Home' Trinidad and Tobago Guardian : December 2nd 2014 Contents B19
Tuesday, December 2, 2014 www.guardian.co.tt Guardian
Relevant combinations of qualifications and experience will be considered.
Interested applicants need apply by the 13th December, 2014 to: firstname.lastname@example.org or
The Manager Human Resources
Trinidad and Tobago Civil Aviation Authority
P.O. Box 2163, National Mail Centre
Golden Grove Road
This incumbent is required to develop, prepare, print and publish Civil Aviation documents on behalf of
the Authority for the Aviation Community such as manuals, advisory circulars, forms, bulletins,
newsletters, and directives and other related aviation publications as well as associated clerical duties.
Coordinate with the Manager Regulations and Compliance, in the preparation of draft Civil Aviation
Coordinate with the relev
Advisory Circulars (TACs) for use by Inspectors of the Authority in Safety Oversight of operators in the
in Aviation Industry.
Coordinate with relevant Managers, in developing, constructing and amending templates and forms for
presentation of Aviation Safety Information for use by the Inspectors of the Authority and operators in
the Aviation Industry.
Maintain secure records of documents produced to ensure continued integrity of information.
Coordinate production of documentation in print and electronic formats for the Technical
Library to ensure continued integrity and accuracy of distributed material.
Provide inspectors with pertinent guidance bulletins and advisory circulars.
Make recommendations on processes and procedures to achieve higher levels of quality and efficiency.
Provide assistance in research in preparation of Technical Documents by the Inspectorate.
QUALIFICATIONS & EXPERIENCE:
1st Degree in Social Sciences, Certificates in MS Office, Word & Excel at the intermediate level.
Experience in formulating manuals and other publications.
Experience and training in office procedures.
Excellent communications skills-oral and written.
Knowledge of ICAO documentation would be an asset.
The Trinidad and Tobago Civil Aviation Authority (TTCAA) is mandated to regulate and administer a safe civil
aviation system whilst ensuring that Trinidad and Tobago properly discharges its obligations under international
civil aviation agreements and treaties. The TTCAA is seeking to recruit suitably qualified persons to the
TRINIDAD & TOBAGO CIVIL AVIATION AUTHORITY
John Rossheim, Monster Senior Contributing Writer
When it comes to connecting with the right job
opportunity, timing isn't everything, but it's cer-
tainly something. Tuning into industries' and
employers' annual recruitment cycles just might
give you a decisive edge.
That's the consensus of recruiters and employers
with fingers on the pulse of seasonal variations in hiring.
Here's a quarter-by-quarter summary of how these
hiring dynamics play out.
First Quarter: A New Year's Wave of Hiring
Sometimes peaks of hiring correspond with workplace
factors that are only loosely related, like when people
take vacation. "Hiring seems to be done by consensus
more than any other decision," says Scott Testa, chief
operating officer of Mindbridge Software in Norristown,
Pennsylvania. "So most hiring decisions have to be
made when people are in the office."
Major hiring initiatives may follow close on the heels
of the holidays and summer. "The big months for hiring
are January and February, and late September and Octo-
ber," says Testa. "Job seekers who make contact right
at the start of these cycles have the best chance of
Strong hiring periods like the first quarter, when
demand for talent may outweigh the supply of qualified
candidates, may be a good time to go for a job with
more responsibility or higher pay. "If you're currently
employed and looking to improve your status, you'll
want to look during the peak hiring season," says Glenn
Smith, president of search firm Precise Strategies in
Second Quarter: Gearing Up for Summer
For those whose livelihood depends substantially on
fair weather, April/May is when hiring peaks. In the
construction industry, hiring in April, May and June
proceeds at double the pace of December.
Tourism and hospitality hiring is also very strong in
the spring. And businesses looking to hire professional
workers before fall often do so now, before key decision
makers start rotating out for summer vacation.
Third Quarter: Recruiters Relax a Bit, and
Vacation Plays a Role
Hiring slows down in July before picking up at the
end of August. For those with nontraditional but impres-
sive employment backgrounds, there's an advantage to
looking in relatively slow hiring months like July and
December, says Smith.
For example, recruiters, less pressed for time than in
peak months, may be willing to take a longer look at
an experienced professional woman seeking to return
to work after taking years off to care for children.
Fourth Quarter: A Rush, Then a Lull
The fourth quarter presents the most complex hiring
dynamics of the year, with its mix of fall activity, holiday
retail hiring, Thanksgiving-to-New Year's slowdown,
and end-of-year financial and budget maneuvering.
"Hiring managers and bank CEOs will typically try
to reduce their operating profits by incurring search
fees towards the end of each year, to avoid paying taxes,"
says Josiah Whitman, an executive recruiter with Finan-
cial Placements of Lake Oswego, Oregon. His firm's
job orders are distributed this way: first quarter, 23
percent; second quarter, 21 percent; third quarter, 20
percent; fourth quarter, 36 percent.
Although December hiring is at low levels in many
industries, recruiters are determined to fill the year's
remaining openings by December 31, and the supply
of applicants dwindles as Christmas and the new year
Major industries classified as information, financial
services, and professional and business services, having
hired heavily in the second quarter, see their lowest
level of hiring in December, says JOLTS.
But December isn't as slow as it used to be, say some
observers. And applications tend to slow down during
the holiday season more than openings do -- tipping
the balance in favor of those who do apply.
"It seems that business just keeps going through the
holidays," says John Challenger, CEO of outplacement
and search firm Challenger, Gray & Christmas in Chica-
go. "There doesn't seem to be the kind of letup that
there used to be."
So playing the recruitment peaks doesn't mean waiting
out the rest of the year. "You need to be out there
looking for opportunities, not finding excuses to avoid
looking," says Tom Johnston, CEO of SearchPath Inter-
national in Cleveland.
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