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The nature and extent of the demand for research capable workers, is a topic of intense concern locally and internationally. With around 60% of graduates in Australia finding employment outside of academia on graduation, PhD programs are under increasing pressure to be relevant to the contemporary workplace beyond the walls of the academy. However, as yet there is very little research on exactly what industry needs are as often the discussion with industry results in recommendations based on anecdote rather than data. This study aims to fill this gap by analysing a large data set of job ads to see what employers outside academia really want from graduates.

IT (information technology) and its association with communication technology (information and communication technologies (ICTs)) have changed the way libraries operate. Today, ICTs play a very important role in the library environment. Traditional library tasks such as cataloguing, circulation, and collection development, which were performed manually a few decades ago, have now been automated to a lesser or greater extent. This has led to changes in some library and information science (LIS) job titles and job descriptions over the years. As a result, LIS professionals have been compelled to acquire IT skills. This study was conducted to investigate whether IT has an influence on LIS job titles and requirements in the South African LIS job market. It sought to answer these questions: (1) Has IT influenced job titles in the LIS job market in South Africa? (2) What IT knowledge and skills are required in the LIS job market in South Africa? A newspaper scan for LISrelated job advertisements over a period of four years, 2009-2012, was conducted on a weekly newspaper, The Sunday Times which has an extensive section of careers/job advertisements. Five hundred and eighty one LIS job advertisements were analyzed, and of these 75 had IT titles and/or requirements. The results revealed that IT has a significant influence on the LIS job market in South Africa. This has led to LIS jobs requiring basic computer literacy, and advanced IT knowledge and skills (e.g. computer networking, database administration, web development, etc.). An emergence of new LIS job titles is also observed. The study recommends that South African LIS schools and the work sector should intensify formal and informal (e.g. continuous education) IT education and training in order to meet the demands of the current job market.

This article examines the role of Internet based labour market intermediaries in coordinating job seeker/employee interactions. A twofold analysis examines on the one hand the matchmaking tools determining applicants" access to job ads, and on the other, the content of ads posted on the web. Observations reveal that the information available to applicants is subject to a high degree of filtering achieved through the use of pre-defined lists, keywords or more frequently, input fields. A comparative analysis of job offers posted on the Internet with those posted in newspapers shows that search engine toolkits have a considerable impact on ad content which is generally more standardized and quantified in the former than in the latter. Furthermore, a comparison between French and British ads demonstrates that the institutional context influences the actions taken by job boards. In contrast to Great Britain, France more frequently uses matching markers aimed at selecting applicants than those providing detailed information on the job offer. Today, French job boards thus contribute in weakening applicants" position on labour markets.

This article looks at how job advertisements for recruiting English teachers in the Saudi Preparatory Year Programs promote bias and inequity. Based on analysis of 25 job advertisements targeting overseas applicants, the article reports three kinds of selection criteria: professional, demographic, and personal qualities. Although these criteria include a wide range of requirements, speakerhood status was identified as the primary qualification in most of the advertisements. Therefore, this article argues that discrimination based on speakerhood status and country of origin is practised in the recruitment of teachers of English as a foreign language, and the TESOL community needs to problematize the discourses of native speakerism that create unequal status among English language teachers. This article concludes by presenting a number of recommendations to avoid professional inequity and to enhance advocacy and empowerment in TESOL.

The aim of this research is to reveal the qualifications required by hospitality enterprises who seek for mid‐level and senior manager by means of job advertisements. The research is a qualitative research based on content analysis. The data have been obtained from four online internet websites in which predominantly job advertisements are found related with tourism and hotel management sector. On the other hand, considering the season most seeked for an employer is the first months of the year; advertisements that have been published in the first quarter of the year have been examined (January, February, March). It has been determined types of the hotels that have advertised, information about the position and general qualifications for the manager candidates by evaluating the contents of the advertisements and manager selecting criteria of enterprises have been revealed according to results.

This paper looks at how job advertisements for recruiting English teachers in the Saudi Preparatory Year Programs (PYPs) promote bias and inequity. Based on the analysis of twenty-five job advertisements targeting overseas applicants, the paper reports three kinds of selection criteria: professional, demographical and those relating to personal qualities. Although these criteria include a wide range of requirements, "speakerhood status" is identified as the primary "qualification" in most of the advertisements. Therefore, this study argues that discrimination based on speakerhood status and country of origin is practised in the recruitment of EFL teachers, and the TESOL community needs to problematize the discourses of "native speakerism" that create an unequal status among English language teachers. This paper concludes by presenting a number of recommendations to avoid professional inequity and to enhance advocacy and empowerment in TESOL.

This article examines the role of Internet based labour market intermediaries in coordinating job seeker/employer interactions. A twofold analysis examines on the one hand the matchmaking tools determining applicants’ access to job ads, and on the other, the content of ads posted on the web. Observations reveal that the information available to applicants is subject to a high degree of filtering achieved through the use of pre-defined lists, keywords or more frequently, input fields. A comparative analysis of job offers posted on the Internet with those posted in newspapers shows that search engine toolkits have a considerable impact on ad content which is generally more standardized and quantified in the former than in the latter. Furthermore, a comparison between French and British ads demonstrates that the institutional context influences the actions taken by job boards. In contrast to Great Britain, France more frequently uses matching markers aimed at selecting applicants than those providing detailed information on the job offer. Today, French job boards thus contribute in weakening applicants’ position on labour markets.

The common perception of recruitment advertising is of the "want ads" in the local or national newspapers. Despite the lack of academic interest, in some cases, recruitment advertising has adopted the color, imagination, and creativity of consumer advertising. Some recruiters have recognized the marketing benefits of job ads and the need for a corporate communications policy covering all company communications. This paper examines the limited literature on recruitment advertising. The authors compile a list of characteristics of marketing-oriented recruitment advertisements and apply these to their exploratory analysis of the recruitment section of one popular Sunday newspaper in the United Kingdom.

This article examines the role of Internet based labour market intermediaries in coordinating job seeker/employer interactions. A twofold analysis examines on the one hand the matchmaking tools determining applicants' access to job ads, and on the other, the content of ads posted on the web. Observations reveal that the information available to applicants is subject to a high degree of filtering achieved through the use of pre-defined lists, keywords or more frequently, input fields. A comparative analysis of job offers posted on the Internet with those posted in newspapers shows that search engine toolkits have a considerable impact on ad content which is generally more standardized and quantified in the former than in the latter. Furthermore, a comparison between French and British ads demonstrates that the institutional context influences the actions taken by job boards. In contrast to Great Britain, France more frequently uses matching markers aimed at selecting applicants than those providing detailed information on the job offer. Today, French job boards thus contribute in weakening applicants' position on labour markets.

This article examines the representation of the sexes in the language of job advertisements in France, given legislation outlawing gender discrimination in employment and the consequent feminist language reform initiatives. Specifically, it analyses a data set collected from the employment sections of the French national newspapers Le Figaro, Le Monde and Aujourd’hui en France, focusing on linguistic strategies that reflect that the advertised position is open to both female and male applicants. The analysis shows that in most cases the gender bias has been removed by means of the minimalist strategy of adding the descriptor H/F (homme/femme = man/woman) to a masculine occupational noun. The analysis also reveals that a mere one-third of the advertisements are truly gender-inclusive, using epicene occupational nouns, or nouns in both the feminine and the masculine forms, and gender-inclusive text, or focusing on the tasks to be accomplished rather than on the job applicant.