Help me...ka... tugas sekolah.... Ever noticed how the whole of the recruitment world seems to speak in code? Take one recent example: ‘Our client is prestigiou
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Help me...ka... tugas sekolah....
Ever noticed how the whole of the recruitment world seems to speak in code? Take one recent example: ‘Our client is prestigious (translation: arrogant and self-serving), recently restructured (downsized) company seeking to recruit (hello, that downsizing went a bit too far) a self-motivated (you’ll be on your own), hands-on (you’ll get no support), ambitious (24/7 is your world) business development (sales) director (the lower case ‘d’ means you won’t be on the board).’
Look closely at job advertising and you will find plenty pure rubbish too: a salary described as ‘circa $32,245’ (the implication being, presumably, that you could argue over the pence) pr, to quote from an ad for a communication director. ‘the successful candidate must have the proven ability to demonstrate the facility to exhibit a range of excellent communications skill – clearly necessary as the writer couldn’t.
Hidden away in all this code is the challenge to find which jobs you should apply for “The first rule of thumb is that you need to be at least “90%” there in meeting the minimum advertised requirements.’ Say Nick Marsh of recruiters Odgers International. An Important part the decoding is being able to spot an opportunity where you are needed and your skills are valued, ‘Oddly enough, your example of the recently restructured company probably represent a far better career opportunity tan if it were for a company that was cruising along quite successfully and quite comfortably,’ he says. ‘When companies are faced with challenges, there is the chance to make an impact, so the genuinely more exciting opportunities may well be with a company recruiting after restructure.’
Marsh says you should read every advertisement as a whole, trying to get feel for the overall flavour of the person required and the style of the organisation, rather than poring over every word and phrase. “You must also decide whether the type employer and the role appeal. If you’re not sure, do more research on the company. But most important, you must match the stated qualifications. I’m still amazed how many replies simply don’t meet the minimum requirements. Worse still, some candidates go through the whole process before considering the basics. To be offered the job and then say you don’t want to work in that town unforgivable and reflects badly on your own judgement. On the other hand, do not be deterred if the advertisement doesn’t give you all the information you might like. If details are left out – for example, employer identity or salary information – there will be good reasons for it, so don’t jump to conclusions.
Of course, the real trick is to be truly the ‘ideal candidate’, exactly matching all the requirements. In which casem you need to be selective, says Marsh. ‘Only apply for jibs where you can tick all the boxes. Job ads don’t tend to ask for an exhaustive list of requirements so, if you match the five stipulated criteria, create a CV and covering letter that explicitly demonstrates how you match each of those five. Better one such customised application than 20 standard CVs you sent off speculatively.
The bottom line is that the only jobs that are worth going for are those which are suitable for your core skills and Marsh points out, we all have only two or three things at which we truly excel. ‘Know what you’re outstandingly good at and focus on your applications based on those skills and you won’t go far wrong.’
1. One piece of advice Nick Marsh gives in the fourth paragraph is that
a. The absence of certain information should not be regarded with suspicion.
b. Employers are impressed it applicants have dobe research on their companies.
c. Location is a crucial factor when considering whether to accept an offer or not.
d. Studying adverts too closely can cause applicants to get the wrong impression.
2. In the fifth paragraph, Nick Marsh advises against
a. Making speculative job applications.
b. Exaggerating your suitability for a job.
c. Putting your own interpretation on a job advertisement.
d. Expecting to meet all the stated criteria.
3.What is meant in the context by the phrase ‘The bottom line’ (last paragraph)?
a. The minimum requirement
b. The final consideration
c. The most important point
d. The unfortunate truth
Ever noticed how the whole of the recruitment world seems to speak in code? Take one recent example: ‘Our client is prestigious (translation: arrogant and self-serving), recently restructured (downsized) company seeking to recruit (hello, that downsizing went a bit too far) a self-motivated (you’ll be on your own), hands-on (you’ll get no support), ambitious (24/7 is your world) business development (sales) director (the lower case ‘d’ means you won’t be on the board).’
Look closely at job advertising and you will find plenty pure rubbish too: a salary described as ‘circa $32,245’ (the implication being, presumably, that you could argue over the pence) pr, to quote from an ad for a communication director. ‘the successful candidate must have the proven ability to demonstrate the facility to exhibit a range of excellent communications skill – clearly necessary as the writer couldn’t.
Hidden away in all this code is the challenge to find which jobs you should apply for “The first rule of thumb is that you need to be at least “90%” there in meeting the minimum advertised requirements.’ Say Nick Marsh of recruiters Odgers International. An Important part the decoding is being able to spot an opportunity where you are needed and your skills are valued, ‘Oddly enough, your example of the recently restructured company probably represent a far better career opportunity tan if it were for a company that was cruising along quite successfully and quite comfortably,’ he says. ‘When companies are faced with challenges, there is the chance to make an impact, so the genuinely more exciting opportunities may well be with a company recruiting after restructure.’
Marsh says you should read every advertisement as a whole, trying to get feel for the overall flavour of the person required and the style of the organisation, rather than poring over every word and phrase. “You must also decide whether the type employer and the role appeal. If you’re not sure, do more research on the company. But most important, you must match the stated qualifications. I’m still amazed how many replies simply don’t meet the minimum requirements. Worse still, some candidates go through the whole process before considering the basics. To be offered the job and then say you don’t want to work in that town unforgivable and reflects badly on your own judgement. On the other hand, do not be deterred if the advertisement doesn’t give you all the information you might like. If details are left out – for example, employer identity or salary information – there will be good reasons for it, so don’t jump to conclusions.
Of course, the real trick is to be truly the ‘ideal candidate’, exactly matching all the requirements. In which casem you need to be selective, says Marsh. ‘Only apply for jibs where you can tick all the boxes. Job ads don’t tend to ask for an exhaustive list of requirements so, if you match the five stipulated criteria, create a CV and covering letter that explicitly demonstrates how you match each of those five. Better one such customised application than 20 standard CVs you sent off speculatively.
The bottom line is that the only jobs that are worth going for are those which are suitable for your core skills and Marsh points out, we all have only two or three things at which we truly excel. ‘Know what you’re outstandingly good at and focus on your applications based on those skills and you won’t go far wrong.’
1. One piece of advice Nick Marsh gives in the fourth paragraph is that
a. The absence of certain information should not be regarded with suspicion.
b. Employers are impressed it applicants have dobe research on their companies.
c. Location is a crucial factor when considering whether to accept an offer or not.
d. Studying adverts too closely can cause applicants to get the wrong impression.
2. In the fifth paragraph, Nick Marsh advises against
a. Making speculative job applications.
b. Exaggerating your suitability for a job.
c. Putting your own interpretation on a job advertisement.
d. Expecting to meet all the stated criteria.
3.What is meant in the context by the phrase ‘The bottom line’ (last paragraph)?
a. The minimum requirement
b. The final consideration
c. The most important point
d. The unfortunate truth
1 Jawaban
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1. Jawaban Merlia42
1. a
2. a
3. c
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