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• Job Application Documents

How to Write a Job Application Essay

Last Updated: April 9, 2024 References

This article was co-authored by Shannon O'Brien, MA, EdM and by wikiHow staff writer, Jennifer Mueller, JD . Shannon O'Brien is the Founder and Principal Advisor of Whole U. (a career and life strategy consultancy based in Boston, MA). Through advising, workshops and e-learning Whole U. empowers people to pursue their life's work and live a balanced, purposeful life. Shannon has been ranked as the #1 Career Coach and #1 Life Coach in Boston, MA by Yelp reviewers. She has been featured on Boston.com, Boldfacers, and the UR Business Network. She received a Master's of Technology, Innovation, & Education from Harvard University. There are 8 references cited in this article, which can be found at the bottom of the page. This article has been viewed 196,828 times.

Many employers now require a writing sample, or job application essay , to accompany all applications or résumés — even if writing is not a significant part of the position. The goal of the job application essay is to ensure that applicants have the right communication skills for the position offered. Sometimes, potential employers will provide a specific topic or series of questions for your essay to respond to. However, you may also be asked to provide an essay with no guidance whatsoever. Either way, approach the essay seriously so that it highlights the skills and assets you could bring to the company. [1] X Research source

Outlining Your Essay

• If you don't know much about the company, do a little research on it before you start writing. You might look at their website or do a general internet search with the name of the company to see if any news articles or other reports come up. Go beyond the four corners of the job listing so that you understand who will likely be reading your essay.
• If there's anything in the job listing or essay requirements that you don't understand, contact the employer and ask about them. Employers are often impressed by applicants who clarify the employer's intent rather than making assumptions.

• For example, if you're applying for a position in sales, you might want to write an essay about your ability to tailor your pitch to specific clients and close the deal. If you have the ability to be more creative, you might tailor your essay to "sell" yourself directly to the employer.

• For each of your points, think of a specific example you can relate briefly that illustrates the point. For example, if you've described yourself as a "team player," you might include an example of how you came in on your day off to complete some of the more monotonous tasks that no one else wanted to do so a project could be completed ahead of schedule.
• It's a good idea to have more than one example in your outline for each point, even if you only end up using one. That way, if you start writing something and it ends up not working as well as you thought it would, you'll have a back-up handy.
• Brainstorming can be difficult. If you find yourself churning over the same thoughts, stand up and take a break for a few minutes. Step outside or go for a walk to clear your head, then come back to it.

• For example, if you want to describe how you increased sales in a specific quarter, you would want to state specifically how much you increased sales. Your former employer may have sales figures that you could ask them for. You might also have that information in your records.
• Wherever possible, use specific numbers and dates rather than making general statements. It's okay to estimate, but make sure your estimate is conservative. Saying you led your sales team to the highest sales in a quarter is impressive — but only if it's true.

Completing Your Rough Draft

• Think of this paragraph as telling the hiring manager what you're going to tell them in the essay. Outline the points you're going to elaborate on in the essay that back up your theme or thesis statement.
• Sometimes it's best to go back and write your introduction after you've written the body of your essay. That way, you can make sure the introduction provides an outline that matches the body.

• If the employer listed specifically what should be included in your essay, follow their order, since that's what they'll be looking for when they read the essay.
• Write in the first person and make yourself the star of any anecdote you include as an example. Use action verbs to focus on what you did rather than focusing on what happened and how you reacted to it. [7] X Trustworthy Source University of North Carolina Writing Center UNC's on-campus and online instructional service that provides assistance to students, faculty, and others during the writing process Go to source

• For example, if you're writing about your skills as a team player, you might note that you discuss doing routine work that others found monotonous so they had time to work on other parts of a project. You could use that detail to move on to a section describing how you're detail-oriented.

• For example, you might write "My business school education, skills as a team player, and focus on detail make me the best candidate to lead your sales team."

Finalizing Your Essay

• For example, you might start by looking solely at punctuation, then read through again focusing on spelling.
• If you find that you tend to repeat a particular error, go through your essay looking for that error specifically.
• If your grammar isn't particularly strong or you're writing in a language other than your native language, have someone else read over your essay as well.

• If you find that you stumble over a sentence while reading aloud, that's a sign that your writing could be clearer. Work with your text until you have something that you can read aloud with ease.

• If the prospective employer did not specify a length, try to keep your essay under 2 double-spaced pages. Remember that hiring managers are busy and don't have a lot of time to read a long, rambling essay.
• Eliminate all unnecessary words or sentences that aren't relevant to the subject of your essay. The majority of your sentences should be short, declarative sentences with action verbs.
• Apps such as Hemingway ( http://www.hemingwayapp.com/ ) or Grammarly ( https://app.grammarly.com/ ) can help you identify portions of your essay that are more difficult to read. Both of these apps have a free version that you can use to edit your text.

• Working backward is particularly helpful for noticing spelling mistakes, especially hard-to-catch homophone errors, because you're seeing the word out of context.

• It may also help to print your essay in a different font or font size than what you used to type it. This breaks your brain's familiarity with the text, which can make typos and other errors more noticeable. Just remember to change the font back after you print it.

Job Application Essay

Expert Q&A

• Give yourself plenty of time to work on your essay. Ideally, you should plan to work on it over the course of at least two days, so you have the time to set it aside after writing before you move to the editing and proofreading stage. [15] X Research source Thanks Helpful 0 Not Helpful 0

• Unless you're applying for a position in a political or religious organization, avoid including anything in your essay that identifies your political or religious preferences or beliefs. [16] X Research source Thanks Helpful 0 Not Helpful 0
• Avoid using humor, especially sarcasm or ironic humor, as it can be misconstrued in text. Additionally, humor may lead the hiring manager to believe that you aren't serious about the position. [17] X Research source Thanks Helpful 0 Not Helpful 0

You Might Also Like

• ↑ https://www.monster.com/career-advice/article/writing-sample-job-application
• ↑ https://www.insidehighered.com/advice/2012/04/30/essay-how-write-good-applications-jobs-or-grants
• ↑ Shannon O'Brien, MA, EdM. Life & Career Coach. Expert Interview. 25 May 2021.
• ↑ https://www.govloop.com/community/blog/government-job-application-essays-made-easy/
• ↑ https://writingcenter.unc.edu/tips-and-tools/application-essays/
• ↑ https://writingcenter.unc.edu/tips-and-tools/editing-and-proofreading/
• ↑ https://www.quickanddirtytips.com/education/grammar/proofreading-tips
• ↑ https://www.psychologytoday.com/us/blog/career-transitions/200906/the-dreaded-writing-sample

About This Article

Job application essays can seem scary, but they’re really just an opportunity for you to highlight your skills and explain why you’re suitable for the role. Read the job listing to find out what traits and skills the company is looking for, like time management, working under pressure, and leadership. If you don’t know much about the company, read through its website and do an online search to find articles about its work. In your introduction, you’ll want to to describe yourself and introduce the main points you’ll be making. Then, write a paragraph for each trait or skill. Use real life examples from previous jobs, your recent studies, or extracurricular activities to support your points. For example, you could highlight your leadership skills by talking about a time you led a group project that exceeded your targets. For more tips, including how to write a compelling conclusion for your job application essay, read on! Did this summary help you? Yes No

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• Cover Letters

How to Write a Job Application Letter (With Examples)

What Is a Job Application Letter?

Tips for writing a job application letter, how to get started.

• Writing Guidelines
• What to Include in Each Section

Simple Formatting Using a Template

Tips for writing an effective letter, sample job application letter, sending an email application, review more letter examples.

Do you need to write a letter to apply for a job? Most of the time, the answer is yes. Even when employers don’t require a job application letter , writing one will help you highlight your skills and achievements and get the hiring manager’s attention. The only time not to send one is when the job listing says not to do so. It can help, and it definitely won't hurt to include an application letter with your resume.

A job application letter, also known as a cover letter , should be sent or uploaded with your resume when applying for jobs. While your resume offers a history of your work experience and an outline of your skills and accomplishments, the job application letter you send to an employer explains why you are qualified for the position and should be selected for an interview.

Writing this letter can seem like a challenging task. However, if you take it one step at a time, you'll soon be an expert at writing application letters to send with your resume.

Melissa Ling / The Balance

Before you begin writing your job application letter, do some groundwork. Consider what information you want to include, and keep in mind that space is limited.

Remember, this letter is making a case for your candidacy for the position. But you should do more than just regurgitate your resume. Instead, highlight your most relevant skills, experiences, and abilities.

Analyze the Job Posting

To include the most convincing, relevant details in your letter, you'll need to know what the employer wants.

The biggest clues are within the job advertisement, so spend some time decoding the job listing . Next, match your qualifications with the employer's wants and needs.

Include Your Most Relevant Qualifications

Make a list of your relevant experience and skills. For instance, if the job ad calls for a strong leader, think of examples of when you've successfully led a team. Once you've jotted down some notes and have a sense of what you want to highlight in your letter, you're ready to start writing.

Writing Guidelines for Job Application Letters

Writing a job application letter is very different from a quick email to a friend or a thank-you note to a relative. Hiring managers and potential interviewers have certain expectations when it comes to the letter's presentation and appearance, from length (no more than a page) and font size to style and letter spacing . Keep these general guidelines in mind, but always stick to any explicit instructions in the job listing or application portal.

Length: A letter of application should be no more than one page long. Three to four paragraphs are typical.

Format and Page Margins: A letter of application should be single-spaced with a space between each paragraph. Use 1-inch margins and align your text to the left, which is the standard alignment for most documents.

Font: Use a traditional font such as Times New Roman, Arial, or Calibri. The font size should be between 10 and 12 points.

What to Include in Each Section of the Letter

There are also set rules for the sections included in the letter, from salutation to sign-off, and how the letter is organized. Here's a quick overview of the main sections included in a job application letter:

Heading: A job application letter should begin with both your and the employer's contact information (name, address, phone number, email), followed by the date. If this is an email rather than an actual letter, include your contact information at the end of the letter, after your signature.

•   Header Examples

Salutation: This is your polite greeting. The most common salutation is "Dear Mr./Ms." followed by the person's last name. Find out more about appropriate cover letter salutations , including what to do if you don't know the person's name or are unsure of a contact's gender.

Body of the letter: Think of this section as having three distinct parts.

In the first paragraph , you'll want to mention the job you are applying for and where you saw the job listing.

The next paragraph(s) are the most important part of your letter. Remember how you gathered information about what the employer was seeking, and how you could meet their needs? This is where you'll share those relevant details on your experience and accomplishments.

The third and last part of the body of the letter will be your thank you to the employer; you can also offer follow-up information.

Complimentary Close: Sign off your email or letter with a polite close, such as "Best," or "Sincerely," followed by your name.

• Closing Examples

Signature: When you're sending or uploading a printed letter, end with your handwritten signature, followed by your typed name. If this is an email, simply include your typed name, followed by your contact information.

• Signature Examples

Overwhelmed by all these formatting and organization requirements? One way to make the process of writing a job application easier is to use a template to create your own personalized letters. Having a template can help save you time if you are sending a lot of application letters.

Be sure that each letter you send is personalized to the company and position; do not send the same letter to different companies.

• Always write one. Unless a job posting explicitly says not to send a letter of application or cover letter, you should always send one. Even if the company does not request a letter of application, it never hurts to include one. If they do ask you to send a letter, make sure to follow the directions exactly (for example, they might ask you to send the letter as an email attachment or type it directly into their online application system).
• Use business letter format. Use a formal business letter format when writing your letter. Include your contact information at the top, the date, and the employer’s contact information. Be sure to provide a salutation at the beginning and your signature at the end.
• Sell yourself. Throughout the letter, focus on how you would benefit the company. Provide specific examples of times when you demonstrated skills or abilities that would be useful for the job, especially those listed in the job posting or description. If possible, include examples of times when you added value to a company.

Numerical values offer concrete evidence of your skills and accomplishments.

• Use keywords. Reread the job listing, taking note of any keywords (such as skills or abilities that are emphasized in the listing). Try to include some of those words in your cover letter. This will help the employer see that you are a strong fit for the job.
• Keep it brief. Keep your letter under a page long, with no more than about four paragraphs. An employer is more likely to read a concise letter.
• Proofread and edit. Employers are likely to overlook an application with a lot of errors. Read through your cover letter, and if possible, ask a friend or career counselor to review the letter. Proofread for any grammar or spelling errors.

This is a job application letter sample.  Download the letter template (compatible with Google Docs or Word Online) or read the example below.

Sample Job Application Letter (Text Version)

Elizabeth Johnson 12 Jones Street Portland, Maine 04101 555-555-5555 elizabethjohnson@emailaddress.com

August 11, 2024

Mark Smith Human Resources Manager Veggies to Go 238 Main Street Portland, Maine 04101

Dear Mr. Smith,

I was so excited when my former coworker, Jay Lopez, told me about your opening for an administrative assistant in your Portland offices. A long-time Veggies to Go customer and an experienced admin, I would love to help the company achieve its mission of making healthy produce as available as takeout.

I’ve worked for small companies for my entire career, and I relish the opportunity to wear many hats and work with the team to succeed. In my latest role as an administrative assistant at Beauty Corp, I saved my employer thousands of dollars in temp workers by implementing a self-scheduling system for the customer service reps that cut down on canceled shifts. I also learned web design and timesheet coding, and I perfected my Excel skills. 

I’ve attached my resume for your consideration and hope to speak with you soon about your needs for the role.

Best Regards,

Elizabeth Johnson (signature hard copy letter)

Elizabeth Johnson

When you are sending your letter via email include the reason you are writing in the subject line of your message:

Subject Line Example

Subject: Elizabeth Johnson – Administrative Assistant Position

List your contact information in your signature, rather than in the body of the letter:

Email Signature Example

Elizabeth Johnson 555-555-5555 email@emailaddress.com

Review more examples of professionally written cover letters for a variety of circumstances, occupations, and job types.

CareerOneStop. " How Do I Write a Cover Letter? "

University of Maryland Global Campus. " Cover Letters ."

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Home » Best Application Letter for Job Vacancy: 09 Examples & Sample

Best Application Letter for Job Vacancy: 09 Examples & Sample

Are you looking for a Best Application Letter for Job? Applying for a job can be a long and daunting process, but it’s worth it to get the perfect job that fits your skills and personality. In this blog post. Have you ever been interested in a job that’s not currently advertised? If so, how did you go about applying for it? In this blog post, we’ll be discussing the best way to apply for a job vacancy, even if it’s not publicly advertised. Stay tuned. we’ll discuss the best way to apply for a job vacancy and show you how to make an impression on hiring managers.

Have you been on the lookout for a new opportunity, but don’t know how to get your foot in the door? Applying for jobs can be extremely competitive, so it’s important to make sure your application letter stands out. Here are some tips on how to write an application letter that will impress potential employers!

The first step is to do your research and find out what the company is looking for. Next, tailor your letter to match their requirements. Make sure to highlight your skills and experience, and explain why you would be a good fit for the job. Is the job hunt giving you a headache? It’s time to get organized and start drafting your application letter. The best way to grab the attention of a potential employer is to make sure your letter stands out from the rest. Here are a few tips on how to write an effective application letter for any job vacancy. First, take some time to research the company and the position you are applying for.

For More: Cover Letter for PhD Application: 05 Templets ideas

Table of Contents

Best Application Letter for Job Vacancy

Dear Sir/Madam,

I am writing in response to your advertisement at (website) for a sales representative.”

The advertised position is relevant to my qualification and career interests. Further, I believe I am the type of person you are looking for based on our respective goals.

I enclose my resume along with this letter in response to your advertisement for ____________ at (website). I am writing this letter to present myself as a candidate who matches the qualifications you seek. My background, skills, and previous work experience make me the ideal candidate for this position.

I am excited about your business and hope to be a valuable asset to it in the future. I would like to schedule an appointment with you at your earliest convenience.

Thank you very much for your time and consideration, and I look forward to hearing from you soon. Enclosed is my resume.

Warm regards, Your Name – 714-555-1234″

Best Application Letter for Job Vacancy pdf

I take this opportunity to apply for the position of ___________________. Enclosed is my resume. I am looking for a job position as ________________________ because I think my skills and experience are appropriate for this job. I believe that I can play an integral role in meeting your company’s goals, since _________________________________.

Please consider me for this position. Thank you for taking the time to review my qualifications. I look forward to hearing from you soon.

Best Application Letter for a Job Vacancy

I take this opportunity to apply for the position of Cashier. Enclosed is my resume. I am looking for a job opportunity where I can use my communication and interpersonal skills to help the company grow. I am a hard worker, dedicated and trustworthy individual. Here is my resume for your review. Thank you for your consideration. I look forward to hearing from you soon.

Sincerely, Your Name

For More: Part Time Job Cover Letter: 09 Sample Examples

Best Application Letter for Job Vacancy Sample

I am writing to apply for the above position with Glaxo, Inc. With two years experience in food and pharmaceuticals marketing, I feel my experience has uniquely prepared me to be the best candidate for this job. As you can see from my attached resume, I have excellent negotiation and marketing skills–skills that I put to use every day.

I would like the opportunity to highlight my capabilities and the qualities that distinguish me from other candidates.Therefore, if you would allow me a brief phone conversation to provide further information about my experience and qualifications, I believe I will be able to convince you of my suitability for this position.

I look forward to hearing from you and hope to receive a positive response.

Yours sincerely,

So, what do you think? Have we given you enough information to go out and write an amazing job application letter? We hope so! These tips are tried and true, and if used correctly, will show any potential employer just how awesome you are. Remember to be personal, passionate, and positive in your writing- it will make all the difference. And finally, don’t forget to proofread before hitting send! Now get out there and land that dream job. Do you have any questions about the application process or anything else related to this blog post? Let us know in the comments below.

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275 Recruitment Essay Topics & Examples

Looking for recruitment and selection research topics? This field is very exciting and worth exploring!

🔝 Top-10 Recruitment and Selection Research Topics in 2024

🏆 best recruitment essay examples, 👍 best recruitment essay topics, 📝 interesting recruitment topics to write about, ⭐ dissertation topics on recruitment and selection, 🔎 simple & easy recruitment essay titles, ✍️ recruitment essay topics for college, ❓ research questions on recruitment.

Recruitment and selection are the key factors in building a strong and effective team. In your recruitment essay, you might want to focus on the importance of this processes. Another option is to concentrate on their purposes. Whether you need recruitment topics for a thesis, research paper, presentation, discussion, essay, or a different project, our article will be helpful. In it, you will find everything you might need to write an essay on recruitment. Topics for research papers and essays are collected here together with writing tips.

• Recruitment and selection processes and their importance
• Recruitment process: the factors of success
• Recruitment and selection: compare and contrast
• The role of selection process
• The key methods of selection in HR
• Recruitment and selection: external factors
• The main types of recruitment
• Various models of recruitment and selection
• Measuring the success of recruitment strategies
• Recruiting and its stakeholders
• Recruitment and Selection Process of Apple Company Management is a broad practice that entails the organization and harmonization of activities and practices in a firm especially in regard to the organization’s policies, plans, and objectives.
• Recruitment and Selection in Hospitality Management The process involves reviewing the job and needs for the job identifies the existing gaps in the organization and the need for them to fill.
• Planning Recruitment and Selection in Human Resources Management Human resource management is a very essential function in every organization as it enhances overall efficiency and effectiveness of the organization through smooth running of all the activities and operations that are carried out in […]
• Toyota Motor Corporation: Strategic Human Resource Planning and Strategic Recruitment Strategic human resource management has been described as the process of linking the human resource function in an organization with the strategic objectives of the organization with the aim of improving performance.
• Recruitment and Selection Report Example The core purpose of recruitment and selection is to ensure that only the right person is appointed for the right job.
• Amazon Firm’s Personnel Recruitment and Selection Practices However, it is the responsibility of the junior workers to take specific actions, in line with the policies set by the superiors, meant to facilitate the success of the firm.
• Recruitment and Selection Process of Emirates Airlines – A Case Study To deliver sustained service excellence and effectively manage its staffs, Emirates Airline recognizes human assets as the most crucial and important facets in any service industry. Moreover, the frontline service and general staffs are regarded […]
• Recruitment and Selection Strategies for Coffee Shop To get the best employees, the organization must focus on communicating the vision and the mission of the business to the potential applicants.
• The Recruitment and Selection Process at the Law Enforcement Agency As a result, the selection and recruitment process is a challenge for the agencies to hire qualified human resources who can respond to the requirements of the police services and the provided standards.
• Harrods HR Management: Recruiting and Retaining Employees The training and development initiatives at Harrods lead to career progression as employees feel more comfortable in their work roles due to the internalization of the right mix of skills and abilities.
• HR Managers Challenges: Recruiting Expatriates It is possible to note that, when it comes to training concerning the use of some machinery, software, tools and so on, expatriates can be very effective irrespective of their cultural competence, so-to-speak.
• Recruiting and Maintaining Top Talent Moreover, the book emphasizes the need for managers to harmonize the interest of employees from different generations and align them with the culture and practices of the company.
• Recruitment Challenges in the UAE As a result of the increased competition in the UAE and with every organization competing to meet the world class standards, UAE selects the best human resources mostly non-nationals.
• Employee Recruitment in Educational Institutions In organizations, the purpose of the recruiting and selection processes is to identify and hire the best-qualified candidates to fill vacant jobs.
• Southwood School: Recruitment and Selection The selection process arrangement used by Southwood School to select the most appropriate candidates is the combination of interviewing method, testing and the teaching methods.
• HR Department Selection and Recruitment Functions The job description entails trying to give the purpose of the job, tasks involved in the job, and the entire scope of the job.
• Impact of Organizational Image on Recruitment Process However, the problems of attracting the best people in the market to apply for the jobs that arise have not been fully investigated to determine how the image of the recruiting organisation influences potential applicants […]
• The Beefsteak: Recruiting and Selecting Therefore, it is vital to construct and implement recruitment strategies to ensure the employment of the best candidates for managerial and staff positions. The recruitment strategy for the candidates for positions at the restaurants should […]
• Nepotism in Recruitment and Hiring The main problem in the firm is nepotism, which is evidenced by the hiring of Mary Smith, a daughter of the firm’s boss, as an administrative assistant even though she does not have the skills […]
• Kentucky Fried Chicken Restaurant’s Recruitment Framework The first theory is the person-position theory, which matches the personal and professional qualities of the candidate with the required position.
• Employee Recruitment & Selection Process Job description entails what the office should achieve, roles and responsibilities of the occupier of the office, the person the officer in that office will be answerable to and the remuneration that the office caries.
• Action Plan for Recruiting Teachers The spreadsheet has columns that indicate the goals set at the beginning of the years and the actual performance of the teachers at every juncture.
• Coca-Cola Company Recruiting Mechanical Engineers The process will consist of various strategies to ensure the hiring of the right and competent candidates. The aptitude test will be in form of a proficiency exam or a set of questions on various […]
• Expatriates’ Recruitment in Saudi Arabian Companies Based on the attitude, perceptions and expectations of organizations and foreign workers, this paper seek to establish perceived organization support and organization identification of expatriate workers in Saudi Arabia.
• Recruitment of Foreign Nurses and the Effect on Healthcare Systems The issues revolve around the rights of the nurses as individuals, the effects of brain drain caused by the relocating nurses to the country of origin and whether a developed country like the United States […]
• Equal Opportunity Policy in Recruitment and Selection It has therefore become essential for The British government to recruit nurses from Africa, Asia and the Caribbean in order to substitute the already ageing population of indigenous nurses.
• Problems Facing Police Departments in Recruiting and Retention People think that as the time goes along, no or little increase in the salary does not satisfy the employees of police departments and compel them to leave the job.
• Technology in Recruitment and Communication This paper looks at the use of technology in recruitment and also examines the significance of technology based recruitment to the study of organizational communication.
• E-Recruitment The appeal of E-recruitment is that if not only increases the productivity of HR personnel but it also significantly cuts the cost of the recruitment process and saves time. The CIPD elaborates that e-recruitment necessitates […]
• Human Resource Management: Recruitment Process in Healthcare Regardless of the power to hire and fire, the nursing staffs in the institution are cognizant of the financial implication of being dismissed from the institution.
• First Impression in Recruitment The presentation of the applicants documents are used to create an impression of the kind of a person the applicant is.
• Concept of Recruitment Model in HRM First, job analysis has to be done which involves the following; establishing the relevance of the job analysis, listing the characteristics of the personnel to be hired, selecting the job in question for analysis, gathering […]
• Employee Recruitment Through Social Media The only thing that the employers need to do to reach the potential employees is to post the jobs on the social media sites.
• Analysis of Recruiting at Bowles Hollowell Conner & Co Based on the education and work experience of the applicants, the report provides the top three people who are the best suited for the company.
• Recruitment and Retention of Correctional Staff Unfortunately, most of the prisons in the United States are facing numerous challenges that have the potential to disorient their objectives.
• “Reengineering the Recruitment Process”: Summary The article appeared in the March–April 2021 issue of Harvard Business Review. It raises an acute topic of recruiting under the current conditions, including COVID-19.
• Human Resource Management: International Recruitment Basic assumptions indicate that every employee contribute towards organization growth, hence development of organization culture.
• Analysis of Recruitment Strategy in Ya Kun’s Organization The primary mission of HR is to determine the sincerity and honesty of the recruit and their attitude towards work shifts.
• Talent Management: Recruiting the High Potentials This does not only keep the organisation on the competitive edge but also help to encourage the talented employee to achieve the goals of the company.
• Coffee Shop’s Recruitment and Staffing The progress of the coffee will be a great determinant in the subsequent employee recruitment plans that the company would probably seek to adopt.
• ABC marketing Company Recruitment and Selection Processes According to Huselid, It should however be noted that, a number of companies that fail in the process face a lot of difficulties and rather than inviting success for the company or organization, the recruitment […]
• Job Analysis and Recruitment Process Moreover, he personnel has to define the time frame, establish the tools for measurement of success of the exercise, establish other players in the recruitment process, define the skills and knowledge specific fro the job, […]
• Abu Dhabi Accountability Authority Recruitment Process As a result, the manner in which the process is carried out is paramount and may have a significant impact on the overall output of the human resource department.
• Recruitment Scenarios: Experiences This ensures the firm hires quality staff who will meet the client’s demands and ensure the continuity of the business in years to come.
• The Impact of Recruitment and Selection on Staff Retention It contains the job title, the rank of the employee, and a description of the employees’ roles and duties. The impact of recruitment on screening The term recruitment refers to the procedure of identifying the […]
• Recruitment Techniques in HRM The use of the right recruitment technique enables an organization to reduce recruitment costs, find the best talent and reduce the time needed to hire new employees.
• The Internet as the Recruitment Platform In addition, the online recruitment saved the job applicants the cost of recruitment in terms of transport, meals, and other expenditures.
• Organizational Policy for the Recruitment Process One of the positives of the implementation process is in the encouragement of workers to shift roles within the company or department provided the move is in line with their career plans and they have […]
• Recruitment and Selection in management The key to effective and hence successful recruitment and selection is to ensure that the criteria of suitability to the job are overt and relevant to the job itself.
• Internet Recruiting In spite of the increased use of internet in the department of human resource, few researches have been involved in investigating the outcomes of internet in HR processes.
• Artificial Intelligence for Recruitment and Selection As a result, the hiring process has changed considerably, and it is crucial to comprehend how social media and technology affect it. In conclusion, technology and social networking have had a big impact on both […]
• Java Corp’s Recruitment and Selection Plan When a company is examining several applicants for this important position, the right recruiter could be a huge advantage and a helpful partner in the talent acquisition process.
• Diversity Recruiting in Multinationals The workforce will also involve a cultural and social mix of people that promotes employee engagement and retention. The multinational will be better placed to understand and observe cultural, legal and social differences.
• Recruiting Strategies in the Technology Industry Once I have identified the type of candidates I need and which will fit best within the organization’s culture, it is time to start looking for them.
• Recruiting and Retaining the Nursing Staff Although the techniques’ intentions are admirable, it was determined that none are vital due to the lack of information on the relative costs or efficacy of different staffing tactics and the scant proof of their […]
• Recruiting, Hiring, Training, and Evaluating a New Administrative Assistant In the context of the assistant’s evaluation, it is also necessary to use the correct frequency of the assessment and the use of incentives for meeting the given criteria.
• Virtual Recruiting Operations and Tools However, virtual recruitment is limited by a surplus of unqualified applicants, difficulty in measuring effectiveness, informality, stiff competition in the labor market, and the ability to attract fraudulent and wrong candidates.
• Digital Recognition for Top Talents Recruitment Therefore, launching a platform that will recognize talent and attract them to work in the company can be in great demand.
• The Exxon Mobil Firm’s Recruitment Methods The Exxon Mobil Corporation works in the energy sector and produces and develops natural gas and crude oil. Exxon’s recruiting methods are fair and in keeping with the economic and political circumstances of the modern […]
• The Internationally Educated Nurses Recruitment The recruitment of IENs offers a suitable and long-lasting solution to the nursing requirements in Canada and relevantly meets the healthcare delivery goals of the country.
• Billing Clerk Job Description and Recruitment The essential duties of the billing office in the hospital will include the following: Process the bills settled by the customers, collect the payments from the customers and do a billing report to the management […]
• Selection and Recruitment in the School Sector For teachers, the strategy entails the creation of a Priority Placement Pool that is centrally maintained and given preferential consideration for all openings.
• Recruitment and Orientation in Medical Office Once hired to the organization, it is vital to offer training and ensure they have a perfect orientation to the organization, other workers, and their duties.
• Current Recruitment Strategy at WeCare As a general rule in human resource management, an employee retention rate of 90% or higher is considered good for an organization, which implies that the turnover rate should have a maximum of 10%.
• Employee Recruitment and Retention Factors To develop a robust benefits program, knowing what the employees need and want is good. There is a need to provide benefits that make employees see some growth potential in the organization.
• Expatriate Recruitment and Selection That is why the managers sent to the Zurich office will need to carefully review the plans for their work trip and demonstrate active participation in implementing them.
• Employer Recruitment’s Role in Organizational Success This paper discusses the strategies associated with the recruitment of employers, how training and development of activities contribute to the success of an organization.
• Silicon Valley Company Recruiting and Selecting Employees Despite the fact that the company was intended to hire employees in various countries and aimed at the residents of each, the results show that the majority of them are the United States citizens who […]
• Nurses’ Recruiting and Retaining One of the burdens of the nursing profession is the need to work long hours, some of which sometimes take up half of the entire day.
• Analysis of Meta’s Recruiting Options When the company opens new branches in other locations, it uses recruitment agencies to find suitable candidates for the open positions.
• The Supreme Court Chief Justice Position: Recruitment Plan Afterward, the Chief Justice of the Supreme Court must be appointed by the President, with the following approval by the Senate. As a result, fairness and the absence of bias in court judgment will be […]
• Recruitment Sources and Their Pros and Cons The major advantage of the source is that numerous people use social media, and the vacancy will be seen by numerous specialists. For this reason, it is critical to consider the advantages and disadvantages of […]
• Recruiting Team Members: Motivational Manager To attract an appropriate candidate for the position of Motivational Manager, it is essential to evaluate motivational techniques and theories that may help perceive a vacancy as desirable, develop a job posting promotional introduction on […]
• Prevalent Concerns in the Recruiting Process Nevertheless, fairness or diversity, attracting the right candidates, the establishment of a strong employer brand, engaging qualified candidates, and efficiency are prevalent concerns in the recruitment process.
• Negligent Recruitment in McDonald’s Legal Case If a McDonald’s fails to vet a worker before hiring them thoroughly and they cause harm to others, the corporation may be held accountable for their conduct.
• Federal Judges: Recruitment and Appointment of Judges The U.S.senior judges refer to the retired professionals who wish to continue their services to serve the law. If the Senate does not approve the nomination, the candidate returns to the president for a re-nomination.
• Diverse Healthcare Workforce: Employee Recruitment, Selection, and Retention From the perspective of employee recruitment, selection, and retention, it can be addressed through the particular attention to college students who will work in the field of healthcare in the future.
• “Problems Recruiting Volunteers” by Hager & Brudney As the authors of the article state, “motivation to volunteer is the individual question; recruitment of those volunteers is the organizational one”.
• Personnel Recruitment and Retention Cornel Cooperative Extension aims to increase productivity and encourage employees to enrich organizational culture.
• Personnel Recruitment: Research Project The employer needs to conduct a complete study of the cost of labor, supply, and demand for highly skilled workers of the right profile, changes in work motivation, and other factors in the movement of […]
• LIFEbeat: Recruiting and Training Volunteers The preventive interventions in the form of talks are supposed to help young people resist negative influences, the urge, and potential pressure to participate in risky behaviors.”Touring, Talking, and Taking Action” is the slogan that […]
• Internet Recruiting and Job Posting: Amazon, Schneider, Indeed, Simplyhired and CapraTek This presentation assesses the various job postings and sites overview of such companies as Amazon, Schneider, Indeed, Simplyhired, and CapraTek.
• Demographic and Technological Factors in Recruitment Companies can use technology to improve productivity and collaboration practices in the workplace. Communication breakdowns in the workplace can lead to delays, errors, and inefficiencies within the organization.
• Social Networks and Recruitment The phenomenon of recruiting new employees through social networking both targeted at building work relationships and non-related to business has attracted researchers’ interest.
• Innovative Recruiting Approaches As a result, the level of competition for talents in this industry is high, and HR managers need to adopt rather unique and innovative strategies and approaches in order to attract professionals.
• Replacing the Police Chief: Spanning’s Recruitment Plan Thirdly, due to the political and non-reforming nature of some of the council members, Spanning had another advantage of performing proper background vetting and presentation of the appointee to the council.
• The Social Networking Sites: Drawbacks in Recruiting As most of the experienced staffs rarely use social networks, organizations using it for recruitment may not have a chance to get them.
• Criticism of the Police Recruitment Method This paper will criticise the police recruitment process and the criteria used in the selection of police officers, particularly the use of background investigation to determine a participant’s integrity and personality testing using psychological tests, […]
• Roles of Organizations in the Recruitment of Nurses in Saudi Arabia There are some questions that have been asked time and again in the world of nursing, and the role of this research, is to try and bring the answers to the minds of people, who […]
• Recruiting and Social Networking The main themes of the article identified in the memo can be summarized into three distinct points: Legal issues Authenticity of information available Personal profile management and self-marketing The first theme derived from the article […]
• Hiring Employees: Modern Recruitment Practices to Consider My recommendation is that a candidate’s credentials should be examined carefully and the recruiters should be professionally trained in order to handle the recruitment process efficiently.
• Police Recruiting and Hiring in Jurkanin’s Article He likens police work to sports because it requires officers to be highly dedicated to their duties. Police officers need to acquire advanced skills to help them deal with different crimes that happen in areas […]
• Recruitment in Health Care Industry Applications for the post should be given a deadline and measures taken to ensure there is equality and objectivity in receiving the application.
• Corrections Recruitment and Retention The recruitment of correctional officers is faced with several challenges as a result of retention of the qualified and experienced staff is of great importance.
• Recruitment and Selection Principles and Stages It means that planning the further expansion or the functioning of the firm, managers should possess a high level of awareness of the existing pool of specialists to guarantee that there are no employees with […]
• Employee Recruitment and Selection: Bonuses for Work and Compensation Method In this case, the job analysis done for the position of an operational processes manager will be the guide to creating the perfect and balanced pay plan for the right candidate for the position.
• Recruitment Steps of Administration Finally, an organization performs an evaluation and assessment task of all the possible strategies that can be applied in the specific recruitment process.
• Outback Steakhouse: Recruiting, Selection and Retention This process is essential to Outback steakhouse because the best candidates are selected through this process thus enabling the company to stay ahead of competition. Outback steakhouse restaurant has been successful in the recruitment and […]
• Employment Recruitment Process: Red Hot Chilli Restaurant They will be writing down the orders for either food or drinks and passing them to kitchen. They will be collecting meals from the kitchen and taking them to the correct table.
• Recruitment and Selection: Child Employment A school aged child is any child under the age of 16 years. A child of this age or below can only work under a written permission of the parent.
• Approach to Job Description for Effective Recruitment The overall purpose of having an analysis of the job is to establish the relatedness of the job and several procedures involved e.g.training, selection, compensation and appraisals.
• Recruitment Procedure for Oceana Air The recruiting sources depend on the type of the job, company guiding principle, availability of qualified candidates, and cost of the recruiting process.
• Friendly Financials: Recruiting, Selection, Retention After hiring the best, it is up to the company to make sure that the best stays with the company for a longer time.
• U.S. Military Transformation History: Recruiting From 1776 to Nowadays The transformations in recruitment under a diversified program have also worked to improve opportunities for the minorities within the society Another major factor that led to widening the diversity of military personnel was the need […]
• Terrorist Recruitment Process: Who Joins and Why The September 11th attack in the New York marked a turning point for the approach towards terrorism both for the terrorist organizations and the United States; and indeed the world.
• Payroll: Recruitment and Selection The author also provides the framework for the assessment of those skills and capabilities of the candidate which will be considered while taking decision on this position.
• Staffing Levels: Recruitment and Selection The objective of the staffing review is to identify the need for staff and to decide the qualities and skills required for the post and to make recruitment and selection processes.
• Recruitment Strategies and Organizational Culture Illustrating the recruitment strategies used by the United Technologies Corporation and Trilogy companies it might be assumed that the recruitment in each of them is not just a priority, but it is a mission of […]
• Shortfalls in Recruiting and Retention: New York Police The primary purpose of the trade union is to conclude a collective agreement and then overhaul employment relations between police officers and employers.
• Recruitment & Selection. Sales Manager Job Analysis Following are the key functions to be performed by the company’s sales manager: The sales manager will be the link between the company and its customers.
• Recruitment Practices Types and Effectiveness The human resource policies of firms have a direct impact on the business and they are essential for achieving the business goals.
• How Terrorist Have Financial and Recruitment Growth Since 1980 Before searching for the source of financial and recruitment growth of terrorists since 1980, it will be important to identify the most notorious terrorist groups. The story of Hezbollah and the Iranian government teach this […]
• Recruitment and Selection Survey, Methods of Attracting Applicants Sourcing from within would be good for the department because the recruited candidate will not need to be oriented about the company and its organizational culture, and thus save the department a lot of resources […]
• Employees Recruitment in Companies Review: A review of the staffing plan, the budget, skills required and whether the job is permanent or temporary should be done.
• Liberty Engineering Recruiting Recreational Vehicle Surveyors This paper seeks to analyze the case of recruiting employees for a government project by Liberty Engineering Co after the company won the bid knowing afterward that it is difficult to recruit the needed employees […]
• Discrimination in Recruiting & Promotional Aspects: Tanglewood Company As required, the writer has assumed the role of an independent consultant retained by the Board of Directors Of Tanglewood Co.to examine and report on aspects of professed racial bias in the Company and suggest […]
• Recruitment Agencies and Graduate Job Seekers This methodology will test an idea that might get the recruitment agencies to be more interested in assisting students to get a job through them.
• ABC Services: Recruitment and Selection The most common problem faced by assisted living facilities in the US is paradoxical because the number of assisted living facilities is increasing in the country and the number of personnel required as a staff […]
• Selection Strategy in Recruitment of Animators However, given the complexity of the position and the role of the prospective employee in the film’s success, it would be best to use several strategies to ensure a balanced assessment.
• Employees Recruitment and Selection: Personality Tests It is different from the attainment tests because it helps to predict the performance of the person, whereas the attainment tests focus on the person’s achievement in the past.
• Recruitment and Retention in the Australian Context When the right people are not placed in the right positions the organization faces the problem of a higher employee turnover ratio.
• Solving the Supreme Problem: 100 Years of Selection and Recruitment The article “Solving the Supreme Problem: 100 Years of Selection and Recruitment at the Journal of Applied Psychology” provides a summary of the research into recruitment and selection over the journal’s history.
• Talent Recruitment at Marks and Spencer To fulfill this goal, good practice in talent recruitment and the current approaches in place in Marks and Spencer will be analyzed, and recommendations for improvement will be provided based on results. Some of the […]
• Effective Recruitment and Retention Program Such models encourage HR managers and leaders to implement powerful recruitment and retention measures that resonate with the changing demands of both the industry and the identified individuals.
• Recruitment Ethical Issues: Jeffrey Lay’s Case The bank is interested in the deployment of its organizational capabilities, which is directly related to the success of a new team.
• Google Inc.’s Talent Recruitment and Retaining It represents a variety of personal qualities that contribute to the quality, productivity, and timeliness of the provided service. Stands for communication skills and the ability to present a point to others in an efficient […]
• Monitoring & Control Center’s Creative Recruitment First of all, MCC is responsible for management, organization, and utilization of the “systems of monitoring and control devices in vital places, facilities, and public and private establishments as well as analyzing the data provided […]
• Strategies for Recruiting of Practice for Disability Employment The primary goal of the authors is to discuss the role of HR specialists in the process of “enhancing the employment rate of people with disabilities” and to consider approaches to recruiting, engaging, and retaining […]
• Recruiting New Staff: Criteria and Guidelines The number of errors made during the manufacturing process should be seen as the first ground rule to establish in the context of a manufacturing firm.
• Employee Recruiting and “Fitting” the Company To ensure organizational “fit” of an employee, his or her knowledge of the company’s culture can be determined during an interview, by proposing scenarios and inviting the employee to respond to them. The two main […]
• Musanada Company’s Recruitment Practices and Ethics The line manager conducts the interview with the assistance of the director of the related department and the recruitment specialist. When the interview panel approves the candidate, the recruitment specialist calls the candidate to request […]
• Designing a Recruitment Program for the WA Police This is one of the advantages that this strategy can bring to the recruiters. This is one of the arguments that can be advanced.
• Human Resource Recruiting, Testing, and Selection The HR strategy is tightly connected to the mission and vision of the organization. The number of lawsuits is likely to decrease, as the employees work more efficiently and make the customers satisfied.
• American University in the Emirates’ Student Recruitment To discover the specifics of the AUE student recruitment strategy. To discover the competitive advantage of the AUE.
• Recruiting vs. Retraining in Hospitality Industry To compare recruitment and retraining of staff in the hospitality industry, the paper looks at various aspects associated with the merits and demerits associated with any of the approaches adapted A firm might consider recruiting […]
• The Specific Recruitment Methods Identification Employees recruited through this method are usually proven in same management capacities in other companies with immense wealth of experience as those in internal referral systems or even more.
• Recruitment Officer: Professional Development It is possible to distinguish the following communication methods that can be applied by an HR professional. It is possible to focus on the following areas.
• Recruitment Strategies and Workforce Planning The recruitment agency is the last identified recruitment strategy in the matrix used by the health care organizations to ascertain and employ personnel.
• Job Analysis, Recruitment and Selection Techniques This means that every measure taken in the process of optimizing the work of employees should be adjusted to the duties and terms of the work of a definite employee.
• Information Technology Position: Recruitment Plan A resources plan as part of the job analysis process at BITTCORE.com can identify arising issues related to factors like the growth of the job holder, the value of the job, the effect of the […]
• Parsons Brinkerhoff Firm Recruiting Construction Manager To attract a large number of applicants, the company will advertise the position in the newspaper. To be successful, the company will take into consideration the existing laws in the foreign labor market.
• Recruitment and Retention in the Healthcare Sector The article discusses best practices for the recruitment and retention of employees in the health care sector. Besides, it is important to make changes in the delivery of health care services.
• The Office Assistant Company’s Recruitment Strategy It helps everyone on the interviewing panel to understand the goals of the organisation and how recruiting can have an impact on the organisation.
• Recruiting, Developing and Retaining Staff The experience of a given teacher is considered to create appropriate teams capable of supporting the learning needs of the children.
• Management of Recruitment and Retention In this paper, special attention will be paid to such ideas as the establishing of flexible work schedules, employee empowerment through life-long learning, and communication encouragement for managers to succeed in recruitment and retention of […]
• Poverty as a Factor of Terrorist Recruitment In spite of the fact that there is no evidence to state that the relationships between poverty and terrorist recruitment are positive, direct, and causal in their nature, researchers still pay much attention to analyzing […]
• Blossom Children Nursery Recruiting Foreigners The essence of the legal requirements is to ensure that the institution employs individuals with legitimate qualifications, and to meet the various legal requirements because the company takes the responsibility of the conduct of the […]
• Human Resource Practices: Recruiting and Staffing The area of recruiting and staffing was chosen for the analysis of recent trends and subsequent provision of recommendations for change.
• Employing an Intern: Recruitment and Training When recruiting an intern to work in the HR department, the job description and specification suggested below can be utilized. Duties of the Intern: Renewal of job descriptions and requirements;
• Recruitment and Selection Techniques For any company, and especially those working in highly competitive environments, it is crucial to ensure that the people who are selected to become part of the firm are reliable, capable of performing duties, and […]
• Discrimination During the Recruitment Process The recruitment stage is the point at which employers evaluate candidates and make decisions on the acceptability of the individual in the labor market.
• Suitable Recruitment Methods for Company One of the challenges during the expansion of a company is the recruitment of new staff. The three effective recruitment methods recommended for the company are internship recruitment, graduate recruitment and open public recruitment.
• Manufacturing Division’s New Recruitment Methods The first aspect should involve the appraisal of the resources of the department, including the HR staff available for the recruitment.
• Midwest Education Inc. Recruiting Software Developers According to the head of the HR department of the division, there is an urgent need to find employees who would be simultaneously highly professional software developers and creative individuals; there is also the requirement […]
• Talent Planning, Recruitment, and Selection Finally, business-specific operational features can also trigger the search for new talents; seasonal production peaks, new projects, and business expansion will require new employees to be recruited.
• Motors and More Company’s Recruitment and Retention Plan Therefore, it is possible that some members of the team will be unable to adapt and will leave the rapidly progressing company.
• Tyson Foods Company’s Discriminating Recruitment In the meantime, in order to avoid additional expenses associated with the trial procedures, it agreed to pay the compensation to the involved parties.
• Graduate Employees Recruitment in Aviation Industry The current study is limited to the review of the selection and recruitment of graduates in the aviation industry. Employers in the aviation sector adopt a number of strategies to select and recruit graduates.
• Afya Hospital’s Recruitment of Volunteers One of the processes that need improvement in Afya Hospital is the management of the recruitment of volunteers. The third objective is to streamline the process of empowering volunteers to perform well in the hospital.
• Management Positions and Proper Recruitment In particular, an individual who is to be hired in a museum company in the current operating environment must have credible knowledge of the maintenance and expansion of cash collections.
• Universities’ Recruitment Strategies
• Volunteers Recruitment and Managment
• Teachers Recruitment in Impoverished School Districts
• The Effectiveness of Recruitment and Selection Strategy
• Google Company’s Recruitment and Retention Strategies
• Job Study: Recruitment and Selection
• Labor Law: MEGAQUIPMENT Company’s Recruiting Techniques
• Google’s Innovation and Recruitment Management
• UAE Recruitment Agency’s Business Plan
• The Bearing & Noodles Company: Human Recruitment in China
• Recruitment and Selection: HR Competency Models
• Recruitment: Why Men Still Get More Promotions Than Women?
• Recruiting an Employee: Procedure and Requirements
• How Is Political Recruitment Gendered?
• Recruitment and Selection Process Analysis
• E-Recruitment Implementation in Saudi Arabia
• Staff Recruitment and Retention in Healthcare Management
• HR Management: Legal Selection and Recruitment
• Recruitment Strategies – Global Business Management
• Human Resource Management: Recruitment
• Recruiting and Retaining Student and Talented Employees
• Human Resources Recruitment Strategies in the Education Sector
• Management of Human Resources: Sound Recruitment and Selection Systems
• E-Recruitment: Analysis of Current Trends
• Are Social Networking Sites Good Recruitment Sources
• Change Management in Recruitment
• The Recruitment of Employees and Discrimination
• Final Selection and Recruitment
• HRM Practices at Atkins: Training, Development, and Recruitment
• Recruitment and Selection Strategies
• HR Approach in Recruiting Senior Managers
• Recruitment and Selection Strategies Recommendations
• Stephen Taylor and Emma Perry on Online Recruitment
• Recruitment Concept in an Organisation
• Recruitment Process Stages
• Recruitment in Israel vs. the UAE
• Recruiting in Al-Andalus School
• Recruitment and Selection Process
• E-Recruitment Strengths and Weaknesses
• E-recruitment Advantages and Drawbacks
• Web-Based Recruiting Practices and Benefits
• E-Recruitment Advent: Pros and Cons
• International Student Recruitment Program
• How Can the Objective of Equality at Work be Promoted through Recruitment and Selection?
• Effective Recruitment and Transnational Managers
• Social networking sites for recruiting and screening job candidates
• Models and Concepts of Recruitment
• An Innovative approach to recruitment and selection
• Introduction Interviews and Staff Recruitment
• Recruiting Job Applicants
• Recruitment Practices: Different Levels of Qualifications
• Recruitment and selection practices at Sunshine Steel (China and Australia)
• How and Why the Notion of ‘Psychological Contract’ Can Be Applied To an Employer’s Recruitment and Selection Process
• Deloitte Company Recruitment Process for Graduate Program
• Procedures of the Recruitment Process
• Explore the Process of Recruitment and Selection of Staff in Casinos, in Las Vegas
• Implications of the Credit Crunch on Recruitment and Selection, and Training and Development
• HR Management in the Hospitality: Recruitment Process
• Talent Management and Recruitment
• Standard life’s recruitment & selection procedure
• E-recruitment Development and Process
• Melbourne: Army Recruitment
• Employee Recruitment: Information and Recourse Management
• People Resourcing: Fairness During the Recruitment
• The Role of Social Media in Recruitment
• Rio Tinto Company Recruitment Programs
• Human Resource Planning and Recruitment
• Recruitment, Selection and Onboarding
• Personnel recruitment and Retention
• Management Team Recruitment and Selection of Employees
• The Internet as a Method of Recruitment
• Recruiting a Manager for a New Organization
• Concepts of Match on Recruitment
• Forecast Staffing Requirements and Develop Recruitment Tools
• Recruitment and Staff Selection Recommendations
• Organizational Psychology Role in Recruiting
• What Is Meant by Recruitment?
• What Are the Seven Steps of Recruitment?
• What Are the Types of Recruitment?
• Why Are Recruitment and Selection Important?
• What Are the Three Phases of Recruitment?
• What Is a Good Recruitment Process?
• What Are the Two Sources of Recruitment?
• Can Recruitment and Selection Methods be Chosen to Promote Equality at Work?
• Can Recruitment Improve the Organizations Performance?
• What Is the First Step in the Recruitment Process?
• What Is End to End Recruitment?
• What Are the Five Recruitment Strategies or Methods?
• What Is the Difference Between Recruitment and Selection?
• What Are the Policies of Recruitment?
• Does Branding Impact Student Recruitment?
• What Is the Difference Between Recruitment and Staffing?
• What Is Positive Recruitment?
• How Do Organistaions Plan Their Recruitment Process?
• How ‘Person Job Fit’ and ‘Person Organisation Fit’ Affects Recruitment Strategy?
• How Recruitment and Selection Are Tied to Strategic HRM?
• What Is the Difference Between Talent Acquisition and Recruitment?
• Does Recruitment Fall Under Talent Management?
• How Recruitment and Selection Strategies Influence Business Success?
• How Social Media Affects HR Practices in Recruitment?
• How the Latest Advances in Technology Have Impacted on the Recruitment?
• How Do You Fix Recruitment Issues?
• What Is the Biggest Challenge in Recruiting?
• What Are the Issues in Recruitment and Selection?
• What Causes Poor Recruitment?
• Chicago (A-D)
• Chicago (N-B)

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Motivational Letter Writing Guide + Examples for 2024

You’re about to apply for the job opportunity of your dreams.

You’ve worked hard, and you can’t wait to take the next step in your career.

All that’s left for you to do is write a motivational letter.

But writing a motivational letter can be nerve-wracking.

Two hours and three coffees in, you’ve scrolled through your Facebook newsfeed (twice), watched one episode of the last season of Game of Thrones, sent angry tweets to its creators, and donated for the knee surgery of two dogs. 

You go back to your open Word doc, and all you’ve managed to write is, “This program seems like fun” or “I’ll totally be a great fit for your organization.”

Don’t worry! We’re here to help.

In this article, we’re going to cover:

• How to Write a Motivational Letter, Step-by-Step
• A Great Example of a Motivational Letter
• Useful Motivational Letter Tips

What Is a Motivational Letter?

A motivational letter, sometimes also called a letter of motivation, is a formal letter that you might have to submit when applying for an educational program or a job. Its goal is to show the hiring manager or admissions officer why you’re the perfect candidate for the position.

Motivational letters are typically submitted alongside your CV or resume . Unlike a cover letter, which gives practical examples of how your skills and experience match the opening, a motivational letter focuses more on your personality, interests, and motivation to apply.

When Do You Need a Motivational Letter?

A motivational letter is usually required when an organization wants to gauge your enthusiasm, cultural fit, and motivations for a particular opportunity.

There are a few situations when you might need to submit a motivational letter, such as:

• You’re applying for an educational program.
• You’re applying to work at a non-profit organization or mission-driven company.
• You’re applying for an internship in a competitive field.
• You’re applying for a volunteer position at a charity or non-government organization.
• You’re applying for a grant, fellowship, or some sort of scholarship .

No matter the situation, a motivational letter serves to express your distinct driving forces and convey your enthusiasm for that specific role, program, or opportunity. That’s why, done right, a motivational letter can convince the reader to go through your application in detail.

However, if the specific position doesn’t explicitly require a motivational letter or other written statement, you might be better off learning how to write a cover letter instead. Cover letters can be a great addition to your application and help you stand out from other candidates who are only relying on their resumes.

How to Write a Motivational Letter

Now that you know what a motivational letter is, it’s time to write your own.

Just follow the steps we’ve outlined, and you’ll be done in no time:

#1. Address Your Letter Appropriately

Your motivational letter should include a header with all the necessary contact details.

For starters, this means you should include your contact information , such as your full name, email address, phone number, and any other details that might be necessary for your application.

Additionally, you should include your intended audience’s contact details. Depending on where and what you’re applying for, this might be either a hiring manager or an admissions officer.

To establish a connection with the reader, include a personalized greeting instead of the generic “To Whom It May Concern.” To do that, you have to find out who the hiring manager or admissions officer is.

Start by doing a bit of research. Review the job listing, the program’s official page, or the application instructions. If you can’t find their name there, check the organization’s website and look for a staff directory.

Once you have their name, address your motivational letter professionally . We recommend using an identifier followed by their last name. But if you’re not sure about their title or gender, you can just use their full name, too. For example:

• Dear Mr. Smith,
• Dear Dr. Singh,
• Dear Cameron Smith,

Just avoid informal greetings like "Hey, John!" – your motivational letter is still meant to be a formal document.

#2. Stick to the Program Requirements

Writing a captivating motivational letter is all about showing the hiring manager or admissions officer how you meet the requirements for the position.

To help get the ball rolling as you start drafting your motivational letter, ask yourself: 

• What kind of applicants are usually admitted to the program? 
• How do you fulfill the requirements?

First, you need to know the exact program requirements and explain how your background and strengths align with the outlined criteria.

Comb through the details the organization has provided about the ideal skills, experiences, qualifications, or personal qualities they’re looking for in a candidate. Maybe they want someone proficient in data analysis , or they’re prioritizing candidates who are passionate about the industry.

Just remember –  you don’t have to highlight how you meet all the listed requirements if your application already includes a detailed academic CV . Just identify the top three to five requirements and give concrete examples of how you meet each.

Here’s an example:

Requirement: Minimum 2 years of volunteer experience

“I was a medical volunteer in Namibia for three years. It’s one of my most fulfilling adventures and transformative experiences so far since I am passionate about helping others. I believe it broadened my horizons and made me more resilient.”

#3. Align with Their Values

Your motivational letter should explain what drives you and show the reader how you share their organization’s values.

Take time to thoroughly research the organization , its culture, objectives, and driving forces. Find what resonates with your own beliefs and goals and mention it in your motivational letter.

But don’t just randomly sprinkle keywords into your letter. Instead, thoughtfully use your passion to build a narrative that shows how your values align with the institution’s mission. 

Be sure to give concrete examples. For instance, if the company values sustainability, you might want to share an anecdotal example, such as:

Values: Sustainability, Climate Action, Nature Conservation

I have a deep passion for nature conservation, and I have volunteered extensively with environmental organizations, especially in restoring local wetland habitats. I also practice eco-friendly habits in my professional life by advocating for reducing workplace waste and single-use plastics.

#4. Express Genuine Interest

Above all, your motivational letter should demonstrate that you really want to be there.

That said, there is a fine line between pleading and showing intelligent interest while also selling yourself. Generic statements can come across as insincere and unmotivated. Instead, write about what really attracted you to the opportunity.

Be as specific as possible and express your passion without necessarily begging them for a chance. For example:

• I would love to live in Aberdeen because I’m fascinated by Highlander culture, and I’m excited to dive into the city’s rich cultural heritage and vibrant community dedicated to the arts, music, and preserving Scottish traditions.
• It is my dream to be part of the Environmental Science Master's program because of its cutting-edge research in sustainable energy solutions and marine conservation efforts, which align with my passion for protecting our planet's ecosystems.

Specific examples and details show you've invested time learning about the organization, which helps your genuine passion shine through your motivational letter.

#5. Personalize It

While showcasing how you meet requirements is crucial, don't be afraid to let some of your personality and voice shine through.

Use descriptive adjectives to paint a fuller picture of who you are beyond just your credentials. Are you an endlessly curious, lifelong learner? A creative problem-solver? Passionate about how technological advancements can be used to increase sustainability?

Let your distinct character and values shine through to make your motivational letter more memorable and help differentiate you from other applicants. This can convey important soft skills and give the reader a glimpse of the person behind the qualifications.

Just make sure you’re still presenting a polished bit of personality and keeping it relevant to the opportunity. For example, if you’re applying for an MA in mathematics, don’t mention your passion for historical re-enactment.

Are you applying for an academic program? Learn how to write an academic personal statement here.

#6. Don’t Just Recap Your CV

Using your motivational letter to simply summarize your CV is a wasted opportunity. If the application requires a motivational letter, they’re looking to get to know you beyond the required stats and qualifications. 

The person reading your motivational letter is looking for the context around your motivations, passions, and aspirations. So, instead of just listing credentials, expand on the driving forces behind your experiences and decisions.

If you’re applying for a master's program, for example, mention your relevant undergraduate coursework, but also explain what sparked your interest in this specialization and why this path is personally meaningful. So, if you’re a History undergrad, elaborate on how volunteering at the archaeology museum made you pursue a graduate degree in Museum Studies and Curatorship.

Here’s a practical example of how that might look:

As a History undergraduate, my passion for preserving and sharing our cultural narratives was sparked by a semester-long museum internship. Working alongside curators as they brought ancient artifacts and stories to life through compelling exhibits opened my eyes to the vital role museums play in education and connecting communities to their roots.

This experience solidified my drive to pursue museum studies at the graduate level, where I can develop professional expertise in responsible collection stewardship, thoughtful exhibition development, and engaging public programming that keeps our shared histories vibrant and accessible for all.

Getting your documents ready for that application? Learn how to write a resume with our detailed guide.

#7. Convey Your Ambitions

Your motivational letter should express your ambitions and aspirations just as much as your relevant achievements . Admissions committees and employers who ask for motivational letters want to clearly understand both your goals and how this opportunity aligns with them.

Share your vision for how you plan to apply the knowledge, essential skills, or experience you'll gain. If it's a job, explain how it will prepare you for further career growth and impact in that field. For an academic program, discuss how you aim to contribute to cutting-edge research or become a leader and mentor.

Don't be afraid to think big - motivated candidates often have big goals of driving innovation, making a difference, or pushing boundaries in their discipline. Just make sure your aspirations are realistic and show that you have a plan and are truly invested in this path for the long term.

Here’s an example of how you can convey your ambitions in your motivational letter:

My long-term goal is to become a leader in sustainable urban design and planning that seamlessly integrates green infrastructure into the built environment. This master's program will equip me with the interdisciplinary skills to develop eco-friendly architectural solutions and climate-resilient city policies that prioritize environmental conservation alongside economic growth and social equity.

#8. Don’t Lie

One of the biggest mistakes you could make while writing your motivational letter is lying.

If you write anything remotely false, the reader will likely sense it. When you lie, you’re likely to unconsciously exaggerate your feelings and ideas. If you tell a fake story or inflate your excitement or achievements, you won’t get anywhere.

Your dishonesty is likely to be exposed and severely damage your credibility, leading to an immediate rejection.

Honesty and integrity are essential to writing an effective motivational letter. The goal of this document is to truly reflect who you are, why you’re the best match for this opportunity, and what you hope to achieve.

Don’t worry if you think your life so far just isn’t impressive enough to write a captivating story. No matter where you’re coming from, you can show the reader your unique perspective, personal growth, and unwavering determination to pursue your passions.

#9. Use a Motivational Letter Template

If you want your motivational letter to make a striking first impression, presentation matters.

A basic black-and-white document from a text editor will hardly stand out. Instead, try one of our professionally designed motivational letter templates for an attention-grabbing solution!

Novoresume offers modern, eye-catching templates that can give your motivational letter a polished look. You can even use the resume builder to match your motivational letter to one of our sleek resume templates for a coherent application.

Save precious time on formatting and create a visually flawless application in no time!

How to Structure a Motivational Letter

You’ve got the gist of how to write a motivational letter down, but it’s just as important to know how to structure it.

If your motivational letter is a messy, haphazard series of unrelated paragraphs, it simply won’t make the cut. You need your motivational letter to tell a coherent story, and this is where the structure comes in.

The whole process will probably require a few drafts until you get to the perfect, polished motivational letter. You might have to move around paragraphs or sentences until you have the ideal story that compliments your application, so don’t worry if you don’t get it right the first time.

Let’s look at what each motivational letter looks like and includes:

#1. Contact Details

Start by adding all the relevant contact information at the top of your motivational letter.

Here’s what to include:

• Full Name. Place your first and last name at the top of the page.
• Professional Title. Match your professional title to the specific position you're aiming for. E.g.: if you’re applying for a Ph.D., write “Ph.D. candidate”.
• Email Address. Include a professional and straightforward email address. We recommend sticking to something that combines your first and last name.
• Phone Number. Include your phone number and add the dialing code in front if you’re applying overseas.
• Location. Adding your city and state/country is more than enough.
• Relevant Links. Optionally, you can include links to any relevant websites or social media profiles, such as a portfolio, a blog, a LinkedIn profile , etc.

Then, add the contact information of the admissions officer or hiring manager reading your motivational letter, such as:

• Organization’s Name. Start with the name of the organization to which you're sending your application.
• Recipient’s Name. If possible, find the name of the exact person who's going to be viewing your application, such as the hiring manager or the admissions officer for the department you're interested in. Check the organization’s website to get a head start.
• Recipient’s Title. Always address the reader professionally. For example, if they’re a professor or doctor in their field, use the appropriate identifier.
• Location. Provide the exact address of the organization you’re applying to. Include the city, state, country, and street number, and even specify the building if necessary.

#2. Introduction

Begin your motivational letter with a strong introduction.

The first few sentences need to be attention-grabbing – do this through a short, engaging pitch about yourself and why you are applying.

Here’s what you can include:

• A summary of who you are and what you do.
• Details about what you’re applying for and where.
• A prelude to the bulk of your motivational letter.

Remember - this part only needs to include the general reasons behind your application, since you’ll have the opportunity to make a deep dive later on in the body of your motivational letter.

Let’s look at an example of what your introduction could look like:

Dear Dr. Octavio,

My name is Jane Doe, and I would like to express my interest in applying for the Ph.D. Robotics program at Columbia University. I’ve always dreamed of becoming a robotics engineer and contributing to advancement in the field, and I believe that a Ph.D. in Robotics from this university would set me miles ahead of reaching my goal.

The body of your motivational letter is where you get to really sell yourself.

It’s also where the bulk of your text is going to be, so it determines your motivational letter as a whole.

There are two things you should keep in mind when writing this section of your motivational letter: the paragraph structure and the paragraph contents.

Generally, there are two main paragraph-based structures for your motivational letter.

First is the classic, three-main-paragraph structure, where each paragraph accounts for your introduction, body, and conclusion. If you’re using a storytelling approach for your motivational letter, we recommend sticking to this one.

However, if you want to be more factual and to the point, we recommend trying the seven-paragraph structure. It divides the main body of your motivational letter into smaller paragraphs according to your main points, where each discusses a specific achievement, experience, or aspiration.

Use the body of your motivational letter to mention the stories behind your achievements, essential skills , and passion for whatever you’re applying for.

This is the right place to be as detailed and factual as possible. Give concrete examples of what motivated you to apply for this position, and show how that directly relates to what the organization is looking for in a candidate.

Here are some sentences you can paraphrase and use to help you write the body of your motivational letter:

• My passion for [field] started when [experience] . 
• I want to [join this organization] because [ motivation] . 
• I have been part of [relevant organization or field] for [amount of time] . It’s the best thing for me because [reason] .
• I remember once when I [experience] , which made me realize that I [gained interest in the specific field] .
• [Organization or program] resonates with me because [specific reason] .
• What distinguishes me from my peers is [something you’re proud of] .

Let’s look at a brief example of how this is put into practice.

I developed my passion for digital marketing during my internship at XYZ Inc. Working for a small startup allowed me to gain surface-level experience in most digital marketing channels. Now, I would like to deep-dive and gain advanced know-how by attending the Buffalo College Marketing program.

#4. Conclusion

After finishing the body of your motivational letter, it’s time to wrap it up and send it in.

Use this section to briefly summarize your main points and remind the reader why you’d be a great fit for the organization or program you’re interested in.

Then, mention your overarching career goal and how that aligns with their organization’s mission.

Finally, thank the reader for their time and sign off on your motivational letter. Here’s an example:

Therefore, I believe that my strong academic foundation in environmental studies and hands-on fieldwork experience are qualifications that position me to make outstanding contributions to your master's program. I believe that the knowledge I gain in the Sustainability and International Relations program will play a pivotal role in my mission of shaping innovative policies and scientific solutions to combat climate change and protect our planet's biodiversity for future generations.

Thank you for considering my application. I look forward to the opportunity to join UCLA in the fall semester.

George Maxton

How to Format a Motivational Letter

Always review your motivation letter carefully and stick to any stated requirements or guidelines for your application.

Organizations will sometimes include formatting specifications, like word count or page limits, or even questions they want you to answer in your motivational letter.

If you’re writing a motivational letter for an academic program, you can usually find this information on the admissions requirements webpage or within the provided application materials. 

For job applications, these details are usually listed on the job ad or in the company's job application portal.

Always follow these rules exactly as stated. Going off script could get your application immediately rejected since it shows you’re either not attentive or you’re not taking the opportunity seriously.

If, on the other hand, there aren’t any guidelines for your motivational letter, we recommend you follow these tips:

• Keep your motivational letter one page long.
• Use a clear structure with concise paragraphs to make your letter easy to skim.
• Choose a professional font like Lora or Roboto and make sure it’s sized 11-12 pt.
• Set your page margins to one inch on all sides so your page doesn’t look too cluttered or too empty.
• Include the date you wrote your motivational letter for an extra professional touch.
• Use powerful words and action verbs (“designed” and “conceptualized”) instead of cliched phrases (“helped with” and “managed”).
• Smoothly connect your thoughts through transition words.
• Proofread carefully for any spelling or grammatical errors.
• Include a professional closing line like "Sincerely" at the end of your text.
• Print your motivational letter out and sign it, or send it as a PDF to preserve your formatting.

Motivational Letter Example

Let’s look at an example of a great motivational letter for a Ph.D. program at Harvard University and go through just what this candidate does right:

The candidate’s letter to Harvard University’s Department of Political Science starts by addressing the person in charge of admissions for the Ph.D. program they’re interested in.

The general requirements for the Political Science program are:

• Being research inclined
• Having a demonstrated passion for politics
• Showing above-average performance during undergraduate studies 

The values of the university they’re applying to are integrity, education, respect, and accountability.

The candidate’s motivational letter is neatly divided into a total of five paragraphs, of which three make up the body of the text.

Here’s how they highlight their motivation:

• They know the history of the university and share the same values.
• They’re genuinely excited and passionate about the program and the school.
• They show what their qualifications are and how they’ll be a great fit for the program.
• They explain what they hope to achieve if they get the opportunity to study at Harvard.

Essentially, the candidate has listed all their qualifications through a personal story. After reading this letter, the admissions officer will feel like they know the candidate adequately, especially since they have communicated who they are by highlighting how they match everything the Ph.D. program is looking for in an applicant.

Need more inspiration? Check out our 60+ cover letter examples for different professions.

Key Takeaways

You’ve made it to the end of our guide!

Now, you know everything there is to know about motivational letters. We’re confident you’re a shoo-in for that position you have your sights set on!

But before we go, let’s quickly sum up what we’ve covered so far:

• A motivational letter is a formal document that’s usually required when applying for university admissions, a non-profit organization, or a volunteer position.
• Motivational letters are different from cover letters since they focus more on your interests, passions, and ambitions than on your skills and achievements.
• Generally, there are two ways to structure your motivational letter, depending on whether you want to tell a story or factually go through all the points that make you an ideal candidate.
• The introduction of your motivational letter should be brief and immediately grab the reader’s attention. Use it to tell them who you are and why you’re interested in applying for the specific opportunity.
• Always do your research on the specific program or organization. This can help you show genuine interest and convey your aspirations for the future in this field.
• Make your motivational letter stand out by using one of Novorésumé’s templates and giving the admissions officer or hiring manager a gorgeous first impression.

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Write a Job Description That Attracts the Right Candidate

• Whitney Johnson

It’s often an overlooked step in the hiring process.

If you think the job you’re hiring for hasn’t changed in the last five years, or even in the past year, then it’s probably just about the only thing in your organization that hasn’t. Job postings should be reevaluated and rewritten every time you need to hire. The author offers four suggestions for composing and positioning a job description: 1) Know what you need now, but also envision the future. 2) Understand the hiring context. 3) Avoid limiting language. 4) Think about meaning.

Far too many organizations miss golden opportunities to bring onboard best possible talent for the tasks at hand — and those of the future. When it’s time to recruit, hire, and onboard, the most common approaches are routine and rote, prone to misjudgment and error. The process is costly and, in the end, unfruitful.

• WJ Whitney Johnson is the CEO of Disruption Advisors, a tech-enabled talent-development company and author of Smart Growth: How to Grow Your People to Grow Your Company .

Partner Center

Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
• Technical Writer Job Description  
• UX Designer Job Description

Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

How to Write a Job Description: Data-Driven Results

We gathered cold, hard facts from a sample of the top performing job descriptions across our seven markets. Here’s what we found out.

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Learn how to write job requirements and understand the recruiting potential of doing it well.

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Country: Russia

City: All Moscow

Moscow Jobs

Organization: United Nations Educational, Scientific and Cultural Organization

Added: Wednesday, 24 April 2024

Deadline: Thursday, 23 May 2024

Organization: International Labour Organization

Added: Tuesday, 16 April 2024

Added: Thursday, 21 March 2024

Added: Wednesday, 30 August 2023

Added: Tuesday, 25 July 2023

Organization: UNHCR (United Nations High Commissioner for Refugees)

Added: Thursday, 04 May 2023

UN Jobs : how to build a career in United nations

Getting a job in the UN is a dream for many people, as a UN job is an amazing chance to grow both professionally and personally while getting priceless experience. Working for the UN, one should expect working in a team of international experts, competitive salaries, and great career opportunities. So, let's have a more detailed look at job types offered by the UN and clarify how to become a part of this powerful organization.

But the main question is “ how to get a job at the un ” without spending 10 years to achieve this dream ?

UN Career Jobs Opportunities

The issues the UN deals with are numerous, as well as jobs offered by this organization. Due to this, a person of almost any age and qualification can find something suitable. In fact, your perspectives are great, as if you will be lucky enough to get a UN job, you will have a chance to work in a team of the best professionals, all having one noble aim: to make our planet a better place to live. Besides, specialists for many positions are usually hired internationally, so it's better to be ready for relocations, which is an amazing chance to see the world. If you are ready to work in a team, client-oriented, ready to learn and improve your skills, and a good interlocutor, you are welcome to choose one of the jobs offered by the company. According to Gilles Sereni, the strength of the UN system lies in the diversity of the people working together to add to the well-being of the entire humanity. So, there are several staff categories for those looking for a job to get acquainted with, including 

• Professional and higher categories;
• General Service and related categories;
• National Professional Officers;
• Field Service;
• Senior Appointments.

Requirements for every of those differ greatly. For instance, specialists for higher and professional categories are usually hired nationally, and it is impossible to find a position in this category that doesn't require a degree, and at least some work experience.

Speaking about the second category, one can find secretarial, administrative, or different types of trade work there. Besides, a high school diploma and good physical condition are essential. A candidate should have several years of work experience in the field he/she has chosen. Specialists for this category are usually recruited locally.

Then comes the National Professional Officers. People are hired locally as well. It is necessary for a person to have an excellent knowledge of local culture, language, and national institutions. Child protection, human rights protection, medicine, and more - that's what you'll have to deal with choosing a job from this category. Work experience is also essential.

Specialists from the Field Service category are usually hired internationally. So, if you are striving to find a job in this category, you should understand that you'll have to be super mobile and relocate a lot. Minimum requirements for positions from this category include a High School diploma and work experience (for some jobs). For some positions, a candidate should have at least six years of work experience.

As you can see, your career here will fully depend on your decisions and effort. You will have a chance to choose between various career paths, including management, science, public information, administration, telecommunication technologies, security and safety, logistics, and so on.

How to Start the UN Career

If you love our planet and people and are eager to change the world for better, you will certainly find an ideal job for yourself in the UN. This organization is a huge employer , offering numerous career opportunities not only for experienced professionals but also for those who are just looking for a dream job. Competition is usually fierce, as there are often many candidates for the same position, which is proof that UN jobs are desirable and popular. Nevertheless, it's possible to become a UN worker. But be ready to prepare for it, as it may not be as easy as people eager to start a career in the UN usually expect. Now, let's have a look at the main steps you'll have to do to start the UN career .

• Prepare . The best way to start is to browse the United Nations official website to get a better understanding of what you are offered. This may be super helpful for those who do not yet understand what they are looking for. On the website, you will have a chance to get acquainted with a list of job openings, areas, and qualifications required. Information is everything, so be prepared.
• Choose the staff category . As we have already mentioned, there are several staff categories to choose from. So, the next step is choosing the category. You should take into account your skills and interests, as well as work experience (it's essential for some jobs).
• Make sure you have enough experience and qualification for the position chosen . Understandably, each position has a set of requirements you should meet for your application to be considered. Sometimes candidates don't pay attention to the requirements relying on luck. It's completely wrong, as in this case people just waste their time applying. We'll discuss general requirements a little bit later.
• Register an account . Having selected a job, you should proceed to the next step - registration. To register a personal account, you'll have to provide some personal information (like your date of birth, your name, email, etc). You'll also have to provide some information about your qualification. And the last step is to create a user name and a password.
• Choose a job and apply. Think twice whether you meet all the requirements not to waste your time for nothing. You can apply for as many positions as you like. Instead using CV, you will need to use forms as UN p11 form (personal history form) .  The applying process is not a complicated one, you just have to follow the instructions.
• Wait for an interview invitation . Having applied for a job (or several), all you have to do is wait. You will be able to check the status of your application in your account. Be attentive, as only those selected for an interview will be informed about the result.

There are several programs designed to help young people to find a career path in the UN. One of the most popular is the Young Professionals Programme (we'll discuss it a little bit later).

Main Requirements for Candidates

As we have previously mentioned, there are different applying requirements for UN positions. But there is a list of requirements that are the same for all the jobs offered by the UN. The first and most obvious one is fluency in several languages (or at least in one). To be able to apply for any of the UN job openings, an applicant should have a good knowledge of either English or French. If you are fluent in additional languages, it will be a huge plus for you and will certainly increase your winning chances.

The next requirement is education. To apply for a better position,  one should have at least a bachelor's degree or higher. If you want to get a lwer-level position, a high school diploma and several years of experience will be enough.

And last but not least - your experience. This factor is super important, especially if there are many candidates. It completely depends on the position you have selected, but those eager to get more well-paid positions should have a few years of work experience in the corresponding field. Actually, requirements for work experience are different, you may need from one to twelve years of work in the field or even more to get a job.

What is the Young Professionals Programme (YPP)? How to Apply?

This program is certainly the best choice for young people who want to get a job in one of the biggest and most influential in the world. Having selected this option, you will start your career as an international civil servant. So, how to become a participant in this program? First of all, you should check whether your country can participate, as some countries are not allowed. Then, browse the jobs available to select the one to suit your tastes and ambitions. The applying procedure is easy in the extreme. So, if you have found the position of your dream and completely sure you meet all the requirements, you simply have to stick to the procedure we have previously described. Another thing worth mentioning is that the application is not enough to become a participant. If selected, the company will inform you about it and invite you to pass the exam. Without this part, you won't be allowed to start working.

Speaking about general requirements, an applicant shouldn't be older than thirty-two. A university degree is also required. Similarly to other UN jobs, Young Professionals Programme requires fluency in English or French. There are often many people competing for the same position, so work experience may also be taken into account. So, use all your options to increase your chances of getting a job in the UN, as this company is the one doing a great job for all the people of our planet. Although it may not seem easy from the first sight, you will be rewarded with lots of knowledge and experience difficult to be found anywhere else.

UN Jobs FAQ

Getting into the UN may be challenging, so it's better to be fully aware of all your options and understand the potential problems you may face. The first step is research. Browse the official website to get acquainted with the company's ideology and its job openings. If you are sure you want to contribute to the well-being of humanity working in the UN, you are welcome to choose a position you like the most (or several) and apply. To do this, you'll have to go through the registration and provide some information about your qualification and some personal information. Make sure you meet all the requirements of the position chosen. If you are not experienced enough, you can select one of the internship programs offered by the UN.

There are several job networks in the UN, including economic and social development, peace and security, information systems and communication technology, management and operations support, safety and security, public information and external relations, conference management. There is a huge selection of jobs for the potential candidates of various experiences and qualifications, so your possibilities are plentiful. There are different categories of workers, such as field services workers, professionals, national professional officers, general service workers, and several others.

Salaries in the UN are competitive. In fact, the sum of money you'll get depends on several factors, such as your category, qualification, type of your contract, and your duty station. For some jobs (general services, national professional officers) people are hired locally, so the salary depends on it. Use our UN salary calculator to know your future sqlqry.  Choosing a position from professional and higher categories, you'll get from 37,000$ to 123,000$ and from 31,000$ to 90,000$ if you are planning to work in field services (depending on qualification).

Getting a job at the UN is certainly not an easy task. The competition is fierce, as there are usually many people eager to get the same position. It's better to immerse yourself into this adventure being prepared and ready for any outcome. Understandably, there are many people dreaming about working in a powerful international organization, but only the best candidates are chosen. All applications are carefully reviewed and chosen candidates are invited for an interview. It will be difficult, but we can make progress only by means of difficulties, so it's certainly worth trying.

Every UN job has a set of requirements, like age, work experience, etc. Language knowledge is another requirement that can influence your success. English, French, Chinese, Spanish, Arabic, Russian are the official UN languages, but usually, candidates are required to have a good command of either French or English. The more languages you know - the bigger your chances of getting a job of your dream. Besides, if you have good language skills, you can become a UN translator, interpreter, language instructor, or a teacher.

It depends on the position you'd like to get, as there are different education and work experience requirements. For some positions, a bachelor's (or higher) degree is required, while you can apply for the others having your High School diploma only.

Those looking for chances to start a successful career can do it even while studying in the university, as the UN offers several volunteer programs and internships for young people. For example, the UN Internship Programme makes it possible for students in the final year of a Bachelor program to get into the UN and understand the core principles of its work better. There is also a United Nations Volunteers Programme, which is active in approximately 80 countries nowadays. So, if you are a student and want to get new knowledge and skills, you are welcome to choose any of the UN programs for students.

The applying procedure is not complicated at all. So, the first thing you should do is visit the career.un.org website to get acquainted with the job openings currently available. So, select the area you like and have a look at those. If you already know what types of positions you are looking for, just use filters to make the search easier. Click the "Search" button and you will have all the jobs in front of your eyes. If you have already chosen a position you'd like to apply to, the next step is registration at inspira.un.org. On this website, you'll have to provide all the necessary details about your qualification (as well as your personal information), write a cover letter and voila - you are ready to apply. Just go back to the vacancy you have selected and click the "Apply" button. 

Use the UN career Guide if you are in trouble, it actually helped more than a thousand of candidates to find the job of their dream in the UN. In our guide we offer opportunities for all countries : from France UN jobs to Somalia jobs . Last week Fred got a UN job in south Sudan thanks to our guide. 

As a rule, it takes from two weeks to four months to go through the selection process. So, you'll have to be patient and wait for the e-mail informing you that you are selected for the next step (as a rule, it's a writing test). We have many written assessment test samples for organisations such UN, UNDP, WFP, and Unicef. Our UN career Guide provides you the best and most recent UN, WFP, Unicef and UNDP written test . Then comes the interview (by Skype or personally). After an interview, you'll have to wait for the final decision from 1 week to 1 month.

The first and the most important rule you should remember - there should be no mistakes. A single little mistake or inaccuracy can reduce your chances. So, first of all, you are to provide your personal information. Then, proceed to education. Always start with the latest degree you've obtained. You should provide information about years of studying and the full names of educational institutions. Then comes a summary of your skills and proficiency. After this block of information comes professional experience, where you should try to highlight your most impressive achievements. Having done it, you are to provide some additional information (languages, additional training, etc.) and at least three references.

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