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Deciding whether to apply to a job (or not) |
In this section, youâll learn tips and strategies to help you make the most of your time by focusing on the jobs youâre most interested in and qualified for.
It is important to consider your values, needs, interests and skills when deciding whether to apply for a job. We are in the process of expanding these sections to provide you with more in-depth content, but in the meantime, please check out the career planning and developing your skills pages available on the Centre for Career Development website.
Any given job is unlikely to align with all your values but the closer you can get to matching your work and your values, the more fulfilled you will feel in the long term. Your life story is unique, and the decisions you make about how you approach your work search will be based on many factors, including but not limited to your health, identity, dependents or need to make an income and pay the bills. Needs are the basic and essential requirements for your health, safety and well-being.
Needs include accessibility, safety, belonging, healthcare, living expenses, etc. Alongside your values, itâs important to determine what you need from a job and/or workplace. Your needs can intersect with your values and may also include things like respect, socialization and connection. Our sense of identity can illuminate some of our strongest values. Keep this in mind if you want to find an a job/workplace that aligns with your values related to your identity.
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The way forward |
The idea is to make the best career decision based on your values and needs. Start by identifying your âdeal-breakersâ (values you are not willing to compromise on; values the job or employer must satisfy for you to apply). This assessment is even more important when it comes to deciding whether to accept a job offer.
If you have read the
Research the company and position
Before you apply for a job, find out as much as you can about both the company and the position. This will help you to tailor your application package (e.g., résumé and cover letter) and to ensure the opportunity that interests you, matches your core values and meets your needs.
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Itâs not always possible to get an accurate sense of a companyâs culture from the outside. However, there are many ways to gather information about an employer to make an informed decision about applying.
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Informational interviews/networking
Speaking with people who have or are currently working with a company is an effective way to get an inside look at the job and/or company beyond what you can find online or in a job ad.
Consider arranging a meeting with an employee who is currently in the role or a past employee that worked in the role you are considering applying for. For strategies on how to identify and reach out to contacts, visit the
Consider pay rate/salary and compensation
If you have been searching for a job for some time, it can be very tempting to accept any job offer and underestimate the importance and long-term impact of the compensation offered. However, this is something that you may want to consider carefully.
There are many different compensation structures, and they can vary widely between industries, companies, work structures and job roles.
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Pay rate and salary refer to different methods of financially compensating employees. |
Pay rate is the amount of money an individual earns for each unit of time worked on an hourly, daily or weekly basis (e.g., an employee working on a contract and earning $40/hr).
Salary is a fixed amount of money paid to an employee on a regular basis (typically monthly or annually), regardless of the actual number of hours worked (e.g. $65,000/year).
Compensation can be used interchangeably with both âpay rateâ and âsalaryâ, but it most commonly refers to an entire package which includes pay/salary but also includes benefits such as health insurance.
Check out the
Consider the location
The importance of where your job is located can vary depending on where you are in your life and career journey. Before applying, it is important to understand where exactly your role will be located (some companies have multiple locations or job sites) or if virtual work is an option. Considerations related to location may include transportation costs, commute time, nearby amenities, accessibility and parking.
Consider the work structure/arrangement
Depending on the organization and the specific job, work structures may look very different. Some organizations offer flexibility with their work arrangements (meaning you donât necessarily have to ârule outâ a job because the work arrangement is not listed on the job description, or the arrangement listed is not suitable for you). If youâre interested in the job, it may be worth applying. If you move on in the recruitment process, there may be opportunities to ask questions and learn more about the organizationâs work structure.
The most common work arrangements are:
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This type of work structure requires an employee to work in-person/on-site |
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This type of work structure requires an employee to work remotely or virtually (i.e., via phone, webcam, email) |
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This type of work structure requires a blend between in-person and remote/virtual work. The proportion of time spent in-person vs. remotely can depend on the company and/or the specific position youâre considering applying for |
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Note: The Ontario Human Rights Code (OHRC) outlines that employers in Ontario have a duty to accommodate the needs of employees on the job to the point of undue hardship. |
The principle of accommodation applies to all grounds of theâŻOHRC, but accommodation issues in employment could include the needs of:
employees with disabilities (disability)
older workers (age)
employees with religious needs (creed)
pregnant women (sex)
employees with caregiving responsibilities (family status)
Working outside of Ontario? You can refer to the Canadian Human Rights Commission for information on other provincial and territorial human rights agencies.
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To learn more about your rights in the workplace, please visit the section on safety and your rights. |
Match your skills and experience
What is the difference between a job ad and a job description? A job ad is a marketing tool used by an organization to attract potential candidates to a job opening, while a job description is a document, usually internal to an organization, that provides a detailed and structured overview of a specific role within the organization. Job ads are used to generate interest, and job descriptions are used to provide clarity. You may come across organizations that use the terms job ad and description interchangeably.
To screen job applications, organizations may rely on staff members (such as a hiring manager and/or Human Resources representative), an Applicant Tracking System (ATS) or a combination of both. Itâs crucial to pay close attention to key words. When writing job advertisements, most organizations are strategic in how they describe the position and its qualifications. The organization is using the job advertisement to tell interested applicants a story about the position and itâs your job to tell your own story with your rĂ©sumĂ© and cover letter.
Key words are specific terms or phrases used to communicate essential information about the job, its requirements and the qualifications sought in potential candidates. A well-written job advertisement will help an employer attract qualified candidates by providing clear and useful information about the role to help jobseekers easily determine whether they meet the requirements, saving both the employer's and the candidates' time during the application process.
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Analyzing a job description can help you to determine whether youâre qualified for the position, if youâre interested in applying , and when youâll create your application or apply to the job.
How to analyze a job advertisement
Step 1: Read the job advertisement thoroughly highlighting or making note of any key word(s) that stand out to you.
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Tip: Pretend the job advertisement is an employerâs response to the question "what are you looking for in the successful candidate" |
Step 2: Make a list of the key words you collected from the job advertisement and rank them based on how important you believe they are to the job. You can use any ranking system you like but it may be helpful to use levels, e.g., Level 1 being the most important and Level 3 being the least important.
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Some tips for matching your skills and experience:
You can use the results of your analysis to prepare for a job interview. Youâve already identified the skills and qualifications the employer is looking for and they are likely to ask you about these skills/qualifications during an interview. |
Whatâs next?
This section covers several factors you may want to consider before applying for a job. However, based on your individual circumstances there may be other important considerations you need to make before deciding to apply for a job or work with a particular employer.
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Book an appointment with a career advisor for support identifying which jobs are a good fit for your interest, skills, values and needs. |
Your turn!
Below is an example of what a job advertisement analysis could look like. First, review the style assistant job advertisement below. Then, look at the job advertisements for the banking associate and the technologist/intern architect. Reflect on the following:
What key words or information would you highlight?
How would you rank them by importance?
How might this help you determine whether youâre qualified for the position and/or if youâre interested in applying?
Job advertisement | Qualification/skill analysis |
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Style assistant Joeâs Clothes is looking for style assistants to join the team. The mission of the sales department is to deliver world-class client experiences, sell clothes and build loyal client relationships. Joeâs Clothes is growing, and our Retail Sales team is growing with it. As a Style Assistant, you will be responsible for delivering exceptional service to every client. With the skills you gain in this role, the opportunities are endless â from a rewarding career in retail to continued growth and development with Joeâs Clothes. The role:
The qualifications:
Other details:
| Level 1 (most important)
Level 2 (important)
Level 3 (somewhat important)
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Job advertisement | Qualification/skill analysis |
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Banking Associate
Job type: Fixed term contract Benefits: Work from home (hybrid workplace) The job duties include but are not limited to the following:
Must have experience/knowledge:
We are an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, genetic information, or any other characteristic protected by law. If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please call or email. | Level 1 (most important) Level 2 (important) Level 3 (somewhat important) Qualifications/skills I donât posses |
Job advertisement | Qualification/skill analysis |
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CORE is seeking an ambitious, enthusiastic, and detail-oriented Technologist/Intern Architect in the Architectural discipline. Candidate must have excellent communications skills, be fluent in AutoCAD 2020, Revit 2020 and Microsoft Office applications as well as have a working knowledge of Adobe Creative Suite. 3D Modeling would be advantageous. Full-time, shift and schedule Monday to Friday Job description: Minimum 2 - 8 years of professional experience in architectural design with exceptional skills in the production and coordination of contract documents. Candidates must also have a thorough knowledge of building systems and detailing, with the ability to work independently, developing and coordinating contract documents and document checking. We offer an attractive salary package with benefits commensurate with experience. This is a full-time position located in Toronto, Ontario, Canada. No phone enquiries. Job type: Full-time Schedule: Monday to Friday Experience: Architecture: 2 years (Preferred) | Level 1 (most important) Level 2 (important) Level 3 (somewhat important) Qualifications/skills I donât posses |
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References |
Author unknown (n.d.) The Difference Between a Job Description and a Job Posting. Data People. https://datapeople.io/article/the-difference-between-a-job-description-and-a-job-posting/
Author unknown (2020, July 6) Job descriptions vs. Job postings: whatâs the difference? Procom. https://procomservices.com/en-us/job-descriptions-vs-job-postings-whats-the-difference/