The Importance of Job Descriptions

The Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted punkts that are seen in compensation surveys and other benchmarking tools are called job descriptors. ansicht outline the major responsibilities associated with the position that can be applied universally. unterstellung are therefore sometimes standardized. While they may contain details like exemption position or job drehort, they are elendlage required to be as specific as job descriptions.The philanthropisch resources focusJob descriptions are used for different purposes by the employee and the philanthropisch resources department. A menschenfreundlich resources amtsstube uses job desc riptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating wertzuwachs standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the profil hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its tischordnung in the market, in buchen to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a befhigung employer. At the very least, a new employee should r eceive a copy of the job description within the first week on the job. An employees job description should be reviewed at wertzuwachs review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it totenstill exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in buchen to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualificatio ns, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a mora advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in buchung to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees wertzuwachs management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing beigabe From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a va riety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards) .For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsib ilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exem pt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, b ut this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highli ghted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire woul d be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is eva luated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they f ail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If no t, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are ther efore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the i nterview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different pur poses by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about wha t kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even wh en no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour w eek. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimi nation against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Sh are this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.Fo r employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performanc e review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The jo b title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental devel opment plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsibilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusWhen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, t he employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally defensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and inc luding the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essential if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a mor e advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask i f the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job DescriptionsThe Importance of Job Descriptions Search The Importance of Job Descriptions Share this articleTwitterLinkedinFacebookemailDescriptions of job titles appear in a variety of forms in the workplace. Recruitment ads, compensation surveys and other benchmarking tools, as well as corporate or departmental development plans all use some method of describing a job.The brief descriptions of highlighted positions that are seen in compensation surveys and other benchmarking tools are called job descriptors. These outline the major responsi bilities associated with the position that can be applied universally. These are therefore sometimes standardized. While they may contain details like exemption status or job location, they are not required to be as specific as job descriptions.The human resources focusJob descriptions are used for different purposes by the employee and the human resources department. A human resources office uses job descriptions for the following purposes.As a definition of the functions and responsibilities of a job.As a mechanism for recruitment.For employee training and development (establishing and updating performance standards).For succession planning or organizational development (for example, what additional tasks can be applied for the growth of the organization as a whole?).In establishing legal defensibility (based on what the potential hire would be doing).For assigning jobs.To benchmark the companys positions against those described by descriptors in salary surveys.The employee focusW hen looking for a job, a candidate can request a copy of the job description at the interview. The candidate can then do research to benchmark the position against its placement in the market, in order to participate in an informed negotiation process. The description should better inform the candidate about what kind of offer to accept from a potential employer. At the very least, a new employee should receive a copy of the job description within the first week on the job. An employees job description should be reviewed at performance review time to make sure it accurately reflects the employees current job responsibilities. It should be used by both employee and manager as a tool for establishing development goals. When reevaluating a job description, the employee and the manager can work on renewing it together, based on the work that has been and needs to be done. The revised description should then be reviewed by human resources professionals to assure that it is legally de fensible.The elements of a job descriptionBefore understanding what a job description entails, its important to understand fully the technical definition of a job. A job is a collection of tasks, duties, or responsibilities assigned to an individual. A job exists regardless of who performs the functions. Even when no one occupies the job, it still exists. A job description simply describes the job. It should not have language or technical jargon that is difficult to understand. Every job description should include the following.The job title.The location of the job.The jobs Fair Labor Standards Act (FLSA) status (exempt or nonexempt).A position summary describing the purpose of the job.Major responsibilities, describing the job as it currently exists and including the essential duties of the job. These are tasks for which the employee is evaluated. (Job descriptors outline only a small portion of the responsibilities for which the employee is evaluated.)A task is considered essenti al if the job exists in order to perform the function. There are a limited number of people who can perform the duties of a job, and failure to do so can adversely effect the organization.A good way to determine responsibilities is to estimate the number of hours spent in performing a function within a 40-hour week. The figures should be in percentages that make a sum of 100 percent.Job qualifications, describing the minimum education, experience, and skills necessary to perform the job.The decision reached in Griggs v. Duke Power Co. established that an employer cannot require a higher qualification from an applicant than what the job requires in its description. An employer or an employee may argue that industry standards require that position to have a more advanced degree, but employers cannot legally refuse to hire someone because they fail to meet the elevated standard.Working conditions, describing work-related hazards and environmental conditions that occur while performing the job. These might include, for example, the presence of loud noises (such as in a manufacturing facility), or the need to remain on ones feet or even crawl (such as in carpentering).The Americans with Disabilities Act established that essential job functions become a legal standard, in order to fight discrimination against people of certain physical impairments.The job description is not meant to include any judgments. It should not state what is expected in the future, and it should not discuss how well the job is being performed. It may be used as a tool for measuring and establishing further career development, but this should be addressed in the employees performance management plan. Ultimately, when assessing a job description, the manager must ask if the specific employee left the job, would anything in the description change? If not, then the description is as it should be.a Related Salary.com Content Its Never Too Late to Negotiate a Higher Salary Workplace Culture 5 Ways to Handle Disrespectful Employees When & How to Negotiate a Signing Bonus From our trusted Partners From our trusted Partners Home Articles Career Development The Importance of Job Descriptions

How to Find a Telecommute Job

How to Find a Telecommute JobHow to Find a Telecommute JobAt some point in everyones career, the demands of work life and your personal life come crashing together and you need a little work flexibility. Thats where a telecommuting job makes perfect sense. Not only will working remotely give you the opportunity to work for any company in the world, but you can blend the professional and personal parts of your life seamlessly together for the ultimate in work-life balance.But lets say that youve never had a telecommuting job before. Youve only done the 9-5 office thing, and dutifully commuted to and from work. All thats about to change, job seekers.Heres how to find a telecommute jobAssess your situation. Youve made the decision to ditch office life and find flexible work. Before you gear up to go into job searching mode, youll first need to identify what type of flexible work you need. After all, the world of flexible work is not a one-size-fits-all thing, and thats why its important to determine what will work best for you. Do you want a full-time telecommuting job, where you only work from home, or do you want a part-time telecommuting position, where youll go into an office occasionally and work from home the rest of the time? Are you looking to do a compressed workweek, working longer hours in an office Monday-Thursday and having your Fridays off? Or do you want to pick and choose your work projects by being employed as a freelancer? Decide what type of flex fits in with your life, and then you can begin your job search based on that criteria.Decide what you want to do. A new job search is a great opportunity for you to reinvent your career- and yourself. Simply because youve worked in one career field for a while doesnt mean youre relegated to that industry forever. Take advantage of your job search to spread your wings professionally and think about what youd really like to do in this next stage of your career. Maybe youd like to become a teacher, or a pu blic relations professional. Or perhaps you want to take your love of Facebook and Pinterest and work as a media relations manager for a cosmetics company. Challenge yourself to think beyond what youve always done, and pursue something that youve always wanted to do As you go about your job search, you might realize that a career change is in your futureBe strategic in your search.While you might be super excited during the first few weeks of your job search, that excitement will wane if your job search goes on and on and onand you dont have any job interviews (or offers) in sight. One way to speed up your job search is by being strategic. Instead of applying for 100 jobs that youre not really interested in, apply for 15 that you really, truly want. Then customize your resume and cover letter to position yourself as a real candidate for those jobs. And when youre scrolling through job listings, pay close attention to those that offer remote work options. Usually, but not always, if a job listing doesnt mention work flexibility (such as work at home, remote, or virtual), it probably isnt a telecommute job. That way, you can save yourself a lot of time (and heartache) applying for a job and going through rounds of interviews, only to find out at the very end that the job is an in-office position only.Target companies.Lets say you have your heart set on working for a few specific organizations. But after weeks of trolling through job listings, you havent seen any positions pop up for those organizations. That doesnt mean they arent available, though. Theres nothing wrong with reaching out directly to companies youre interested in working for and finding out if they have any telecommuting positions on the horizon. Offer to send your job application in to the hiring manager. You might think its a waste of time, but when a telecommute job does become available, your job application will be at the top of the pile. You can start with database of over 30,000 companies that have offered flexible and telecommuting jobs before.Set yourself up for success.When you worked in an office, you completed much of your workload during the day. So it didnt really matter if you had a home office to complete your work assignments. As a potential remote worker, though, its super important to have a home office set up and ready to go- even before you have a job offer in hand. Why? Well, many job interviews, particularly those for telecommuting work, are done via phone or video conference, such as Skype. Beyond asking questions about the position, a potential employer is also fruchtwein likely checking out your work digs during a job interview. (If youre doing your job interview from your kitchen counter with crying kids in the background and your dog barking, chances are youre not going to get hired.) Having your home office will make you more prepared when you do accept a job offer, instead of scrambling around trying to get it ready at the same time youre start ing your new position.Network.Networking. Either you love it or hate it. Most people fall into the second category, but its still an important part of job searching. If you want to find a telecommute job, youll need to put on your best suit and a smile and do some networking. Attend both local events and online job fairs and webinars. And keep in mind that networking is all about attitude if you go into it thinking that its a waste of time, well, then it will be. But if youre determined to establish at least one solid new contact each time you network, you willRedo your resume (and cover letter).The resume and cover letter of a job seeker looking to find a telecommute job will look different from that of a person searching for a regular office job. If youve had previous remote work experience, you should highlight it in the job experience section. If this is the first time youll be working from home, youll need to go over your previous jobs and showcase any work experiences that you did, even in part, from home. Another area on your resume to shine a spotlight on, particularly if youre lacking telecommuting experience, is the skills section. Soft skills, such as the ability to self-manage, being highly organized, and an excellent communicator, are all qualities that a hiring manager looking to fill a remote position will find highly desirable.Be wary of job scams.Maybe youve held off on finding a telecommuting job because youre afraid of job scams. And rightly so, since its estimated that out of every 100 jobs advertising the ability to work from home, only one is a real work-at-home job. But you shouldnt let scammers scam you out of the right to work remotely. Youll just need to be aware of some things while you job hunt, such as never giving out personal information (such as your bank account info, Social Security number, etc.) and being wary of instant job offers without an interview, instant message job interviews, or those job listings offering lots of mo ney for not a lot of work. Instead, use reputable niche job search boards, such as, and most importantly, listen to your gut. Remember, if its too good to be true, it almost always is.This primer on how to find a telecommute job should help you as you begin your job search. Take the time to make quality choices, from the jobs you apply for, to the networking events you attend, to redesigning your resume and cover letter, to the companies you apply to. Making smart decisions will make your job search faster, and dare we say it, fun, as you find your way to flexible work, freedom, and some serious work-life balanceReaders, what would be your ideal telecommute job? Let us know in the comments

Everything You Need to Know About Writing an Impressive Cover Letter

Everything You Need to Know About Writing an Impressive Cover LetterEverything You Need to Know About Writing an Impressive Cover Letter2Is it really necessary to write a titelblatt letter when you apply for a job? Does anyone really read it anyway? In most cases, the answer to both questions is yes. Writing an impressive cover letter gives you an opportunity to tell prospective employers who you are and why you are the best candidate for the job.Cover letters are documents that you send along with your resume to provide additional information about yourparticular skills and experience and to explain why you are qualified to do the job. A cover letter is like a schlussverkaufpitch. If written well, it will catch the eye of the hiring manager and give you a good shot at being advanced to the next round.Basically, employers want to know you understand their company and why you are a good fit. Writing an impressive cover letter means demonstrating your suitability in a detailed but conc ise way that leaves the employer wanting to know more. To make sure your cover letter is the best it can be- and the process as painless as possible- we have put together some great cover letter writing tipsto get you started.Tips onwriting an impressive cover letterResearchBefore you begin writing your cover letter, thoroughly research what the company does, the key characteristics of the job you are applying for, andthe company culture. Understand the tone of the company. A startup might be very casual and down-to-earth while a Fortune 500 company might be more formal.Cover Letter SalutationKnow who you are talking to.Avoid the generic Dear Sir or Madam or To Whom It May Concern, which looks like you didnt make an effort. Instead, do your research to find the name of the person doing the hiring. Between the companys website, LinkedIn, and Twitter, you should be able to find the name you are looking for.Cover Letter BodyThe body of your cover letter should have abeginning, middle, and final paragraph. These persuasive paragraphs should convince the hiring manager that you are a good fit for the job and should be invited back for an interview.Beginning ParagraphThe first few sentences of a cover letter are the most important. Hiring managers have a lot of coverletters to read, so make sure yours stands out. In the first couple of sentences, give your reader a glimpse into your background and experience. This is also the place to clearly state which fleck you are applying for and give the name of a contact if you have one. It is a good idea to use keywords from the job posting that describe your skills and qualifications.Middle ParagraphsEngage the reader and explainwhat you have to offer. The middle of the cover letter should demonstrate how you added value to your previous company by stating an accomplishment or including a job title if it is similar to the one you are applying for. Express your excitement and passion for your work, the job, and the organizat ion, and talk about how you can contribute to its mission.Make connections between your qualifications and skills and the job you are applying for. Highlight examples of work you have done and results you have achieved. Draw from your resume but dont recite it word for word. Try using shorter paragraphs or bulleted lists to make the information easier to scan and absorb.Final ParagraphThe concluding paragraph should summarize what you would bring to the position and thank the reader for considering you for the job. This is a good time to be assertive and politely request a call or meeting.ClosingOnce you finish your final paragraph, it is important to close your letter with an appropriate amount of respect to the hiring manager. Your closing should match the tone of the rest of your letter and convey appreciationto the reader. Some great options for closing a cover letter include Regards, Best, Best Wishes, My Best, and Respectfully.Many people believe a well-written and strategical ly targeted cover letter is asimportant as a resume for securing an interview. The cover letter allows you to target the employer in a way the resume can not.Although writing an impressive cover letter is not an easy task and requires a lot of understanding, thought, and knowledge, it is well worth the effort when you are invited to the coveted interview.Check out our blog for more cover letter and job search tips

Interview Advice for New College Grads

Interview Advice for New College Grads Interview Advice for New College Grads Look polished and professional during the interview process with these five tips.

Onboarding a Successful Placement for your Staffing Clients

Onboarding a Successful Placement for your Staffing Clients Onboarding a Successful Placement for your Staffing Clients Onboarding a Successful Placement for your Staffing Clients Rossheim Onboarding should be much more than just completing forms and telling the worker how to sign in at the front desk. Thats especially true if youre looking to create a successful placement for your staffing clients. In fact, contingent workers need a similar approach as new employee orientation, including: Training on the often idiosyncratic systems of client companies Familiarity with all resources required to do the job Orientation about the companys culture We spoke with staffing firm executives to learn how they and their clients work to ensure 360-degree preparedness for temporary associates. Everyone wants to see temporary workers get productive ASAP. Its critical for the staffing agency to get client buy-in on effective onboarding. Its in our mutual best interest that candidates become productive more quickly, says Sandy Mazur, a division president at staffing firm Spherion. Delve into the clients orientation process. Client companies have widely varying ideas about what constitutes an effective employee orientation; its the staffing agencys job to establish the minimum requirements. We look at what the client would typically provide for orientation, then maybe make recommendations, says Cassie Viau, marketing manager at staffing firm CoreMedical Group. A couple of ideas for an effective orientation: We sometimes give candidates site tours and both oral and written guidelines on what it takes to be successful, says Mazur. Put the temps role in context for the clients full-time staff. Its important that the client communicates to its internal team why contingent workers are being brought in and exactly what roles they will play. If this doesnt happen, full-time staff may feel confused or even threatened. Were there to be the middleman, says Corey Pinkham, Northeast regionrecruiting director for Randstad Technologies. Invest resources into the temps critical first day on the job. An agency may need to go the extra mile at the start of an assignment. In some cases, one of Randstads staffing professionals will accompany the IT consultant to the client site for day one on the job, which takes the edge off those first meetings, Pinkham says. Then we check in periodically. Temps need as much training as FTEs do. Some clients may naively believe that temps need less preparation for the job than full-time employees do. Agencies need to persuade their clients otherwise. Every job in every company needs some degree of training, says Mazur, and its the agencys job to assess whether that training is being delivered. If software is required for the job, for example, Spherion makes sure theres documented proof that the worker received training, Mazur says. Ensure that the temp has access to all useful client resources. Temp workers cant utilize tools that no one has told them about and yet this is a common shortcoming in onboarding. Staffing firms should work to ensure that their associates are granted access to all client resources that are required to get the job done. We also encourage clients to train contractors as they would full-time employees, says Pinkham. Keep communication lines open. It should go without saying but in the real world, it often doesnt that staffing firms serve no ones interest by leaving newly assigned associates to their own devices. Communication is about making sure the consultant understands the clients true expectations, and thats ultimately up to the client, says Pinkham. Dont forget the little stuff. Temporary workers naturally will have a lot on their minds when they head to a new assignment; the agency and client company should do all it can to reduce distractions to the work at hand.Thisis essentialtemp management. Where do you park? Is it OK to bring in a bag lunch? These are the things that the client can quickly take off the candidates mind, says Mazur. Keep the conversation going. When can a staffing firm safely stopping asking associates how theyre doing? Never. Even when the temporary associate appears to be settled in an assignment, Spherion keeps asking how its going with questions like: Are you doing what you thought you would do? Are there any challenges? Sell clients on the value that only they can add. Many of these practices require client companies to devote resources to each incoming temp. Clients need to be sold on their contributions to the onboarding. Clients are willing to invest the effort once they see they get an ROI for it, says Mazur.

The Number One Thing You Need to Do Before Going on Holiday Vacation

The Number One Thing You Need to Do Before Going on Holiday Vacation The Number One Thing You Need to Do Before Going on Holiday Vacation Most of the world sets goals and makes resolutions around the new year, however, it’s estimated that only 8% of people actually stick to those resolutions . While it’s entirely possible that many people are being unrealistic with their goals, the number one thing you need to do before going on holiday vacation is to write down your achievements this year and goals for the new year. Doing this will set you up to be productive for the new year and enable you to go into the holidays with a clear direction and positive attitude. Reflect on what you’ve accomplished Part of setting realistic goals and priorities is reflecting on what you’ve accomplished and giving yourself credit where it is deserved. Here are some great questions to ask yourself at the end of the year: The answer to each of these questions is something that you accomplished this year. Be proud of that! You may not know these metrics off the top of your head, so go ahead and calculate them. Do some research and figure out your personal statistics. This will help you see where you are in your role and in your career and will give you perspective on how you can grow and improve . Next, define what you want to accomplish and achieve in the new year. Do a self-assessment and figure out your priorities and tasks are, then build from there. This can be short or long term, but the idea is to figure out where you want to be (the end result) and how you will get there. Make an outline or a to-do list so you can clearly see what’s on your plate. Once you have figured out what you need to accomplish and how to prioritize each task , you can actually get started on accomplishing it. You can also use applications like Trello to keep organized and keep others up to date on your progress. Telling others about your goals also helps to keep you accountable! ( In a 2013 research study published in Translational Behavioral Medicine , participants who published their weight loss progress on Twitter lost more weight than those who kept their progress to themselves.) Research suggests that you become 42% more likely to achieve your goals and dreams, simply by writing them down . This is because writing goals and dreams down holds you accountable, and also creates a physical reminder of what you’re working towards. Physically writing your goals down forces both sides of your brain to work together, stimulating a more powerful response and a greater ambition to meet those goals. Writing things down is the simple trick that will help you reach your goals, however it’s important to note that reality comes into place here. If your goal is completely unrealistic in terms of logistics or science, it likely won’t pan out. Set a specific goal that is challenging, but still attainable. Science suggests that using these two factors when goal setting leads to higher performance 90% of the time . For example, it’s unlikely that you will be able to leave your job and start a new job within the next month, however setting a goal of sending in three amazing job applications per week, with the result of leaving your current job and starting a new job within the next six months is very achievable. Remember, the number one thing you need to do before going on holiday vacation is to write down your achievements this year and set goals for the new year. This will help you hold yourself accountable, provide a physical reminder of what you’re working towards, and let you enjoy the holiday season knowing that you’re being proactive in your career.

Should you reveal your embarrassing past at work

Should you reveal your embarrassing past at work Should you reveal your embarrassing past at work What do Bruno Mars, Reese Witherspoon, Justin Bieber, and Martha Stewart have in common? If you guessed that they’re all famous and wealthy celebrities, you’re half right. Aside from earning big bucks in their chosen careers, they’ve all been arrested at one point or another.For celebrities having an arrest (or two) might offer a certain level of street cred or cachet. For the rest of us though, a brush with the law or embarrassing past could pose a serious career threat.So, what should you do if you have a colorful past? Perhaps learning from famous folks with monumental faux pas could help.Own itBack in 2004, Ashlee Simpson-Ross experienced a very public embarrassing moment while performing live on Saturday Night Live. The band started playing her song “Pieces of Me” and Simpson’s vocals began- only she wasn’t singing. Simpson stumbled over her vocals and it was immediately obvious she was lip syncing.Last summer Simpson-Ross told E News: “That was a very long time ago. It’s something that happened to me and things in life happen to you and they make you stronger and they make you a better performer, a better person. I think things like that build your character and your strength and it’s how you handle them.”Fortunately for most of us, professional humiliations don’t happen in quite that public a forum.But if you do screw up and it’s caught on video for perpetuity, you might not have to tell a potential employer about it- they may already know. If that’s the case, learn from Simpson-Ross- admit it, allow the other person to process it, acknowledge it if need be, and move on.Pay attention to the fallout2004 seems to have been a big year for celebrity career disasters. While Janet Jackson and Justin Timberlake were performing at the Super Bowl halftime show, Timberlake pulled at Jackson’s top, exposing parts of the anatomy never previously seen at the Super Bowl. The ensuing scandal became known as Nipplegate and inspired the phra se “wardrobe malfunction.”While no one knows if it was planned or truly accidental, the fallout has been discussed for years. An in-depth analysis in USA Today earlier this year revisited the original players ranging from Jackson’s tailor, her body piercer, an NFL executive and the FCC chairman. It was an interesting breakdown since it highlighted a major fact- sometimes your screw up at work damages more than your own career.While Jackson took the brunt of the fallout, there were many behind the scenes whose careers were impacted.The USA Today article quotes Michael Powell, The FCC Chairman, as saying that he still remembers sitting next to one of his neighbors at a Super Bowl watch party in 2004 during the halftime show. “And I said, ‘Oh, my God. If this really happened, my day is really going to suck tomorrow.” Powell was also quoted as saying “The war was on the minute we walked into the office. People were falling all over themselves to announce their outrage and their discontent.”If you’ve somehow been part of a professional scandal, it’s important to realize that it not only impacts you- but could affect the business, reputation or even careers of those around you. In the case of the Super Bowl debacle, Powell mounted a full investigation before making any decisions or levying for fines. In the cubicle world, it might not be quite that sophisticated.If you’ve been the center of a work scandal or even on its peripheries, it may be in your best interest to speak to your current or potential employer and tell your own side of the story before the rumor mill starts up.Follow up stronglyWhen Fergie was still lead female vocalist of the Black Eyed Peas she had a particularly embarrassing moment on stage in 2005. While singing “Let’s Get it Started” she accidentally lost control of her bladder and it was visible to anyone watching. She later referred to that as “the most unattractive moment of my life.”Two years later Fergie rel eased a song called “Big Girls Don’t Cry” which was probably a nod to her acknowledging her humiliating moment and then moving on.One last thoughtIf you do have an embarrassing past, spend some time thinking about the consequences of revealing the details rather than keeping them to yourself. It might feel awful to tell a hiring manager about the great big blip in your career, but it will probably feel a lot worse to have someone discover it and then share it behind your back.

Questions to Ask If You Are Laid Off or Fired

Questions to Ask If You Are Laid Off or Fired Questions to Ask If You Are Laid Off or Fired When you walk into what you think is a normal meeting with your boss and are surprised with a pink slip, its devastating. Even if you absolutely, positively hated your job, when your boss yanks it out from under your feet, it hurts and you cant think straight. You should, however, ask a series of questions even if you feel your brain cant handle it. You can always call or arrange a later meeting to ask these questions. Your employer will generally provide a stack of paperwork that you can go through on your own, so you may not need to ask some of the questions I recommend. But make sure you know the answers to all of them before you sign anything other than an acknowledgment that you have received information. (If youre an employer, these are the questions you will need to be prepared to answer in an employment termination situation.) Here are questions you need to ask to help you with decision making, planning and to consider your legal options. Questions You Should Ask How much severance will I receive?  Severance isnt required by law  except in certain situations, such as a union contract or when a high percentage of workers are let go without 60 days’ notice (see the WARN Act), but severance is common in layoffs. Make sure you know how much severance is coming your way.  Will I Be Eligible for Unemployment and Severance at the Same Time?  Severance is a company decision and unemployment is a state decision. The company cant deny you unemployment, but they can say “if you are receiving unemployment, we wont give you severance”. Some companies require you to complete your severance payments before applying for unemployment. Their hope is that youll get a job and wont ever need to apply for unemployment. What happens if I get a job internally?  Are you  eligible to apply for internal positions? What happens to your severance payments if you get a job internally? Is there a possibility of repayment if you take an internal position? Ask, If Im offered an internal position do I have to take it?, If I dont take it, can I still receive severance? and What if its for less money or at a lower level?What happens if I get a job externally?  Can I still receive my full severance? Do I need to get a release from the company to take a job elsewhere? Do you still consider me employed while receiving severance? What do you consider my termination date? If Im receiving severance and someone calls to verify employment, is the answer employed or terminated?What happens to bonuses/commissions?  Will I see the annual bonus, even if Ive been terminated? When will you pay out final commissions?  Will you prorate the bonus? How?What happens to my health insurance?  Does it stop immediately? The last day of the month? Is it extended for the period Im receiving severance? Do I  immediately need to apply for COBRA  or independent insurance? Am I eligible for rehire?  Some companies dont allow the rehiring of anyone who was laid off. Others encourage everyone to apply for internal jobs. Some have a six month or one year waiting period between the termination and when you can apply for a new job.What will the company say is the reason for the termination?  Is this a straight layoff or are there performance issues involved that will affect my reference? If a reference checker calls and asked why I left, what will you say?Is my manager allowed to give me a complete reference or is she required to stick to dates of service?  Company policy dictates this, but sometimes its formally written into the documents that the manager can only verify dates and titles. Understand that recruiters can often get managers to break the policy and speak up, but the policy is important. Who else are you letting go?  They probably will not answer this directly, but you should be able to figure it out. If you are 40 years or older, you should receive a list of job titles and ages of the employees in your area and if they are terminated or staying. If its a group termination and you dont receive this, ask for the ADEA  (Age Discrimination in Employment Act)  disclosure.If the termination date isnt today, what happens if I quit before the end date?  Will I still get severance? Do I receive a stay bonus for staying to the final day? Am I responsible for training someone to replace me?  This is often the case in a situation involving outsourcing.  What are the training goals  and what is the timeline? What happens if timelines arent met? Do I still receive my severance/stay bonus on the last day even if the outsourcer isnt ready?What rights am I required to give up in exchange for severance?  This should be in the General Release that youll have to sign to receive money. Read it very carefully. Youre most likely giving up your rights to sue for almost anything, except things that are strictly prohibited by law. That can vary from state to state, so read the document carefully. Can I have my attorney look at this agreement before signing?  If they want you to sign right away, its generally a sign that its a bad deal for you. Any reputable company will not care that youre showing it to an attorney before signing and will, in fact, encourage you to do so. If you have an attorney review your documents, please make sure that the attorney you consult specializes in employment law.If I have a non-compete agreement, does this layoff void that? If I dont have a non-compete, is a non-compete required to receive severance?  How long does the non-compete restrict my employment options? What are the restrictions? Whats the geographic restriction? What happens to tuition reimbursement for courses Im currently enrolled in?  Can I finish the course and have the company pay?  Am I required to pay for current courses? Am I required to repay for courses that Ive completed? Your goal is to avoid any repayment.What happens to any relocation assistance that Ive received?  Most relocation contracts have a one to two-year repayment clause if you leave before the time is up. Make sure your termination documents waive any requirement to repay.Is outplacement help available? What company? What services are provided? Must I use the services immediately, or can I use them later? How long do I have to use the services? Is it only good in this town, or can I move across the country and still use the outsourcing help? Who can I tell about my severance?  My attorney? Financial planner? Spouse? Neighbor? Newspapers? Lots of companies require you to limit who you tell to your attorney, financial advisor, and spouse. You cant even tell your kids the terms of the severance. Find out the terms of the nondisclosure agreement before you speak up. Make sure that you have the answers to all of these questions before signing anything, otherwise, later you may regret your choice.

Test Your Cover Letter

Test Your Cover Letter Test Your Cover Letter How does your cover letter rate? Use this test to score your cover letter before you submit it with your resume and job application.Before you submit your cover letter to recruiters and hiring managers, run through this battery of questions to gauge its readiness.Q: How is your cover letter addressed? A. Personally addressed to the person responsible for vetting job candidates B. “Dear Hiring Manager” or “Dear Sir or Madam” or “To Whom it May Concern” C. “Yo, wassup?”Troy Harrison, president of sales training and development company SalesForce Solutions, told Ladders “ho-hum” cover letters are overly generic. Letters addressed “Dear Hiring Manager” or that reference “the open position,” suggest the job seeker isn’t taking the time to personalize his application. “I hire salespeople, so I assume that how the applicant pursues a job will be the way an applicant pursues a customer. If an applicant doesn’t care enough to personalize a cover letter, they’re really better off not even including one.”Q: How does your cover letter show you’re the right fit for a job opening? A. Mentions one or more stated qualifications from the job posting and outlines how you meet them. B. Highlights your accomplishments regardless of whether they correspond to the job posting’s list of qualifications. C. It’s the same letter I send for all job openings. Why tinker?Cheryl E. Palmer, CPRW (Certified Professional Resume Writer) and president of Call to Career, said she counsels her clients to “take [the] guesswork out of the equation. If the vacancy announcement states that the candidate needs to have 10 years of experience in executive sales management in an IT organization, the cover letter needs to be clear that the job seeker meets this qualification.”Q: How does your cover letter show the employer that you’ve read the job posting? A. Follows instructions regarding how to apply, specifically mentions qualifications listed in posting, specifically mentions the job listed in the posting. B. Talks about what a great job you do and why any employer would be lucky to hire you. C. Well duh, of course I read the posting. I’m responding to the proper e-mail address!“I tire quickly of ?blast’ letters that are sent out 20 at a throw, just hoping something will stick to the wall,” Harrison said. “Let me know that you’ve read and understood the ad, and that you’re a real, live candidate for it, and why.”Q: What job opportunity does your cover letter say you’re interested in? A. The specific job mentioned in the job posting. B. The specific job for which your skills and experience have made you a perfect fit. C. Any potential openings.“The worst cover letters are the ones that are very specific - to a job that is nothing like the one I’m hiring for,” Harrison said. “It’s great that you want to be a top-notch computer programmer; why are you telling me this when I’m hiring for an industrial salesperson?”Q: Which most closes matches your writing style? A. Standard business English with correct spelling, punctuation and grammar. B. You totally should have a Facebook page for one, and for two you need to like lighten up, for a window frame company you guys are like a total drag, you have to see through your product, be more transparent, get it? C. Im wrtng 2 u 4 the job.Thanks to Catharine Bramkamp, adjunct professor and Writing Coach, for her example (B) of what college students tend to write and say in correspondence and the inappropriately casual tone they tend to take.SCORINGGive yourself 2 points for all As, 1 point for Bs and 0 point for Cs.10: Congratulations! You’re reading job postings carefully, customizing your cover letter to address what you see, and doing your homework to ensure your correspondence doesn’t sound like form letters.5â€"10: You’re doing a fair job and might be interesting employers enough to interview you. To up the chances of an interview, focus on customizing your cover letters to make sure they fit the position.0â€"5: Your cover letters are hitting the slush pile. Do more research on jobs; customize your cover letter for openings; and acquire a more businesslike, professional tone.

Sample Policy Receipt Acknowledgement for Employees

Sample Policy Receipt Acknowledgement for Employees Sample Policy Receipt Acknowledgement for Employees It is a policy acknowledgment sample that you can use when employees need to acknowledge their receipt and understanding of a policy. It is an effective way to ensure, as an employer, that you have made an effort to make sure that employees are informed of new workplace policies and expectations. When an employee is new, and you need him or her to get up-to-speed on all of your organizations policies, use the employee handbook to share the policies. This receipt works for employees to acknowledge receipt of the handbook. This policy receipt acknowledgment is for occasions when you introduce a new policy or change an existing policy and need employees to know. Most frequently supplied during an informational meeting or in-house training session, the policy receipt is filled out under the direction of HR staff at the end of the meeting. You also provide the opportunity for the employees to express any concerns that they may have with the new policy. You have the chance to answer what may well be questions shared by many when you have scheduled employees for the training as a group. Do not let the employees take the policy receipt with them when they leave the meeting. You will spend the next several months chasing down the employees who never turned in the receipt of policy acknowledgment. By signing the acknowledgment, the employees affirm that you have communicated the contents of the policy and that they have the information that you wanted them to receive from your communication. It is a core policy for a Human Resources department as it is used whenever a new policy is distributed, and employees are trained on it. Rather than creating a generic example of a policy receipt, you may substitute any policy for the one used in the example below. Following is a sample policy example as it is used for employees to acknowledge their receipt of and understanding  of the new dress code. Policy Receipt Acknowledgement for the Dress Code In effect: (Date) until further noticeI have read and been informed about the content, requirements, and expectations of the dress code policy for employees at Your Company. I have received a copy of the policy and agree to abide by the policy guidelines as a condition of my employment and my continuing employment at Your Company.I understand that if I have questions, at any time, regarding the dress code policy, I will consult with my immediate supervisor or my Human Resources staff members.Please read the dress code policy carefully to ensure that you understand the policy before signing this document.Employee Signature: _______________________________________Employee Printed Name: ____________________________________Receipt By: _______________________________________________Date: _________________________ Expand Disclaimer: This sample policy is provided for guidance only. The provided information - policies, procedures, samples, examples, and guidelines - while authoritative, is not guaranteed for accuracy and legality. While I make every effort to provide and link accurate, legal, and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. Additional Resources About Dress Codes Sample Letter to Introduce a Dress CodeWork Dress Codes and Image CollectionDress for Work Success: A Business Casual Dress CodeCasual Dress Code

Internal Auditor CV Template Format

Internal Auditor CV Template Format Internal Auditor CV Template Format Create This CV ObjectiveBrilliant internal auditor willing to work in an established firm and contribute to its overall success utilizing my skills in accounting methodologies. My expertise in auditing software such as IDEA will be very helpful in conducting accurate and reliable audit reports.Personal InformationMichael Neary2124 Henry Ford AvenueTulsa, OK 74145(555)-373-7232m.neary@sampleresume.netDate of Birth: May 6, 1979Place of Birth: Tulsa, OKCitizenship: AmericanGender: MaleProfile Summary Ability to meet deadlines Expert in spreadsheet Excellent in databaseEducationMPA Fiscal ManagementDrexel University, Philadelphia, PAB.S. in Accountancy, 2002Drexel University, Philadelphia, PAEmployment HistoryInternal Auditor II, 2007 PresentAngelica Corporation, Chesterfield, MOResponsibilities: Communicated with the management regarding plans and performing audit reviews. Ensured that the supporting documents are attached in the audit reports. Analyzed audit reports submitted by the Commission on Audit. Increased the reliability of the reports by conducting double audits. Implemented standardized procedure for control audits to be uniformly observed.Internal Auditor I, 2006 2007Anheuser-Busch Companies, Inc., St. Louis, MO Participated in audit programs of the company. Provided in-depth educational training to government institutions regarding control policies. Improved the current procedures involved in financial, IT, and operational audits. Communicated with all levels of management concerning new policies on audit checks. Presented advanced audit methodologies to the Area Accountant which cut company losses by almost 68%.ResearchN/ATrainingTraining in Internal Auditing ProcessAwardMost Efficient Internal Auditor, 2005Professional MembershipProfessional Association of AuditorsSkillsCertified Internal AuditorAdept in accounting managementMaster in PowerPoint and MS ExcelSolid background in Auditing Customize CVInternal Auditor CV Questions  1. How do you make an internal auditor CV?Creating a stellar CV takes careful planning. Often the candidates with the most impressive documents go through several drafts to make sure their writing is free from typos, grammar mistakes, and awkward wording. One option is to format your document independently. This approach can be time-consuming and it opens you up to making mistakes, however. A second option is to use our CV and resume builder to format your document step-by-step. It is a great way to eliminate writers block and make a sleek layout in minutes. You can create a document similar to our internal auditor CV sample, which has several different components to wow recruiters.2. What’s the best length for an internal auditor CV?Typically, a CV should be one page long. If youre an entry-level candidate, you need to strive to include information that is relevant and that sufficiently outlines your experience. If youre a senior candidate, you might need to work on trimming your experience to the juiciest tidbits. Sometimes, positions that require several years of experience, such as CEO positions, can call for CVs longer than one page. Always read the job description closely and follow all directions exactly. Our internal auditor CV sample is the standard one-page length. Notice that the spacing is consistent and the headers are in bold to create an eye-catching look. Hiring managers appreciate this because it makes your document easy to read.3. What sections should you include in your internal auditor CV?A top-notch CV should have several key sections: a summary or objective statement, skills sections, work history, and education section. However, do not feel limited to using these exact titles in your document. You can make minor adjustments; in our internal auditor CV sample, the candidate used employment history instead of work history. Work experience is another acceptable option. In addition, he decided to divide the skills section into two parts: skills and profile summary. This is an excellent method to make your qualifications stand out and incorporate crucial keywords into your document.4. How can you separate your internal auditor CV from other candidates’ CVs?The goal of every jobseeker should be to receive an interview offer from a recruiter. To separate your CV from the competition, read the job description closely to pick out keywords and skills. Use the exact wording in your own document to show hiring managers youre a good fit. In addition, avoid repetition and irrelevant information, such as the clubs you belonged to in high school. Our internal auditor CV sample includes a variety of impressive details, such as awards, training, and membership.5. What should you include about your accomplishments on your internal auditor CV?To show that youre the best candidate for a job, mention as many accomplishments in your CV as possible. These may include instances of exceptional performance or leadership. In our internal auditor CV sample, the candidate emphasizes his qualifications by being as specific as possible: he cut company losses by 68% and received the Most Efficient Auditor award.More CV Samples:HR Manager CV Internal Auditor CV Janitor CVJava Developer CV Journalist CV

The Undisputed Truth About How to Add References to Resume That the Experts Dont Want You to Know

The Undisputed Truth About How to Add References to Resume That the Experts Don't Want You to Know How to Add References to Resume Ideas Whenever your resume is posted to an on-line database, using keywords in your titles and text will help prospective employers find your resume. Quite often, a reference list is requested in the on-line application practice. The key isn't to clog every square millimeter of the webpage. The variety of references you list depends upon your career level. If at all possible, select men and women who can speak to your abilities and qualifications as they relate to the job which you're applying for. Due to the rise in competition, you want to draft a strong application to grab the employer's interest. Resume writing doesn't need to be hard. If You Read Nothing Else Today, Read This Report on How to Add References to Resume Day-to-day details of prior jobs are unnecessary and frequently dull. If you'd like to learn more about writing resumes th at get interviews, visit a website such as Top Career Resumes at which you'll discover a range of articles and ideas. If you are requested to provide references, include two from previous employers. The references on resume has to be applicable to the job you're applying for. Busy hiring managers may not contact each reference, and they're most likely to begin at the very top of your list. You need to make sure that all candidates will willingly supply you with a positive reference. If it is possible, select references that are ready to talk specifically about your qualifications for the job for which you're applying. The only time that it is acceptable to include references with the resume in a work application is when they're requested directly in the work vacancy description. Whatever They Told You About How to Add References to Resume Is Dead Wrong...And Here's Why It's important you keep in contact with your references periodically, since you want current contact info, and you want to make certain your reference remembers who you are. Personal information must be left off. Under the reference's contact info, indicate what kind of reference he is and your relationship. Be certain to include complete contact information for every one of your re ferences. The Little-Known Secrets to How to Add References to Resume You're also likely to need to understand how to choose and request references. Ask permission whenever you intend to include your private reference. If a person pauses or seems to be uncomfortable at all, thank them and continue on to the upcoming possible reference. When you should provide references to a possible employer, the ideal way to do it is to create a reference page it is possible to share with them. Should you not are asking for a task for a design or star, pictures on your resume is certainly not a great idea. Writing a competitive application document demands a great deal of effort. however, it surely pays off. Obviously, you can provide an extra reference if you think that it would make a difference or offer another insight. Choosing the proper personal reference is an extension of that skill and why you want a list with a variety of choices. Maybe while trying to find examples you noti ced poor samples all over the net. Also, you'll find practical suggestions and examples on the best way to compose a cover letter or an introduction to different resume templates for all kinds of jobseekers. For each new job opportunity, you should make certain your list of references is the appropriate fit. Continue reading for tips on developing a reference list. For instance, if you are asking for a project lead position, you desire a reference who can describe your capability to manage teams and deadlines. Your company enterprise app will gradually become your road map to graph the length of a person's business. The ideal time to search for a job is when you've got work, but it doesn't signify that it's simple to look for work during the time that you're employed. Use this to your benefit. What You Should Do About How to Add References to Resume Beginning in the Next 2 Minutes It's very impressive if you get a diverse collection of references. Just as how there are exam ples about how to start essays, in addition, there are a variety of methods on the way it is possible to list down your references. Though there are various ways about how you can write your references, there are likewise a few guidelines that you also have to take note of when doing so. Character In some instances, you may want to offer character references. What You Should Do to Find Out About How to Add References to Resume Before You're Left Behind A well-written and midsize little small business plan has the ability to induce the business enterprise. Throughout the net, there are lots of resources which can help you construct a powerful resume. Check to ensure you're providing all of the info required and clearly define your skill sets in regard to application requirements. What's more, it can be challenging to stay on top of different varieties of referencing styles to fulfill the criteria set by your teachers. The accession of unrequested or irrelevant information wi ll probably lessen your odds of being called for an interview. For instance, if you're going into the work market for the very first time, you may just must list three references. Because references aren't always part of the interview procedure, you're taking up limited resume space to provide what may wind up being irrelevant to employers within this phase. Your references could make or break your odds of landing work, so make certain to decide on the best people to talk for your benefit.

A Review of Local Resume Services near Me

A Review of Local Resume Services near Me It is possible to then click the one which you want to acquire more info on and you will understand its address, telephone number, directions about how to get there and more. The website should explain fees and supply you with a great idea of the way the service works. There are many reasons why you need to prefer our services. For that reason, it's important to seek the services of an expert provider, and that's as soon as you can trust CareersBooster.com. Lies You've Been Told About Local Resume Services near Me The resume writers are generally contracted remote employees dispersed throughout the nation and might even get the job done internationally. The qualified experts have written the very best papers in many diverse areas. Our technicians will kindly answer all your questions. Once your resume is finished, I'll send you a totally free in-depth study on the best regions to send your resume to find the interviews you desire. A good deal of men and women advertise resume writing on Craigslist or other on-line websites, but it doesn't indicate they have the proper qualifications or truly understand the strategies that produce a resume successful. Explore the credentials of those who will work on your resume. If you need assistance getting clarity on the following career move, you could be interested career path clarity coaching. You've got a continuous work history in your area. Naturally, you'll also have to think about your budget when making your selection. Just make certain that your choice isn't someone qualified in a related but very different region of expertise, trying to generate a quick buck for a sideline. Especially in the current job market, you just cannot afford to get a mediocre resume. Another alternate to in-person support group meetings is an internet support group. Whether you're on the lookout for a support group or simply attempting to expand your real-world network, nationw ide organizations are able to help you connect with other professionals in your region, find career counselling, and even get help to your own job search. Several of the exact social-networking websites you already use to remain in contact with your buddies and colleagues are also ideal areas to find career support groups. You're the victim of your institution's downsizing (or you get a sneaky suspicion which you are next). Characteristics of Local Resume Services near Me Your resume writer will request that you send them links to any roles you want to submit an application for. Let's begin with a couple things Your resume is the crucial advertising tool for virtually any job search. Resume writing is the most significant step in presenting your abilities and receiving the job that you desire. In case the resume requires more work, we are going to discuss the project in detail so you may make a decision as to what works best for you. You have minimum work experience, for example in case you have recently graduated from school. Thanks so much to PBR and if you're searching for a project (s) to be done at your house, look no more. You understand that you're the ideal candidate for the work now prove it to the hiring manager! Learn all you need to understand about getting the job that you desire. The Lost Secret of Local Resume Services near Me Land the job that you want now. The Crossroads Career Network, for instance, caters to Christians looking for career opportunities. Your Caregiver Support Coordinator is a certified professional who's devoted to supplying you with useful details about the services and support readily available with you, and connecting you with different resources in your community. Experience List your latest jobs. You are able to browse the list below (which is in no specific order) or hunt for a writer that specializes in your career situation using the links below. Our resume wri ting service is nearly always completely TAX-DEDUCTIBLE! Our site is just one of the most appropriate for essay help. Search for testimonials or endorsements on their site. Local Resume Services near Me Secrets You might not know whether the company has a job opening, but you want them to know that you're available and your experience and talents may be an asset to their firm. Key approaches you have benefited the corporation. Additionally, you are going to obtain an education in self-awareness, personal branding and career management problems that you can leverage over time. Additionally, you may certainly count on my recommendations of your organization.