Decoding ad jargon key to job hunt

Log on to any jobs website or browse the employment pages of your local newspaper and you may feel as if you’re reading a foreign language. Job ads have a jargon all their own, and understanding what employers are — and are not — actually asking for can better your chances of scoring an interview.

Whether you’re a recent graduate starting out in your first career, or an established worker looking for a change, reading and responding to employment ads can be one of the most stressful aspects of job hunting. Reading ads well, however, is also key to a productive job search.

So how can you interpret job ads to determine what an employer is really looking for in a candidate? Career counseling experts at DeVry University routinely advise students on how to read job ads. Here are some of their top tips on terminology and how to leverage your understanding of an ad into a solid cover letter, customized resume and — ultimately — an in-person interview.

To Apply or Not to Apply?

“Reading some ads, you may think to yourself if the advertiser does find someone with all those qualifications he or she will be a water-walker,” says Tom Allen, director of student and career services at DeVry University’s Decatur, Ga., campus. In reality, most employers are hoping to draw candidates who meet 70 to 80 percent of the criteria listed in their ads, Allen says. “If you have 70 to 80 percent of what they’re looking for they’re probably going to call you in for an interview.”

“Too many times graduates read the job posting and take it literally, when in fact the ad represents the ‘ideal’ or ‘perfect’ candidate, the ‘Walden’s Pond’ of job seekers, if you will,” says Dave Fogg, associate director of career services at DeVry University’s Mid-East Metro campus. “All of the experience levels in the ad are not necessarily what the employer must have, but instead a wish list if they could build their own model.”

What They Say and What They Mean

“Self-managed.” “Significant knowledge.” “Proficient.” “Entry-level.” “Experienced.” These terms show up in many employment ads, but what do employers really mean when they use them?

• “Entry-level” means you’ll be entering the company on the ground floor, likely earning less than more experienced co-workers. Employers are typically looking for someone who has been out of college up to two years, Allen says.

• “Experienced” may mean experience in a particular field or position, or it might mean more general experience that can be applied to the specific job advertised. “Experienced candidates usually have been working for three or more years in the industry or have graduate degrees, which can account for some work experience,” Allen says.

Some ads will ask for candidates with a “working knowledge of,” “command of” or who are “proficient in” a certain task, software program or skill.

• “Working knowledge” will likely mean you need only be familiar with the criteria and understand what it’s all about, but may not have necessarily done it yourself, Allen says.

• “Proficient” means you can handle a task or work with software, but may need some finer points clarified.

• “Command of” means you are fully experienced with a task, skill or software type, have used it yourself in past jobs and are able to instruct others in how it works.

Some ads will also stipulate that a certain skill or experience is “preferred.” “Students tend to interpret that as ‘required,’ which isn’t the case at all,” says Amy Raab, director of student and career services at DeVry’s Columbus, Ohio, campus. Again, the employer is describing their ideal candidate, but will likely be open to applicants with strong skills and experience, even if they lack the “preferred” criterion.

Their Lips Say No …

“When it comes to job ads and career fairs, ‘Believe half of what you see and nothing that you hear,’ ” Fogg advises. “If an ad says three to five years experience, that doesn’t mean the employer won’t take someone with only a college degree and hands-on experience from their education.”

“Finally, listening and speaking well are the two most important skills in understanding a job posting and conversing about one in person,” Fogg says. “All the skill sets available won’t get you past poor listening and communication skills. If you can’t interpret what is being said, then you can’t respond properly.”