Welcome to Assessing Job Listings. After watching this video, you will be able to: Dissect and read job listings critically Describe differences between FTE and contract positions. Navigate company application policies, And recognize job listings that may be problematic. Most job listings you read will be divided into several sections. Each of the following contains important information: Overview of the company and the role: This section provides a broad description of the job position and hiring company. Responsibilities and tasks: This section outlines what the employee will be expected to do as well as what they will be in
charge of. It may also describe how the employee will function in the company and who they will work with. Requirements and qualifications: This is what the company is looking for in a candidate. It may include educational background, certifications, years of experience, and other hard and soft skills. Some will be listed as required and others preferred or optional. Ideally, you will have all the required qualifications and at least 50% of the preferred. Identify the requirements you’re missing and consider other skills or experience you have that may compensate. One important thing to notice is whether a job is listed as full-time (also known as FTE) or contract (also known by other terms such as contingent or temporary). This refers to the tax status of the worker, not their working hours - many contractors work full-time hours. However, FTE employees and contract employees often don’t have the same working conditions and contractual terms of employment. Both have their benefits and drawbacks. The following identifies full-time or FTE employees: Can expect to continue working indefinitely May be paid more regularly, either on salary or hourly Must comply with different internal policies such as trainings and work procedures Is entitled to receive company benefits and incentives Usually has different legal rights regarding firing and labor practices (although this may not be true in some states) The following identifies contract or contingent workers: Work for a length of time specified in their contracts Receive payment for services by hourly pay or by deliverables May not receive training or only minimal training, as they are expected to begin work with needed skills Generally, do not receive company benefits or incentives Usually, may be fired and without cause or notice, and not be covered by certain workplace protections If you decide to conduct a job search using a website, pay close attention to the instructions in each job posting your review. Companies each have specific job application processes, and you can disqualify your application by not following them. Many companies use job-searching websites to get their job listings viewed by more potential candidates but then choose to receive applications through their company websites. Usually, these require job candidates to fill out online forms and include supporting documents through the company’s website. Other employers provide an email address or telephone number and have applicants contact a specific person or team to process their application. While most employers do not require a cover letter, some do. Some will also require a work sample, a link to a portfolio, screening questions, and skill assessments. The bottom line is this: Make sure you have read and understood how you must submit a job application if you decide to apply to it. Just as employers review job applications and examine the candidate’s qualifications to determine who is the best fit for their company, you can determine whether a company is a good fit for you before you submit a job application. Consider the following “warning flags” if you see them: Lack of clarity in job title, role, or description - A job title in a listing that is too general or a description that does not provide a clear idea of the position should raise concerns. How will you prepare a job application for a position with unclear or vague specifications? Will you have unclear role boundaries if you get the job? Additionally, unnecessary jargon, acronyms, and other unclear language should not appear in a job posting. The overuse of such language shows that a company may not communicate effectively with employees and applicants. Some other warning flags include: Unrealistic expectations - Some job listings may be unclear about the role. This may indicate that the company does not understand the position, or that they will exploit new hires and set them up for failure. Examples include entry-level jobs that have unrealistic requirements such as several years of experience, or jobs that require high-level function in too many areas of expertise. Evident biases or prejudice - Companies that create job listings that include any form of language explicitly excluding or stating a preference for a group of candidates based on personal traits should not be considered. These personal traits include race, religion, gender, age, orientation, marital status, nationality, parental status, military status, appearance, and abilities irrelevant to the job description. In this video, you learned: Job listings have different sections that can help you assess your qualifications Full-time and contract positions have different characteristics Carefully following each company’s application processes improves your chance of success Some listings contain red flags that could make you reconsider applying to a company Every hiring company should aim to make a job posting clear and inviting, especially for qualified candidates. The screening, selection, interviewing, and hiring processes should be executed with intention and follow a transparent series of steps. A company’s job listings are their chance to create a first impression, and they can be your first indication about the culture and competence of that company.
