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Job ads: reading between lines
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Checking out job advertisements is popular with executives worldwide. But though the activity is universal, is the same true of the advertisement? Are executive positions in different countries advertised in the same way? A comparison of the jobs pages of The Times of London, Le Monde of Paris and Germany’s Frankfurter Allgemeine Zeitung suggests not.
First, what UK job seekers consider an essential piece of information – what the post pays – is absent from French and German adverts. It is often left to applicants to raise this themselves. In contrast, most British advertisements mention not only salary, but also other material incentives including a car and fridge benefits. French or German advertisements rarely refer to these.
The attention given to rewards in the UK indicates the importance of the job and its responsibility. In France and Germany, that information is given by the level of experience and qualifications demanded. Salary can be assumed to correspond with this.
If France and German adverts are vague about material rewards, they are precise about qualifications. They usually demand “a degree in …”, not simply “a degree”. In Germany, for example, a technical director for a machine tool company will be expected to have a Dipl.-Ing degree in Mechanical Engineering.
French advertisements go further. They may specify not just the type of grande ecole degree, but sometimes a particular set of institutions, these being the most famous grandes ecoles.
All this contrasts with the vague call for “graduates” (or “graduate preferred”) which is found in the UK. British companies often give the impression that they have a particular type of applicant in mind, but are not sure about the supply and will consider others. Their wording suggests hope and uncertainty, as in this advertisement from The Times: “Whilst educational standards are obviously important, a large measure of personal enthusiasm is likely to secure the success of your application.”
In the UK qualifications beyond degree level make employers nervous, but in France and Germany it is difficult to be “overqualified.” Many people in German executive boards have doctorates and French regard five or six years of intensive post- baccalaureat study at a grand ecole as ideal training. British managers are not selected primarily for their intelligence, as managers are in France, or for their expert knowledge, as in Germany. Instead, the British give importance to social, political and leadership skills.
This difference also shows in the personal qualities mentioned. British advertisements stress energy, ability to communicate and motivate. German advertisements like achievement, but it tends to be less personality-driven. German companies want candidates with sound knowledge, experience and competence in their field. They rarely recruit novices as do British employers. French advertisements refer more to intellectual qualities like analytical aptitude and independence.
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Even the tone of the job advertisements is different in the three countries. By French and German standards, British advertisements are very exciting. They attract young executives with challenges such as: “Are you reaching your potential?”, whereas French and German advertisements are boringly direct, aiming to give information about the job rather than to sell it.
All this points to three different conceptions of management. The French regard it as intellectually complex, the Germans as technically complex, and the British as interpersonally complex. But they agree on one thing: it’s complex.
Now complete the chart with the information each country provides in its advertisements.
| UK | France | Germany | |
| Salary | 1. essential piece of information | 2. not mentioned | 3. not mentioned |
| Material incentives | 4. | 5. | 6. |
| Degrees/qualifications | 7. | 8. | 9. |
| School attended | 10. | 11. | 12. |
| Personal qualities | 13. | 14. | 15. |
| Tone of job advertisement | 16. | 17. | 18. |
| Conceptions of management | 19. | 20. | 21. |
UNIT 2
WRITING A RESUME AND COMPLETING AN APPLICATION FORM
Writing a resume
A resume describes your background and qualifications in more detail than does a letter of application. It may be enclosed with such a letter or given to an employer before or during an interview. A good resume is neat, well organized, and easy to read. Most are about one or two pages long.
Begin your resume with your name, address, and telephone number and indicate the kind of job you are seeking. Then list your work experiences, beginning with the most recent. Give the names and addresses of past employers, dates of employment, and a brief description of your duties and functions. Indicate any skills you have that relate to the job you are seeking. Also mention any related volunteer work or other activities.
Next, list the names and locations of all schools and training programs you have attended since high school. Include your attendance dates and major subjects plus any degrees, diplomas, certificates, and honors you received. Finally, list any hobbies, travel experience, or other information that applies to the job you are seeking. Be sure to date your resume to show how recent the information is.
Many employers ask for the names and addresses of personal references – that is, persons the employer may contact to learn more about you. Some job applicants list three or four personal references in their resumes. Other applicants indicate that such references are available on request.
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Before you write the first line, you will need to decide whether you want to write a chronological or functional resume.
The chronological resume highlights your employment history by dates, starting with the most recent. A chronological resume is good for those who have a strong work history. Employers often prefer a chronological resume, because it is specific and lists your work experiences.
A functional resume lists your experiences under key skills. A functional resume is good for persons who have limited work experience, because it emphasizes skills rather than job experience. It highlights strengths and hides weaknesses. A functional resume is also good for someone who has too much work history. Foe example, a waiter who has worked in 45 different restaurants over five years may need to use a functional resume, which would highlight his experiences without making it look like he drifted from job to job with no purpose. Although most employers prefer the chronological resume, the above reasons explain why functional resumes may need to be used instead.
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Chronological
JANE
HORVATINEC 1918 Holly Lane
Des Plains, Illinois 60016
| PROFESSIONAL OBJECTIVE EDUCATION |
(708) 528-1982
To secure a position in the field of telecommunications utilizing both voice/data skills and oral/written communication skills. Opportunities for advancement also desired.
DeVRY Institute of Technology - Lombard, Illinois Bachelor of Science in Telecommunications Management Graduation: June 1992
Grade Point Average: 3.8/4.0
National Dean's List/Dean's List
President's List
| COURSEWORK |
| Related Courses · Voice Communication Systems Data · Communication Systems · Voice/Data · Transmission Network Systems · Evaluation BASIC Programming · Regulations and Tariffs Laboratory experience over 500 hours. |
| Hardware/Software · IBM PC · Tektronix Data Analyzer · SL-1 PBX · Lotus 1-2-3 · DBase III Plus · Microsoft Project |
EXPERIENCE
March 1991-Present
Ameritech Credit Corporation - Rolling Meadows, Illinois Equipment Remarketing Representative
• Test, configure, and refurbish used telecommunication equipment
• Interface with secondary market vendors
• Responsible for large inventory of PBX and key systems
April 1990-March 1991
Hensley Heating and Cooling, Inc. - Addison, Illinois Office Manager
Supervised and dispatched service staff
Trained new employees
Analyzed accounting records and budgets
Initiated account of inventory
Invented computer payroll program
Developed proposals for HVAC work
December 1989-Aprll1990
Sears Teleconsumer Resource Center - Downers Grove, Illinois Customer Service Representative
• Investigated and resolved customer order problems
• Assisted supervisor with managing of team
• Trained new team employees
PERSONAL
Member of color guards and drill teams over the past 13 years. 1986 Rifle Sergeant for The Accents of Sheboygan Color Guard.
REFERENCES Available upon request.
Functional
TERENCE C. BURKE
118 West Avenue
South Plainfield, New Jersey 07080
(908) 432-1961
EDUCATION
| June, 1992 Grade Average 3.8/4.0 |
DeVry Institute of Technology, Lombard, Illinois Bachelor of Science, Telecommunications
| Principles of Telecommunications Voice Communications/Lab* Voice/Data Transmissions/Lab* Data Communications Systems/Lab* Tariffs/Regulations* |
| COURSES Business Writing Accounting I, II, III Project Management Purchasing |
| Network Systems Admin.* Psychology Public Speaking Economics Managing Change |
* Total combined lab time 600 hours
SKILLS
| Knowledge of: Experienced with: |
| Traffic Analysis X. 25 Protocols Request for Proposals Moderns |
| Key Systems Network Topologies Oscilloscopes Digital Multimeters |
| OSI Models PBXLan's Test Leads RS-232c |
WORK EXPERIENCE
| Muhlenberg Regional Hospital Plainfield, New Jersey |
| March, 1991 -October, 1991 Dietary Host |
American Fire & Safety Corporation North Brunswick, New Jersey
April, 1989 - February, 1991 TrainingSupervisor/Safety Counselor
| Brickforce Accounting Agency Edison, New Jersey |
| October, 1988 - March, 1989 Data Entry Clerk |
SENIOR PROJECT
Reconfigured a network for a Tell Lab company which involved pulling down cables, configuring existing LAN, converting token ring to Ethernet, developing systems documentation and technical drawings, and making recommendations.
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