Show a Page 14 The Utah Statesman Monday OcterlX 75 percent of Salt Lake firms don t hire (continued from page 12) fice files If the job isn’t filled through the a wider audience is sought A next or even simultaneous step Like most people employers want to a Given take risks the minimize may be informal contacts with they choice they prefer to recruit and select employers and business associates who from among those people closest and may pass the word to friends relatives or chance acquaintances If still no most familiar to them In other words success is encountered public or employers initially broadcast or inau narrow a to private employment agencies are job openings those formed dience with first crack going to At this point in the process there already on the payroll Typically an are still many attractive openings left employer won’t have to reach for a However only about 20 to 30 percent broader audience to announce an level it is an of the total job openings ever reach the unless entry opening general public Generally job anopening nouncements put in the newspaper In the event it is necessary to reach want ads are either a last resort or are a broader audience a predictable pattern often follows Not having filled required of the employer to meet equal the position from current employees or employment opportunity regulations the employer those recently laid-of- f According to a 1977 analysis by Olymturns to job applications which have pus Research “75 percent of the been left with the firm’s personnel of employers in Salt Lake City did not via want ads hire any employee through want ads” One can concJude that employer broadcast their vacancies to the naracrowest audience likely to produce a wider to turn and workers ceptable and less familiar audience only when closer sources fail to provide acceptable workers Potential job seekers also should be reminded that opportunities for advancement and promotion within firms are made possible by giving current fill vacanemployees the first chance to cies at hicher levels As the high level vacancies are filled lower level vacancies in turn are created to replace those individuals promoted As current employees move up the quality of job openings filters down until a point is reached where outside recruitment becomes necessary A single opening for instance may cause a number of hft in current personnel and ultimately reault in the recmhinet an ‘entry” level accounting doi outside the firm At the tame counting clerks bookkeeper! d countants within the firm shift mi The term ’’entry” refers toeik where outside reauitiMfc opening become necessary because current employees either are not inteRsuda or not qualified to fill the optnnq This filtering down process cnacm try level positions and affects tfctgrf ty of job openings accessible to the general public then the closer aup to the employer’s announcement h better the chances of getting a good job One should keep in mind this "It’s not always the best people who get the jobs are best qualified at job (continued from page Tririi Uriel The agree “Dm mind After setting your fire ad ten-yegoals determine fas goals you must reach withal year to bring you to a tore ding career Try to make r some of your gab into fit realistically your bad one-yegoals This seep si to ger a giimp you help what your lifetime career gft ar five-yea- ar will be significant career oppcrfunmes in and Rancho Bernardo ingjmeerm ScrTpSSciNCR' (NCR-Engineeri- Talk with us and you’ll learn mnro ng T" SMaruifacur- °U °Ur - data base systems software progressive eorts in architecture hotel software networks and business irSorrnJ ' n systems And of course we ll find you in on all the cultural and benefits of the San Diego lifestyle Or send resume to: Doug Sjoberg NCR Corporation Dep IMG "atonal “dGrtTdng San Diego California S2131 An Equal UKJ'vS Ins Complete Opportunity Employe irfcni phytic AJthc ? later mew Oct l: On l: 5 puter Oct 1 (BS)M fa Oct b Oct L 11 SdM Oct 1J Oct li ft Hon Oct 1) WAct Oct 8 Indsg Oct Oct 1! MbgJ Oct The 7 ' accomplish today 0Tthis month and hdp reach your longer raagep It is a good practice list at the begining week that pertains to duf you have set for Path day you the list and use it in reaching your hfco " career goals This planning like a hassle at fit bring you peace of mind of planning become you may find some of the more tr6acti career planning as compiling application letters interviews rap Oct Now establish soeae that relate to yoar year career goals should be things il robed (KW Thia type of planning not be comfortable at firtta in our own right we art 1 planners it is only the dtps of organization that difa from thia type of plana These exercises may hdpj develop a master list ia goals that will aid you lifetime p reaching your two dynamic One ose of i next five years Ond I— I ar s tffeof Ike! goals you wish to reach is t years Then assuming jam five-yegoals have beta reached set your goals farit NCR-- Acs arete 12) goal comes into your $m ©oegjos before) but that getting add it to your list Separate from this fat tk NCK'S TrJO Mi fad I tpsai any further make a list of yu career goals Keep this fat current if a career related liiilpDofe in pfcrehi most essentul in career hunt 1 wu ttT Good planning Mtier In AaD Oct Oct Sah Oct Ware Q: s£ ft Sere i Oct U £°P! Otill Id ftts: fctu huft Un ’ i V- - |