After spending years in the service of Job Descriptions – one cant help but notice the unifying theme of their distillation. They are all too often an amalgam of flat generalizations paired with archaic marketing copy without a hint of an individual’s true role and responsibilities. One of the most overlooked aspects of any enterprise recruitment initiative is a compelling and engaging Go-To-Market strategy that speaks to a candidate’s drives on a personal and professional level and as is the case the Job Description is often at the front-line.
Doug & Polly White over at Entrepreneur pump up the Job Description as a potential platform in support of orientation, training, compensation modeling and expectation management.
6 Benefits of Writing Job Descriptions for Your Business
Doug & Polly White No law requires business owners to have written job descriptions for the positions in their companies. They take time to write — and time is precious for businesses.
On the other hand, job descriptions can be very useful. Job descriptions are the result of analysis — the process of identifying and determining the particular duties and requirements and the relative importance of these duties for a given position. Once you have determined the duties and requirements you can write a job description, but you can also use the document to:
Glassdoor reveals its newest report on the 25 Best Cities for Jobs. These 25 cities were ranked on hiring opportunity, cost of living, and job satisfaction. The list also includes each city’s median pay for employees, median home value, job satisfaction rating, number of current job openings and population. Check it out:
Dorie Clark over at HBR points out some of the more nuanced elements of best practices associated with “transactional networking” in an effort to make these meetings mutually beneficial by moving the agenda into more forthright territory.
The Right (and Wrong) Way to Network
– Dorrie Clark March 10, 2015
Some people line up lunches and coffee dates because they’re in search of a job, venture funding, or clients for their company. But if that’s the reason you’re having a networking meeting, you — and your invitee — aren’t likely to get much satisfaction. As Harvard Business School professor Francesca Gino and her colleagues have noted, “transactional networking” — i.e., “networking with the goal of advancement” — often makes participants feel so bad about themselves, they feel “dirty.”
Glassdoor’s inaugural 25 best jobs in America list*, thanks to its high pay, number of job openings and career opportunities Physician assistant has earned the No. 1 spot. What do you think?
- Physician Assistant –
- Number of Job Openings: 45,484
- Average Base Salary: $111,376
- Career Opportunities Rating: 3.5
I don’t know about you, but I have always taken the Band-Aid approach to those dreaded talks that unenviably arise when working in close quarters with clients, peers, and subordinates. Freelance journalist Rebecca Knight takes a more thoughtful path when devising the right way to approach these sensitive dialogues. Hopefully you can glean some insight and save yourself undue anxiety.
A Great read from Shally Steckler, President of The Sourcing Institute on the diminishing role of broadcast recruiting, the growing sophistication of potential candidates and the ways and means necessary to engage them via Sourcing!
Rumor has it that job boards are diminishing in relevance and becoming less effective hiring tools with each passing day. Experts love flogging this subject to draw attention to themselves; some going as far as predicting job boards will soon be obsolete, others touting panaceas promising to be the final answer to everyone’s recruitment woes. Check it out:
Knocking it out of the park, Erin Osterhaus and the crew over at Software Advice have released their 2014 Applicant Tracking System Buyer Trends Report and it is absolutely packed with data! Compiled from the randomly selected opinions of thousands of purchaser interactions, the highlights include:
Marc Cowling does a great job of explaining some simple steps to avoid the pratfalls of gobsmacking the poor sods who inquire about your vocation or how I learned to stop sounding like a jerk when people ask me what I do.
5 Tips for Explaining Your Job Description to Your In-laws | How to Not Fail (like me)
-Marc Cowling, August 21, 2014
We’re supposed to admit when we fail, right? And we’re supposed to learn something when we fail, right? This past weekend, when my Father In-law (FIL) asked about what I do for a living, I opened my mouth, started talking, and realized I might need some time to think. I felt as though I needed a few props, perhaps a script and more coffee before I got too far into my description. In the end, I failed at explaining my job. I’m hoping my failure will help you to prep for a similar conversation.
I hope you never feel the job description failure pain I felt.
Oh, so painful.
Shirli Kopelman speaks with great insight about her time studying the role of emotions in negotiating in a recent article titled “Make Your Emotions Work for You in Negotiations“.
The importance of emotions and the role that they play in a successful negotiation cannot be stress enough. Shirli, points out in a rather matter of fact fashion, that the root cause of emotions MUST be acknowledged and assessed in a strategic manner rather than being oppressed and managed away.
“in my two decades of research and work with thousands of executives, I’ve found that emotions shouldn’t be managed or overcome. Rather, positive and negative emotions are valuable resources that you can use to your advantage. The key is to recognize during the negotiation what emotion you’re feeling, then quickly evaluate whether it will help or hinder you, and without taking a break, intensify or decrease the feeling, or in some cases change the emotion altogether.” – Shirli Kopelman
She has gone so far as to lay out a five-step road map to more productively engage your emotions during negotiations:
Step 1: Be mindful.
Step 2: Identify your emotional trigger and focus on something else.
Step 3: Reinterpret the trigger.
Step 4: Alter the emotion by changing its physiological expression
Step 5: Take action that others will see.
Read the full details over here!