs may be able to offer you information on financial assistance if you need it. If you have an employment center in your area, stop in and speak to them about the requirements for a new job, they can also advise you about what job opportunities you have in your area. Your local government usually provides the centers and they are there to help you. They may be able to suggest several possibilities that could meet your needs.

Once you have a plan and get any certification you need, it is time to look for your new job. Create a good resume and keep it up to date. Choose a nice outfit for your interviews. A good outlook and a positive attitude can serve you well in getting a new job. Just remember the first impression can make all the difference in whether or not you get a second interview.

It seems that every time two or more training types get together, the words job/task analysis are eventually spoken. With the current emphasis on quality, training and education have been receiving a great deal more attention. As with any other focus area in business, accountability and value added quickly becomes important to the effort. This increased awareness is leading to a growing commitment to “do training right.” Training professionals have been trained for years in the methodology required to “do training right.” When asked what that is, they will produce some model of Instructional System Design. Any of these will have variations of the Job/Task Analysis (J/TA). The J/TA is a time tested and proven method of deriving instructional objectives and curriculum from a complex set of behaviors. Its utility was proven in the military and has been used successfully in all aspects of developing training programs from existing work.

It is easy to fixate on a single use of a tool. Most Instructional System Design (ISD) models use the Job/Task Analysis (JTA) as a step in the development of training programs. Therefore, one would ordinarily only think of doing a task analysis when in the process of course development. It is at this point that the linear natures of most ISD models become evident; the model is simply a means to an end, a way to create Training Programs where there were none. In this case, job/task analysis (process) is usually the secondary focus, and completion of the training program (product) is primary.

This is a shortcoming of job/task analysis. Anyone who has ever engaged in a full-blown J/TA on a complex work setting knows that it is a big job. The analysis becomes a tremendous burden to all but the largest training groups. Afterward, the accumulation of data often leaves the significant buried in the trivial. Depending upon the quality of the coding and job prioritization (hopefully done before data accumulation), some of the value of the analysis may be lost in the frenzy of “lumping” that occurs in order to get on with course development. This “invisible” step in course development, deriving core competencies and instructional objectives from the task analysis, requires a great degree of synthesis that does not show up well on most project tracking sheets.

Also, it is easy to lose significant tidbits that arise during the analysis. The J/TA’s uncover much more than instructional objectives. In the days preceding a global marketplace and tremendous economic pressure from abroad, American industry and business could afford the luxury of time, tradition and stability, product lines and the work associated with them did not change for years. When change did occur, it was deliberate and slow. Today the workplace changes on a daily basis. The future will not be one of large, long running training programs that are offered with limited expectation of value. The ability to learn and change in short periods of time must be structured into organizations.

All of the tools of a J/TA are still appropriate in today’s world. A shift in the paradigm surrounding the use of the tools and application of a different model, and therefore different expectations, will keep this tool in hand into the next century.

Little more than a decade ago, online job searches were primarily the province of a tiny population of hardcore techies. Today, online recruiting forms one of the central pillars of a smart staffing strategy for firms in every economic sector.

Increasingly, job seekers are turning to electronic resources such as corporate web sites, federal, state, and municipal job postings, online job search engines and aggregators, Internet classifieds, and online versions of local and national newspapers to facilitate the job search process. Conversely, a growing majority of employers have moved a significant proportion of their recruitment efforts online. For professionals on both sides of the hiring equation, the notion of conducting a job search or candidate hunt offline is virtually inconceivable in 2007.

However, while it is undeniable that the movement online of many recruitment functions and job search resources has vastly expanded the scope, accessibility, ease, and efficiency of the recruitment process, the long-term implications of this trend remain shrouded in ambiguity. In the interim, the ever-quickening pace of technological advancement has thrust many HR practitioners into the awkward position of being forced to define a set of best practices for online recruitment on the fly, as it were, even as the protocols and methods that are being used in the process continue to evolve.

As with any moving target, the exponentially expanding trend of online recruitment resists easy definition and description. But by relying on a number of recent analyses and indices, it is possible to piece together a clearer picture of what the trend of online recruitment is and what it isn’t — and what it may portend about the future of HR.

Tracing the Trajectory of the Online Recruitment Trend, 2000-2007

Like virtually every other Internet-facilitated service, online job search and recruitment activity have vastly expanded since the year 2000. However, unlike many other Internet-based service trends that declined in the early 2000s, some analysts contend that the dot-com crash and the subsequent tightening of first the IT and then the general labor market actually facilitated the expansion of online job searches and recruitment efforts.

As the labor market was flooded with a sudden influx of laid-off workers, many of whom were refugees from the IT industry, online job search resources gradually emerged as a touchstone for millions of jobseekers. Although many firms had been listing open positions on their corporate websites long before this, the early 2000s was the period during which a truly distinct online recruitment paradigm emerged and first attained a level of critical mass.

Market data and statistical analyses of the burgeoning online recruitment industry seem to confirm this account. In 1999, it was reported that less than one-third of Fortune 500 companies were engaged in any form of online recruitment whatsoever, including the posting of open positions on the firm’s own corporate website. By 2003, that figure had jumped to 94%; today, it registers as 100%.

Job seekers are also focusing extensively — and in many cases, exclusively — on online sources in the process of seeking a new position. In 2003, it was reported that 45% of job seekers confirmed having consulted the Internet as part of their job search. By 2006, a survey conducted by the Society for Human Resource Management put the number of job seekers who used online resources in their job searches at a staggering 96%. It appears that for a growing number of employees on the lookout for a new position, the concepts of “job search” and “online job search” are now virtually synonymous.

In the early days of online recruitment, most job sites were either maintained by a corporate parent solely for the purpose of internal recruitment, or operated on a volunteer or donation-only basis by individuals involved in a particular field or industry. Today, however, online recruitment is a lucrative industry in its own right; the top job search sites now regularly pull in hefty profits. This income is derived largely from ad revenues generated by companies willing to pay big bucks to market their wares to the millions of job seekers who regularly peruse sites like Monster.com and Yahoo! HotJobs.

In 2003, the online recruitment industry was generating slightly more than $3 billion in annual revenues. In 2007, the figure now exceeds $16 billion, with analysts estimating that the online recruitment industry could take in more than $20 billion annually as early as next year.

Taken together, all of the statistical indicators tell a story of exponential growth and expansion in the prevalence, popularity, importance, and profitability of the online recruitment industry. In the course of just a few short years, what once was a narrow niche market has exploded into mainstream ubiquity.

However, while there’s no denying the skyrocketing popularity of online recruitment, the outcomes and implications of this trend are not as clearly defined — or readily definable. Once the easily quantifiable variables of ad revenues and user counts are left behind, we enter the somewhat murkier territory of gauging the efficacy and impact of online recruitment.

These more subjective measures aren’t as precise, but they still offer valuable insight to firms seeking to refine and optimize their online recruitment strategy. In the next section, we’ll take a look at some of the benefits and pitfalls of online recruiting — and how they can impact your firm’s bottom line.

The Advantages of Online Recruitment

The widespread advent of online recruitment has ushered in a brave new world for jobseekers and employers alike, rife with myriad benefits and rewards. Some of these advantages are obvious, while others, though more subtle, are no less significant.

The most immediately apparent benefit of online recruitment is the vastly improved degree of recruitment process management this approach offers. Throughout every phase of the recruitment process, an online system facilitates a much more streamlined, standardized approach than traditional, paper-based recruitment. Many once-manual tasks, such as sorting, coding, filing, and routing application materials, can now be performed automatically. Some experts estimate that the average recruitment cycle is one-third to one-half as long as it was in the pre-Internet era.

This enhanced process efficiency contributes significantly to another major benefit of online recruitment — its cost-effectiveness. Although the costs of developing and implementing a full-scale recruitment system on a firm’s corporate web site are often not inconsiderable, recent studies and industry surveys indicate that most firms’ recruitment costs have decreased sharply after the shift toward online systems.

Some leading-edge online recruitment tools hold the promise of extending the efficiency of this approach even further. Applications like qualification quizzes, instant ‘fit’ assessments, skill-based evaluations, and other metrics can be administered instantly to candidates over the Internet, thus further winnowing down the number of résumés that must be hand-coded by HR personnel. Although not yet widely used, industry experts see this trend as an important component of online recruitment’s future.

Conversely, even as new and emerging tools can help firms weed out unsuitable applicants automatically, the shift toward online recruitment has also improved the 21st century job search by allowing employers to cast the broadest net possible in the search for qualified candidates. By using the Internet as a recruitment platform, companies have eliminated many of the geographical, cultural, and time-zone constraints that once narrowed the candidate pool. This benefit is particularly well-suited to today’s workplace, in which team diversity is appreciated as a way to gain competitive advantage in the global marketplace.

Experts have also noted that when properly managed, online recruitment’s positive impact can transcend the realm of HR and enhance the firm in other ways, as well. In an era in which image is everything, online recruitment can form an important component of an overarching brand management strategy. Whether or not a candidate opts to apply for an open position, the marketing collateral that’s packed into a carefully-crafted online job posting can help enhance brand awareness, an intangible but vital variable in today’s cut-throat competitive landscape.

The Disadvantages of Online Recruitment

Despite the rich promise inherent in the practice of online recruitment, there are potential drawbacks, as well. Although many of the current concerns will likely be able to be overcome through future advancements in the technology, they still merit serious consideration.

In the early days of online recruitment, many expressed concern that qualified applicants may be overlooked by recruiters focusing primarily on candidates who submitted online applications. Initially, this point was valid, as most of the jobseekers who were “early adopters” of online recruitment were a self-selecting group of college-educated, computer literature, and, for the most part, demographically homogenous individuals.

However, Internet use among the general public has skyrocketed over the last five years. Virtually every demographic group has an online presence, making it likely that the right candidates will find a way to connect with the right position. In addition, most companies continue to maintain traditional application channels to accommodate the needs of offline jobseekers.

Conversely, while some experts fear that the growing popularity of online recruitment may exclude too many potential applicants, others fear that online application methods aren’t exclusive enough. Now that virtually anyone can submit an application with just a few clicks of the mouse, the traditional barriers that worked to keep out wholly unsuitable candidates have now been largely eliminated.

Admittedly, this can pose a logistical problem for some companies. The glut of entry-level applications — most from wildly unqualified candidates — that descend upon companies in weeks following college graduation have attained near-legendary status.

But overall, most firms report that the number of inappropriate applications is manageable, and a small price to pay for the overall efficiency and cost-effectiveness gains they’ve realized from online recruiting. Furthermore, as the use of automated screening applications becomes more prevalent, the negative impact of inappropriate applications will be virtually eliminated.

A somewhat more thorny issue is the complaint that online recruitment erases the “human” aspect of human resources management. Although the automation of many phases of the recruitment process has led to massive gains in efficiency and cost-effectiveness, some critics have questioned whether this approach is too impersonal. This concern has validity in an era in which intangible factors such as a candidate’s organizational “fit” and the sense of “clicking” with the existing team dynamic are considered more important than ever before.

The counter-argument, of course, is that the parts of the application process that are now regularly managed by an online system are typically those that were once handled through postal mail. After the initial rounds of information exchange, most companies take the application process offline and proceed with telephone or face-to-face interviews. However, the fact remains that the same streamlined standardization that boosts the efficiency of online recruitment does depersonalize and decontextualized the process to a degree, depriving both recruiter and candidate of some of the subtle cues and clues that can convey so much information in human interactions.

What Does It All Mean? Considering the Impact and Implications of Online Recruitment

While it is abundantly clear that online recruitment has inexorably altered the hiring process, its impact upon the overarching practices and principles of human resources and personnel management are not yet fully defined. At the current juncture, it seems as if the primary change has been a technological one, in which the newspaper help-wanted ads and snail-mailed paper résumés of the past have been neatly replaced with their electronic successors.

In other words, although the tools we use have changed, most of the underlying principles that govern the recruitment process have remained basically unchanged. Today, the HR profession stands at a critical junction. We have been presented with the unique — and formidable — opportunity to help usher in a new paradigm that combines the best of both worlds — the efficiency and unparalleled reach of the Internet with the high-touch, intuitive, and exceedingly human focus of traditional recruitment methods.

Technology has been and will continue to be an important factor in this process, but we should bear in mind that it is a tool, rather than an end unto itself. Our overarching objective remains unchanged: as recruitment professionals, we are charged with the responsibility of finding and keeping the best candidates. Online recruitment should be regarded as just one of the many techniques we use to achieve this goal — no more and no less.

Have you ever wondered why some people fly through their job interviews while others seem to struggle. Approximately 10% of those who are interviewed naturally have the confidence and training to get that job. Others have the training and qualifications but just can’t seem to close the deal. About 80% of those interviewed fall into this category. The other 10 % of the people interviewed are just wishful thinking and really have no business applying for the job. As you can see, a majority of those interviewed can use a little assistance in landing that big job.

Perfumes and Colognes.

The right scents can make all the difference as to whether you land the job or not. Scents that are to strong or fruity are a turn off for an interview. You will probably only be thanked for stopping by. Aromas that are sweet or seductive might very well get you a date but not a job. Never wear strong or seductive scents to an interview no matter how much you may like them. Women interviewers tend to be more tolerant of perfumes and colognes than men. We must choose wisely. So where do we draw the line? How do you choose the right aroma that will help you land the job?

Essential oils for an Interview.

There are some essential oils that will have a positive affect on the interviewer at a subconscious level. Not only will these essential oils have a positive affect on your interview, they will also boost your confidence level. This alone will give you a distinct advantage in landing that job. Rather than coming across as sweet, fruity or sexy, you will come across as fresh, clean and confident! Use just a dab behind each ear or a drop or two on a handkerchief in your top jacket pocket. Even if you don’t get the job you can be confident you did your best.

The Right Essential Oils.

The following essential oils are highly recommended for use in a job interview situation. Bergamot, coriander, melissa, neroli, pettigraine, verbena, lemon or orange. Lemon and orange do have a bit of a fruity aroma however, these two oils are excellent for boosting your confidence levels and will have you appearing fresh and clean rather than fruity.

Essential Oils not to Use.

Do not use jasmine, narcissus, rose, vetiver or ylang ylang. These essential oils are sweet and seductive and are great for getting a date but not a job.

The morning before your Interview.

If you are like most people the morning before your interview can be nerve racking. The ability to concentrate and remember information becomes difficult. Blend the following essential oils together and use in a bath or on a wet washcloth. Basil 5 drops, bergamot 5 drops, grapefruit 7 drops and lavender 2 drops. Once blended, place 6 drops in your morning bath or two or three drops on a wet washcloth and rub all over your body. Inhale deeply while applying. This blend will help to increase your power of memory, aid in concentration and boost your confidence level.

To wrap it up.

The right scents worn at a job interview can be the factor as to whether or not you get the job. Essential oils can give you the subtle advantage you need to get through the interview process. If you come across as fresh, clean and confident you increase your chances of landing that job. Good luck, and happy interviewing.

Remember to use only pure therapeutic grade essential oils for optimum results!

Sallie A. Peterson

After a decade of riding the ups and downs of pharmaceutical industry, having choosing a sales rep job, recently I came across a very intriguing question: Will a pharmaceutical sales representative be a job to try to get into or will it become extinct? Clearly, this question got mixed up and I will use my own personal experience to explain why.

The Thin Line Between a Career and a Job

Remember the all time favorite quotes, “Give someone a fish and you feed for a day. Teach someone to fish and you feed for a lifetime.” And that exactly separates a career from a job. Right now, I work for a pharmaceutical company promoting their brand of Diagnostics equipment. That is my job. But if I got people working for me selling my brand of equipments – that is a career.

My point here is simply this: A job is a stepping stone to a career. A job prepares you to move ahead to your career; which bring us to the next point.

Is Pharmaceutical Sales Representative a Dream Job?

I got a friend (let us call him Adam for example sake) and he used to work for a Pharmaceutical company selling Orthopedics implant. One day, a mutual friend asked him, “Adam, how long will you work like this, carry that big bag around, and begging for sales?” Even though Adam was making close to USD 30,000.00 in incentive alone at that point of time, he was dumbfounded. He did not seem to have the right answer.

But today, I am happy to report that Adam is the Regional Sales Manager for a local generics company, promoting Antihypertensive product range throughout the country. He got people reporting to him, and his main task is to penetrate, develop and maintain account, especially Government Hospital sectors.

He could not have such a flying color pharmaceutical sales career without the sweat and blood as a sales representative beforehand. He still carry bag but with different content, style and purpose. He got himself a career – for now. Knowing him, I know this is just another job before he moves forward.

So, if I was asked the question whether a pharmaceutical sales representative is a dream job or another dead end job, my answer is simply depending on what you want to make out of it. You can stick in that job; carrying detailing bags and begging for sales all your working life or you can decide to move ahead and make a career out of it. It is totally up to you.

There is some doubt whether job satisfaction consists of a single dimension or a number of separate ones. Some workers may be satisfied with some aspects of their work and dissatisfied with others. There does, however, appear to be a positive correlation between satisfaction levels in different areas of work. This suggests a single overall factor of job satisfaction. However, it seems there is no one, general, comprehensive theory which explains job satisfaction.

Today is still considered by a number of critics to be, a complex concept and difficult to measure objectively. A wide range of variables relating to individual, social, cultural organizational and environmental factors affect the level of job satisfaction. Specifically:

– Individual Factors include personality, education, intelligence and abilities, age, marital status. Orientation to work.

– Social Factors include relationships with co-workers, group working and norms, opportunities for interaction, informal organization.

– Cultural Factors include underlying attitudes, beliefs and values.

– Organizational Factors include nature and size, formal structure, personnel policies and procedures, employee relations, nature of the work, technology and work organization, supervision and styles of leadership, management systems, working conditions.

– Environmental Factors include economic, social, technical and governmental influences.

These different factors, all affect the job satisfaction of certain individuals in a given set of circumstances, but not necessarily in others. The various studies of job satisfaction have some validity and have served the businesses in times of need and performance appraisal.

A strategic way of achieving job satisfaction is to establish a corporate culture that encourages communication and is directed towards quality work. It is particularly important for employees to see excellence rewarded, to not fear making mistakes, to work in an atmosphere of helpfulness, and to see a relationship between hard work and rewards. As the tool for such strategic changes, organizational culture can be altered by reshaping functions, such as the communications systems and by building teams and creating leaders. Managing change is the challenge for today’s businesses and its success or failure will judge the viability of any firm in the years to come.

This week I came across a new survey published by FlexJobs¹ that revealed 48% of unemployed job seekers are frustrated in their job search because they are not finding the right jobs to apply to. That survey also showed that 47% are actively looking outside their current career to find employment, 85% are willing to take a pay cut in order to secure a job, and 40% have applied to jobs they think they’re overqualified for.

WHAT is going on in today’s job market?

I ask that question because I found these stats shocking. For the past several months we’ve gone through the “candidate shortage” and what we would refer to as a “buyer’s market.” Candidates have the upper hand. They have the ability to negotiate for a higher salary, they have the opportunity to accept incentives they normally wouldn’t be offered. Right… ?

These stats from the job seekers perspective seem to paint a completely different picture then the picture that has been painted by companies hiring during the labor shortage. Where is the disconnect?

Is it job descriptions not being written to fit the correct audience? Are key words lacking from job descriptions that job seekers are looking for? Are jobs being posted on sites where the right candidate isn’t looking? It could be any of these things and more.

As I think about the candidate shortage though and factor in these stats, one thing is clear to me: Perhaps it’s time to rethink the shortage from the “applicant’s” perspective. Is part of the reason there is a shortage because job seekers aren’t finding the job they are looking for? To me, it seems like this could be part of the case. So, how do we put jobs in front of the candidates that are looking for YOUR job? One way to do this is by taking a step back to rethink strategy. It’s time to think like an applicant.

Put Yourself in the Shoes of an Applicant

Who would be the ideal person for your role? If you were this person, what would you want to see in the job description? What are key words this applicant may be looking for? What do you have to offer that similar roles don’t? Why would someone want to work in this role at this company? What kind of person would be excited about this opportunity?

Also, think about where this person would be looking for a job. Re-evaluate if the location of this job posting is in the correct place the right applicant would be looking. I was recently on a trip in the Smoky Mountains and stayed in a town called Gatlinburg. If you haven’t been there, it’s a touristy town right near one of the entrances to the Smoky Mountains. They have a whole street of shops, restaurants, and attractions. What I noticed though is that many of the businesses have a “help wanted” sign outside of the building. We even went to a restaurant that admitted they were short staffed due to the shortage, so wait times would be a little longer. When we looked around the restaurant, many of the tables were empty due to not having enough waiters and waitresses. What we later found out from one of the restaurant owners in Gatlinburg is that the town actually employs a lot of people from Romania. Working in Gatlinburg is a good opportunity for them to work and live in the United States. I would never have guessed Gatlinburg would attract people from Romania, but two of our waitresses during the two days we were there were in fact from Romania! This isn’t an example to say you should start recruiting internationally, but it’s a perfect example of thinking outside of the box and thinking from an applicant’s perspective. Who would find this as a good opportunity? Who would be excited about this position? Where would be the perfect place to post this job?

Reverse Roles. Take Advice You Would Give Candidates When Applying to Jobs

Similarly, to putting yourself in the shoes of an applicant, also reverse roles and take the advice you would give candidates. I was reading an article yesterday about tips for getting hired fast. It was a very good article and as I read it, it made me think that a lot of the tips could actually be reversed and used by companies hiring. Similar tips that could be applied include referrals, highlighting achievements, telling a story, creating an elevator pitch, noting what makes you different. Does this sound familiar? Job seekers need to sell themselves, but companies also have to sell themselves and the position, otherwise the perfect match won’t happen. If a job seeker shows up in a nice dress on the first date and the company shows up in a pair of ripped shorts and a baggy t-shirt, one may right away have a bad first impression and not be interested. Let’s take a deeper dive at making the right first impression!

Referrals

As we rely on applicants to have referrals, referrals could also be an advantage to the company hiring. Referrals could come in many different forms. It could be employees at the company hiring sharing the open job posting on social media and spreading the word among their network. It could also be employees taking the time to meet with the candidate to allow the candidate to ask questions about the role and talk to someone who is already working at the company. If you are a staffing and recruiting agency, you could even ask the company you are recruiting for to provide a couple of quotes from employees promoting why they like working at the company. These can be used to promote the position and even used in graphics when promoting the position on social media. Referrals give the role additional credibility and can attract more applicants.

Highlight Company Achievements

Has the company hiring won awards? Do they have any major accomplishments to highlight? If so, mention them in the job description. Awards and achievements are one way to help the job and company stand out from others, just as candidates may highlight achievements in a resume or in an interview.

Tell a Story and Be Specific

In an interview, candidates are advised to share their story and experience, talk about a project they worked on, or are often asked “tell us about a time… “. Companies can also tell their story in a job description or during an interview. In a job description companies can highlight projects the position would be working on or projects that were just completed in the department. This gives applicants the opportunity to understand and get excited about the types of projects they would be working on.

In the job description also include a little overview of the company and the company’s story. When was the company founded? What makes the company unique? What makes the company great to work for? These details give the company personality and allows the candidate to see a glimpse of the company culture.

Overall telling a story in your job description is important, but providing detail is also important. Be as specific as possible in your job descriptions. If the description is very general, it will blend in with other job descriptions and no one will be excited about it (or remember it for that matter.) Tell a story and be memorable!

Elevator Pitch

All candidates need to have an elevator pitch ready that’s quick and describes them in the best way possible. Job descriptions, hiring managers, and recruiters should all have an elevator pitch as well. For the job description, you should start off the first 2-3 sentences with your pitch. Why should someone be interested in reading this job description? Why should someone be interested in this job? Start the job description off in a way that captivates the reader and entices them to keep reading more about the opportunity.

Additionally, elevator pitches can be given during an interview when talking about the company and job. Hiring managers and recruiters should have their elevator pitch ready that highlights the company and position in the best way possible. Add pieces of information that makes the position and company a desirable place to work. By the end of it, you will want the candidate to be lured into the job and company culture!

Why You? What makes you different?

We’ve touched upon highlighting what makes you different when telling your story and when creating your elevator pitch. This is something that candidates are always striving to do in resumes, cover letters, interviews. Overall, when approaching a position that you are recruiting for, this should be at the back of your mind throughout the process as well. Why should someone want to work in this role? Why should someone want to work at this company? What will someone gain working here that they can’t gain anywhere else? The job and company have to be sold, just as an applicant needs to sell what they have to offer that’s different from other applicants.

A Match Made in Heaven

While it would be great if we had a secret algorithm that matched jobs with the perfect candidates, even the Match CEO, Sam Yagan says, “We are still decades away from actually predicting the chemistry between two people.” We may not be at the stage where an algorithm helps predict “chemistry” between a person and a job, but what we can do now is “think like an applicant.” It is clear there is a disconnect in the current job market between companies and job seekers. Companies can’t find workers and job seekers can’t find jobs they are interested in. Is it because jobs aren’t being posted in front of the right audience? Is it the job descriptions themselves that’s not captivating attention and, therefore, candidates aren’t finding jobs they are interested in? It could be a number of things, but by taking a moment to step back and see the perspective from “your other half” may be just the right way to connect with your perfect match.

Source

FlexJobs Survey

Often the terms “job”, “occupation”, and “career” are used interchangeably. However, in actual fact, these terms have quite different meanings so it is important to distinguish between these terms.

A “job”is work for which you receive pay. It is therefore a means to live and may or may not be long-term or lead to anything else by way of work. For this reason a job can be seen as one large task or a series of tasks that is typically performed in return for money. Contract work and project work often contain “jobs” that have to be done, usually on a fixed-term basis (even if they are repeated over many months and even years). Individuals tend to talk about their work as “just a job” when it doesn’t give them much long-term career satisfaction.

An “occupation” is a wide category of jobs with similar characteristics. In other words, an occupation is a broad title for what someone does on a continual basis. This means that all of their work tends to fit into a professional category that most people recognize. There are many examples in this category but some might be an accountant, doctor, engineer, nurse, plumber, police officer, scientist or teacher. As you can see, most occupations are fairly well-understood in concept, if not specific terms, and there is therefore lots of good information to be gathered on them (online, for example) as a future career option. Job satisfaction is often greater in an occupational role, but in modern times, it is far less likely than it used to be that people stay in only one occupation. Today, many of us will change occupations several times in our lives.

Finally, a “career” is a lifetime journey of building and making good use of your skills, knowledge and experiences (wherever these are invested). Put another way, a career is a period of long-term employment usually in a given area or industry. An individual will therefore typically spend many years in an area or industry and perform what may be several different roles. A career is consequently similar to an occupation but is often much broader, as it may involve several linked occupational jobs in the same or similar fields. For example, a doctor might start as a resident at a hospital, become a surgeon, act as a specialist, become a medical director and finally become a hospital administrator. These are four very directly linked occupations but can be considered a career in the medical field.

Of course, in a more general sense, there is nothing stopping individuals from pursuing quite a varied career in which he or she starts as an accountant for instance, works his or her way up to a Chief Financial Officer, later becoming a Chief Executive. S/he may even end his or her career on the board of an entirely different company in an unfamiliar field — still very much a career!

So in summary, a job is work for which you receive pay, an occupation is a range of jobs with similar characteristics and finally a career is a lifetime of making good use of your skills, knowledge and experiences.

Why does it matter?

If you simply want a job, you may be happy to collect your money as a return for the hours you put in and not worry that much about where it may lead you in the future. Both younger and older employees often feel that this is entirely acceptable, as they either want to gain some experience for their résumé or have to earn money to fund their out-of-work activities or interests. However, as soon as you start to think about other issues such as greater job interest, growth, learning and development, and collaboration opportunities, you are starting to think in more occupational terms (a field of activity in which you might flourish) and career terms (where one job may well lead to another that you may enjoy even more). For this reason, we will be examining how to look at occupations and careers that provide the greatest potential for enjoyment for individuals. And in order to do this we first have to know quite a lot about ourselves.