THE NEWSPAPER
The typical classified section of the newspaper categorizes jobs according to the skill, training, or experience needed. For example, one large Florida newspaper uses the following headings: administrative; accounting/bookkeeping; clerical/secretarial; data processing; domestic; medical/dental; professional; management; financial; insurance; restaurant/lounge; retailing; sales; technical; engineering; trades; and general employment.
Assuming the candidate has done his or her homework and has applied the principles and methods, it becomes a question of scanning the ads in the appropriate category and examining them closely.
You will notice that some of the ads are more descriptive than others. The following examples, taken from current classified sections, provide realistic samples of what you might find:
The first ad, for bilingual workers, is very brief and the candidate would be hard pressed to figure out much about the job from the few bits of information offered. We do know that it involves an employment agency and that they need 500 people with a bilingual language capability. Beyond this, we know that it is shift work. Anything else we might get out of the ad is pure speculation. Is it a telemarketing position? Does it involve translating? Is it full-time or part-time?
When dealing with an ad of this sort, about the only thing that you can do is make a list of prioritized questions before you call the company to make an interview appointment.
This last question may seem to contradict advice presented elsewhere in die book since it is generally unwise to ask about money before a final selection interview takes place. On the other hand, since you have no idea of the wages involved, you must ask this question or risk wasting your time. In any case, asking any of the above questions only makes sense; otherwise, you cannot properly prepare for the interview, and you will place yourself in a very vulnerable position.
It is true that some companies, particularly employment agencies, will not divulge much information at this stage. There are various reasons for this, and some companies are quite adamant on this point; nevertheless, this should not stop you from trying.
The second sample ad, the one calling for "Public Relations," is a bit easier to decipher. Here we know that the employer is a real estate broker and the office is in the vicinity of the "Beach." We also learn that the position involves training, "good" benefits, and a monthly income of up to $1500. Finally, the ad tells us that advancement to supervisor is possible in 12 weeks and that women are encouraged to apply. Yet, in spite of the fact that this ad is more complete than the last, it still leaves more out than it includes.
For instance, "Public Relations" is a very broad term. Does the job involve public contact work? Is it a job soliciting appointments over the telephone? Will the candidate be expected to write copy? On another point, do you have to have a college degree to get the job? Exactly what are the qualifications? We also do not know if the position is salaried or hourly and what the starting wage is.
Then, there is the question of whether the "women encouraged" clause isn't really a directive to discourage men from applying. So, once again, it becomes a matter of making a list of appropriate questions to ask when calling for an appointment.
A word of caution is in order at this point, particularly in this situation. You cannot demand too much more information over the phone, particularly in the area of wages and benefits. They have told you enough in the ad for the time being, lf demand additional information makes it sound as though this is all you care about. At the very least, you may seem pushy.
I recall that I once received a call from a candidate for a job as vice president of operations for a major medical supply company. Almost immediately he began to ask about wages and benefits.
It might seem to the reader that I was being rude or somehow inappropriate in ending the conversation that way, but I had no further use for the caller. The ad in this case was sufficiently clear to indicate that the position was a very responsible one and a person who was so interested in wages and benefits couldn't be trusted to do the job. Presumably, he would spend most of his time thinking about his paycheck and vacations.
The last ad in question recruiting for a marketing research manager, is so complete there is no need to ask any questions in arranging for an interview appointment. It offers a brief but meaningful job description, tells you what basic qualifications are necessary, names and describes the company involved, and tells you what you can expect to be paid. Granted, it is not absolutely complete, but it does explain enough to allow the candidate to decide whether or not he or she is interested in proceeding any further.
Now, there are some ads that you should simply ignore. They are either very misleading or so vague that following up on them will waste your time and energy, or possibly cheat you. The following example is a case in point.
This ad actually tells you nothing about the job it promotes aside from the idea that you can work at home. Beyond this, it is essentially insulting. It presumes that you are so stupid or gullible that you will actually believe that without experience or a particular skill, you will make more per hour than many skilled craftsman or highly trained office personnel.
If you called the number in the ad you would probably discover that it is a telephone solicitation operation where the employee is expected to set up sales appointments for a home improvement company or possibly a vacuum cleaner dealer or some such thing. You are paid on the basis of how many actual appointments you make and whether or not the salesperson closes a sale with your prospect. While it might be possible to make "$10-$15 an hour," the prospects of doing so are so remote it isn't worth the bother. Moreover, you would probably have to use your own telephone, work at inconvenient hours, and put up with a lot of needless aggravation. I will admit that some people might actually enjoy such work or earn enough to make it worthwhile; but, they are the exception rather than the rule.
The obvious reason that this ad is so vague is that the company doing the recruiting knows about the drawbacks in this type of work. They also know that if they spell things out clearly, very few people will apply. So, by being incomplete, they are deliberately misleading.
Occasionally, you will see another ad that is very similar to the telephone solicitation ad. This one promises the same type of hourly wage but it calls for you to stuff envelopes in your home. Once again, you are soliciting, only this time it is through the mail. And, as frequently as not, you are expected to furnish your own stamps!
The basic rule of thumb is that if an ad is so vague you have no idea of what you would be applying for, don't bother with it.
