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1. The who, what, where and when of the job description:

* Who: You should know something about this company. Are they reputable, have they been in business long and would you fit in with this kind of work?

* What: What duties,responsibilities, qualifications and pay, time ( days, nights), are they asking for?

* Where:Are they located close to you or within a reasonable driving distance. Where in the company is the position asking you to work...filing, mechanical, management?

* When: How soon is the job available, when will you need to start?

2. If you read through a position description and your asking yourself "I don't know what this job description means", then you should move on. Apparently you don't have the required qualifications for this job. Don't waste your time. Even a poorly written job description would have enough information that an experienced person should understand.

3. Some job descriptions are very brief, like in a newspaper ad. It may be necessary to call them and get the full description. This will be a very important call. If you know that this job fits your qualifications,then this conversation will give you valuable information that you will be able to use in your resume (keywords). I recommend doing this with every job.

4. Job descriptions may ask that you have a certification, license or training in a specialty, this can lead to furthering your education. If you are unemployed this is a great time to get this extra education. Call your local Job Service and see if they will help paying for the classes you need. Go to a local Community College and see what they have to offer...computer courses, medical transcription, truck driving all are in big demand.

5. Look up sample job descriptions for your work experience. See if you can create a job description about you. This will give you a better understanding of what you should be looking for in a job search and this will help you when you do find that job.

I think all of us have seen a job description and said " I can do that", knowing we don't have the experience or training. We send in our resume and then get denied or never here back from them. This is why companies are getting better with job descriptions and state exactly what they want in this job position.You can use this to your advantage though by having the requirements or not wasting to much time on this particular job. I use a (60% rule), if I have sixty percent experience in the job posting, then I will apply for this job. Best of luck finding that job.

The biggest issue that many interviewees for teaching jobs face is nerves. Most people get nervous before important events, it's a natural reaction; however, you have to be able to use the added tension to your advantage and not allow it to consume you. The best way to ensure that you don't end up becoming a nervous wreck is by doing thorough preparation for the interview beforehand. The more knowledge you have, the greater your confidence will be.

Here are a few things that you might want to do in preparation for your teaching job interview:

-    Research the school, its educational record, its history and even student diversity. Even if you don't use the information, you'll be able to provide a couple of statistics here and there and be confident that you can answer any question.

-    Practice your answers. Whilst you can't predict all of the questions that will come your way, there are some that you can anticipate a la, why do you want this role? What makes you the ideal candidate? What are your strengths and weaknesses? What are your ambitions?

-    Remember the fundamentals. It sounds simple, but remembering the interviewers name and even the school can do wonders; particularly as you will need to reiterate it at the beginning and end of the interview.

-    Relax. It may sound easier said than done, but if you turn up to an interview frazzled having had no sleep and sweating, it won't help you with your answers or in setting a good first impression. Get plenty of rest beforehand and don't let nerves get the better of you.

-    Get there nice and early. As with any interview, it is considered good practice to arrive at the location at least 10 minutes before commencement. But if you've got to travel a fair distance give yourself plenty of time to get there and give yourself a few moments to compose your thoughts.

Quite often interviewees for teaching jobs at schools or colleges will be asked to bring or prepare examples of work. Whilst this may not be applicable to all situations, if you are instructed to do so, make sure that what you bring showcases your talents to the fullest. Don't go overboard, but it's certainly worth investing the time beforehand to give yourself the best possible chance.

When in the interview it is important that you focus on the positives. If you refer consistently to failings, including a lack of experience or issues in the past, you are likely to leave a negative impression. Of course, when questioned on your vocational past you will need to answer honestly, but always try to do so in a way that offers a positive conclusion. This may be something that you want to practice with someone else who can provide impartial feedback.

Being underprepared for any interview is the ultimate nightmare. Whilst you may have confidence in your ability to ad-lib, ultimately you will often come unstuck with basic questions, so make sure you have all your bases covered and research everything thoroughly. Don't get yourself in a muddle over inconsequential statistics and don't overburden yourself, just be confident in your abilities and focused on your desire to get the perfect teaching job. 

To truly understand the so-called "hidden" job market, one must first consider the hiring process from the perspective of a hiring manager. As with so many endeavors, the methodology utilized by such a manager will be determined by that individual's desire to effectively manage his or her time while hiring the best possible candidate for the position in question. Put in other words, it comes down to the hiring manager's pain threshold.

If this concept sounds odd, it really shouldn't. Given the choice, anyone will want to maximize gain while minimizing the time to achieve said gain. Apply this to the hiring process and the manager's conundrum becomes clear - does the manager take the time to write an effective job vacancy advertisement, pay the money to post it to one or more online sources and then deal with the deluge of e-mailed and faxed resumes? Or does the manager instead try to fill the position quickly, quietly and effectively by soliciting potential candidates from existing employees? Increasingly, personnel managers are turning to the latter option, utilizing a form of internal employee networking to fill open positions and thus giving birth to the hidden job market that so often thwarts qualified and willing employment candidates.

When one further considers that managers often must screen thousands of potential candidates for each job they advertise, the decision being made increasingly by hiring managers becomes much clearer. It has been estimated that as many as 80% of available jobs are never advertised. And while this approach may lessen the burden for those in charge of hiring new employees, it is most definitely not an advantage for the job seeker. The question for the candidate, then, is how to tap into the hidden job market and, in effect, how to make it a benefit rather than a hindrance.

First: Network in a Way You've Never Networked Before

Sometimes, networking simply is not enough. If your primary contacts and secondary contacts aren't in positions with companies for which you could or would like to work, then you simply have no "in". If that's the case, it's time to look at networking in a creative way and, if necessary, grasp for even the slightest connection that you may have with an employee at a target company. Once you've decided on a group of companies for which you may like to work, use the standard tools such as Facebook and LinkedIn to determine if you have ANY connection with anyone who may work at one of those companies.

While it's certainly not recommended that you start communicating with a complete stranger as though you know him, it is sometimes surprising how you may have connections you didn't even know about. Searching for users on the aforementioned social networking sites that may have attended the same schools as you, or worked for the same company as you in the past, is always a good way to make an introduction and may just be enough to get your foot in the door for a new job.

Second: Take a Contrarian Approach to the Job Hunt

Everyone knows that newspaper job advertisements are the "old" way to search for a job. No one uses them anymore. The funny thing about that thinking, however, is that week after week, job listings keep showing up in the newspaper classified sections. It's certainly no guarantee that you'll find your next job in a newspaper ad - and advertising jobs in newspapers has lost popularity for a good reason - but if the jobs keep showing up, and fewer and fewer people are looking at them, the chances for success when applying to a job posted in the local newspaper may have increased dramatically. It's also a nice move simply to "cover all the bases."

Third: Use the Small, Niche Job Boards that Hiring Managers Started Turning to Long Ago

Quite some time ago, savvy recruiters and hiring managers began favoring small, relatively unknown job boards in favor of the big "one size fits all" job sites. They did so because, frankly, the quality of the average candidate at the big job boards was lacking, and because posting jobs to those boards was - and is - both expensive and certain to lead to vast quantity of unwanted applications. Increasingly, hiring managers are turning to small, "vertical" job boards that focus on a specific industry or field, or that offer job posting capabilities in a specific geographic area.

These niche job sites tend to offer far fewer job listings for applicants, and far fewer potential applicants for hiring managers. What they do provide, however, is a level of targeting that is unavailable on large, "horizontal" job boards. Targeting is what the hiring manager wants because as the number of undesirable applications increases, so does the time required to properly vet all candidates. The issue is quality over quantity, with effective recruiters and personnel managers taking the time to review a handful of quality candidates rather than hundreds of dead ends.

As a job seeker, you'll naturally want to "hang out" where the hiring managers are. To do so, seek out the vertical or "niche" job boards for your area of expertise. Assuming that your skill set actually matches that of the site you're searching, the job postings you'll find will likely be very targeted and, if recent trends hold true, posted by hiring managers who have eschewed larger job boards for their smaller, niche counterparts.