Newsletter Archive

NOVEMBER 2008

Essential Job Functions
   
A number of my clients express concern when their skills, education and experience are not a 100% match with a posted job opening. They mistakenly believe that employers expect applicants to possess every single quality or aptitude mentioned. The reality is that employers almost always include a mix of both desired and required competencies.
 
So how do you separate "must have's" from the "nice to have's" when you're reading a job posting?
 
First, pay close attention to the emphasis placed on various skills. Phrases like "extensive/verifiable experience in ..." "must include ..." and "do not apply unless you meet these requirements" generally refer to non-negotiable items. Conversely phrases such as "preferred ..." "desired ..." "the ideal candidate will have ..." "is a plus ..." and "should be familiar with ..." usually reference negotiable skills or experience.
 
It is likely that more and more companies will specifically spell out essential job functions. These are crucial for the performance of a particular job and thus non-negotiable. For example, the timely and accurate reconciliation of bank statements is an essential job function for a bookkeeper. Likewise answering a certain number of calls per day is an essential function of a customer service representative. 
 
More companies will specify essential job functions because on January 1 the Americans with Disabilities Amendments Act goes into effect. Under the new guidelines many more individuals will qualify for protection under the ADA. In addition, greater emphasis will be placed on whether employers meet their obligation to make reasonable accommodations to allow disabled individuals to perform the essential functions of their jobs. (The emphasis has been on determining whether or not an individual is disabled.) 
 
Another tip when evaluating your qualifications for a particular job is to focus on the first few stated requirements. Often criteria are listed in descending order with the most important tasks and responsibilities listed first.
 
Finally, try to place the job within the context of the company and industry. "Good people skills" will be much more important in jobs where you are dealing directly with customers or are managing others. "Multi-tasking" at a three-person law firm will likely not match the intensity of multi-tasking in the marketing department of a major software company. This kind of big picture thinking can be difficult for people with Asperger's Syndrome and Nonverbal Learning Disorder so get some assistance if necessary from a career coach, mentor or colleague. 
 
Remember that your focus needs to be on whether you have the skills and experience to perform the critical tasks of a given job. If you are not sure, get some outside help so that you don't waste effort applying for the wrong positions ... or miss great opportunities by overlooking the right ones.

© 2008 by Barbara Bissonnette, Forward Motion Coaching