Topics

KM Jobs Panel: Recruiting and Applying #jobs


Patrick Lambe
 

Dear Colleagues

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

Our initial list of questions for the panel is:

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

Many thanks!

Patrick


Nirmala Palaniappan
 

This is an excellent topic/idea!
I have seen some poor descriptions in the past. Not sure if I have bookmarked any, but will look for them again! 

Regards
N

On Wed, 10 Feb 2021 at 1:07 PM, Patrick Lambe <plambe@...> wrote:
Dear Colleagues

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

Our initial list of questions for the panel is:

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

Many thanks!

Patrick

--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Patrick Lambe
 

Thanks Nirmala!

P

Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com


On 10 Feb 2021, at 4:44 PM, Nirmala Palaniappan <Nirmala.pal@...> wrote:

This is an excellent topic/idea!
I have seen some poor descriptions in the past. Not sure if I have bookmarked any, but will look for them again! 

Regards
N

On Wed, 10 Feb 2021 at 1:07 PM, Patrick Lambe <plambe@...> wrote:
Dear Colleagues

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

Our initial list of questions for the panel is:

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

Many thanks!

Patrick



--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Matt Moore
 

I found this research very interesting: https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap

Matt Moore
+61 423 784 504

On Feb 10, 2021, at 6:37 PM, Patrick Lambe <plambe@...> wrote:

Dear Colleagues

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

Our initial list of questions for the panel is:

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

Many thanks!

Patrick


Nirmala Palaniappan
 

Very useful, Matt!

Patrick,

I liked this JD - well-written and short. I hope you find it to be an effective description as well 

The Knowledge Management (KM) Leader is an integral part of the <name of division> team and plays a pivotal role in leading the KM program across XXX. This is an individual contributor role and he / she will be responsible for the development and implementation of the KM initiatives as agreed with the XXX leadership team.

  • Refine and finalize the KM strategy year on year to ensure alignment with strategic objectives
  • Develop relationships with leadership across practices and secure buy-in for the KM initiatives
  • Develop and implement the following approved KM strategic initiatives across XXX:
  • KM platform - develop, modify and maintain the user-friendly platform. Ensure promotion and usage
  • Topical Experts - maintain the consultants database and ensure new additions
  • Project Insights – collaborate with SMEs and XXX consultants to generate and share insights from our projects
  • Methodology and tools – maintain the database with relevant and up-to date knowledge assets which are useful and easily accessible by all practitioners in XXX
  • Guilds - support development and smooth functioning of guilds (communities of interest). Run the monthly knowledge cafés effectively
  • Support implementation of other initiatives such as newsletters, thought leadership articles, monthly pulse survey findings, etc.
  • Communicate effectively and provide regular updates to key stakeholders
  • Build a culture of knowledge creation and sharing
  • Create KM dashboards to keep stakeholders updated on the implementation journey
  • Act as a mentor to the KM team
===============

Regards
N


On Thu, 11 Feb 2021 at 12:30 AM, Matt Moore <matt@...> wrote:
I found this research very interesting: https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap

Matt Moore
+61 423 784 504

On Feb 10, 2021, at 6:37 PM, Patrick Lambe <plambe@...> wrote:

Dear Colleagues

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

Our initial list of questions for the panel is:

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

Many thanks!

Patrick

--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Matt Moore
 

Nirmala - No worries. In terms of the JD, does it include what the
role will be measured on?

Patrick - How much of your session is about recruitment in general and
how much is specific to KM? What do you think makes KM roles
especially difficult to recruit / apply for?

Regards,

Matt

On Thu, Feb 11, 2021 at 5:50 PM Nirmala Palaniappan
<Nirmala.pal@gmail.com> wrote:

Very useful, Matt!

Patrick,

I liked this JD - well-written and short. I hope you find it to be an effective description as well

The Knowledge Management (KM) Leader is an integral part of the <name of division> team and plays a pivotal role in leading the KM program across XXX. This is an individual contributor role and he / she will be responsible for the development and implementation of the KM initiatives as agreed with the XXX leadership team.

Refine and finalize the KM strategy year on year to ensure alignment with strategic objectives
Develop relationships with leadership across practices and secure buy-in for the KM initiatives
Develop and implement the following approved KM strategic initiatives across XXX:
KM platform - develop, modify and maintain the user-friendly platform. Ensure promotion and usage
Topical Experts - maintain the consultants database and ensure new additions
Project Insights – collaborate with SMEs and XXX consultants to generate and share insights from our projects
Methodology and tools – maintain the database with relevant and up-to date knowledge assets which are useful and easily accessible by all practitioners in XXX
Guilds - support development and smooth functioning of guilds (communities of interest). Run the monthly knowledge cafés effectively
Support implementation of other initiatives such as newsletters, thought leadership articles, monthly pulse survey findings, etc.
Communicate effectively and provide regular updates to key stakeholders
Build a culture of knowledge creation and sharing
Create KM dashboards to keep stakeholders updated on the implementation journey
Act as a mentor to the KM team

===============

Regards
N


On Thu, 11 Feb 2021 at 12:30 AM, Matt Moore <matt@innotecture.com.au> wrote:

I found this research very interesting: https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap

Matt Moore
+61 423 784 504

On Feb 10, 2021, at 6:37 PM, Patrick Lambe <plambe@greenchameleon.com> wrote:

Dear Colleagues

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

Our initial list of questions for the panel is:

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

Many thanks!

Patrick
--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


--
Matt Moore
M. +61 (0) 423 784 504
matt@innotecture.com.au


Nirmala Palaniappan
 


No, Matt. That wasn’t there in the description! Yes, that would be a very important piece, although it could be discussed later in the interview cycle!?

Regards
N

On Thu, 11 Feb 2021 at 3:42 PM, Matt Moore <matt@...> wrote:
Nirmala - No worries. In terms of the JD, does it include what the
role will be measured on?

Patrick - How much of your session is about recruitment in general and
how much is specific to KM? What do you think makes KM roles
especially difficult to recruit / apply for?

Regards,

Matt

On Thu, Feb 11, 2021 at 5:50 PM Nirmala Palaniappan
<Nirmala.pal@...> wrote:
>
> Very useful, Matt!
>
> Patrick,
>
> I liked this JD - well-written and short. I hope you find it to be an effective description as well
>
> The Knowledge Management (KM) Leader is an integral part of the <name of division> team and plays a pivotal role in leading the KM program across XXX. This is an individual contributor role and he / she will be responsible for the development and implementation of the KM initiatives as agreed with the XXX leadership team.
>
> Refine and finalize the KM strategy year on year to ensure alignment with strategic objectives
> Develop relationships with leadership across practices and secure buy-in for the KM initiatives
> Develop and implement the following approved KM strategic initiatives across XXX:
> KM platform - develop, modify and maintain the user-friendly platform. Ensure promotion and usage
> Topical Experts - maintain the consultants database and ensure new additions
> Project Insights – collaborate with SMEs and XXX consultants to generate and share insights from our projects
> Methodology and tools – maintain the database with relevant and up-to date knowledge assets which are useful and easily accessible by all practitioners in XXX
> Guilds - support development and smooth functioning of guilds (communities of interest). Run the monthly knowledge cafés effectively
> Support implementation of other initiatives such as newsletters, thought leadership articles, monthly pulse survey findings, etc.
> Communicate effectively and provide regular updates to key stakeholders
> Build a culture of knowledge creation and sharing
> Create KM dashboards to keep stakeholders updated on the implementation journey
> Act as a mentor to the KM team
>
> ===============
>
> Regards
> N
>
>
> On Thu, 11 Feb 2021 at 12:30 AM, Matt Moore <matt@...> wrote:
>>
>> I found this research very interesting: https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap
>>
>> Matt Moore
>> +61 423 784 504
>>
>> On Feb 10, 2021, at 6:37 PM, Patrick Lambe <plambe@...> wrote:
>>
>> Dear Colleagues
>>
>> ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html
>>
>> In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.
>>
>> Our initial list of questions for the panel is:
>>
>> 1. When is a "KM role" not a KM role?
>> 2. What should be the distinguishing features  of knowledge management job roles?
>> 3. What are some examples of good job descriptions and bad job descriptions?
>> 4. What does it tell you and what should you do if faced with a weak job description in KM?
>> 5. How should you present yourself and your experience when you are going for a KM role?
>> 6. What should you look for in a prospective KM employer?
>> 7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
>> 8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?
>>
>> Many thanks!
>>
>> Patrick
>>
> --
> "The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous
>



--
Matt Moore
M. +61 (0) 423 784 504
matt@...





--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Matt Moore
 

Nirmala,

I think the research is pretty clear.

Candidates want to know what the role will be measured on and what the salary should be.

Why not tell them upfront?

Matt Moore
+61 423 784 504

On Feb 11, 2021, at 9:20 PM, Nirmala Palaniappan <Nirmala.pal@...> wrote:



No, Matt. That wasn’t there in the description! Yes, that would be a very important piece, although it could be discussed later in the interview cycle!?

Regards
N

On Thu, 11 Feb 2021 at 3:42 PM, Matt Moore <matt@...> wrote:
Nirmala - No worries. In terms of the JD, does it include what the
role will be measured on?

Patrick - How much of your session is about recruitment in general and
how much is specific to KM? What do you think makes KM roles
especially difficult to recruit / apply for?

Regards,

Matt

On Thu, Feb 11, 2021 at 5:50 PM Nirmala Palaniappan
<Nirmala.pal@...> wrote:
>
> Very useful, Matt!
>
> Patrick,
>
> I liked this JD - well-written and short. I hope you find it to be an effective description as well
>
> The Knowledge Management (KM) Leader is an integral part of the <name of division> team and plays a pivotal role in leading the KM program across XXX. This is an individual contributor role and he / she will be responsible for the development and implementation of the KM initiatives as agreed with the XXX leadership team.
>
> Refine and finalize the KM strategy year on year to ensure alignment with strategic objectives
> Develop relationships with leadership across practices and secure buy-in for the KM initiatives
> Develop and implement the following approved KM strategic initiatives across XXX:
> KM platform - develop, modify and maintain the user-friendly platform. Ensure promotion and usage
> Topical Experts - maintain the consultants database and ensure new additions
> Project Insights – collaborate with SMEs and XXX consultants to generate and share insights from our projects
> Methodology and tools – maintain the database with relevant and up-to date knowledge assets which are useful and easily accessible by all practitioners in XXX
> Guilds - support development and smooth functioning of guilds (communities of interest). Run the monthly knowledge cafés effectively
> Support implementation of other initiatives such as newsletters, thought leadership articles, monthly pulse survey findings, etc.
> Communicate effectively and provide regular updates to key stakeholders
> Build a culture of knowledge creation and sharing
> Create KM dashboards to keep stakeholders updated on the implementation journey
> Act as a mentor to the KM team
>
> ===============
>
> Regards
> N
>
>
> On Thu, 11 Feb 2021 at 12:30 AM, Matt Moore <matt@...> wrote:
>>
>> I found this research very interesting: https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap
>>
>> Matt Moore
>> +61 423 784 504
>>
>> On Feb 10, 2021, at 6:37 PM, Patrick Lambe <plambe@...> wrote:
>>
>> Dear Colleagues
>>
>> ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html
>>
>> In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.
>>
>> Our initial list of questions for the panel is:
>>
>> 1. When is a "KM role" not a KM role?
>> 2. What should be the distinguishing features  of knowledge management job roles?
>> 3. What are some examples of good job descriptions and bad job descriptions?
>> 4. What does it tell you and what should you do if faced with a weak job description in KM?
>> 5. How should you present yourself and your experience when you are going for a KM role?
>> 6. What should you look for in a prospective KM employer?
>> 7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
>> 8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?
>>
>> Many thanks!
>>
>> Patrick
>>
> --
> "The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous
>



--
Matt Moore
M. +61 (0) 423 784 504
matt@...





--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Nirmala Palaniappan
 

You’re right, Matt. Would be ideal to have that laid out right in the beginning! 

PS: I was thinking that, in some cases, the organisation or the person hiring isn’t a KM professional and may want to arrive at the success measures in collaboration with the person who is hired! (I’ve experienced that myself in the past) 

Regards


On Fri, 12 Feb 2021 at 3:08 AM, Matt Moore <matt@...> wrote:
Nirmala,

I think the research is pretty clear.

Candidates want to know what the role will be measured on and what the salary should be.

Why not tell them upfront?

Matt Moore
+61 423 784 504

On Feb 11, 2021, at 9:20 PM, Nirmala Palaniappan <Nirmala.pal@...> wrote:



No, Matt. That wasn’t there in the description! Yes, that would be a very important piece, although it could be discussed later in the interview cycle!?

Regards
N

On Thu, 11 Feb 2021 at 3:42 PM, Matt Moore <matt@...> wrote:
Nirmala - No worries. In terms of the JD, does it include what the
role will be measured on?

Patrick - How much of your session is about recruitment in general and
how much is specific to KM? What do you think makes KM roles
especially difficult to recruit / apply for?

Regards,

Matt

On Thu, Feb 11, 2021 at 5:50 PM Nirmala Palaniappan
<Nirmala.pal@...> wrote:
>
> Very useful, Matt!
>
> Patrick,
>
> I liked this JD - well-written and short. I hope you find it to be an effective description as well
>
> The Knowledge Management (KM) Leader is an integral part of the <name of division> team and plays a pivotal role in leading the KM program across XXX. This is an individual contributor role and he / she will be responsible for the development and implementation of the KM initiatives as agreed with the XXX leadership team.
>
> Refine and finalize the KM strategy year on year to ensure alignment with strategic objectives
> Develop relationships with leadership across practices and secure buy-in for the KM initiatives
> Develop and implement the following approved KM strategic initiatives across XXX:
> KM platform - develop, modify and maintain the user-friendly platform. Ensure promotion and usage
> Topical Experts - maintain the consultants database and ensure new additions
> Project Insights – collaborate with SMEs and XXX consultants to generate and share insights from our projects
> Methodology and tools – maintain the database with relevant and up-to date knowledge assets which are useful and easily accessible by all practitioners in XXX
> Guilds - support development and smooth functioning of guilds (communities of interest). Run the monthly knowledge cafés effectively
> Support implementation of other initiatives such as newsletters, thought leadership articles, monthly pulse survey findings, etc.
> Communicate effectively and provide regular updates to key stakeholders
> Build a culture of knowledge creation and sharing
> Create KM dashboards to keep stakeholders updated on the implementation journey
> Act as a mentor to the KM team
>
> ===============
>
> Regards
> N
>
>
> On Thu, 11 Feb 2021 at 12:30 AM, Matt Moore <matt@...> wrote:
>>
>> I found this research very interesting: https://business.linkedin.com/talent-solutions/blog/job-descriptions/2018/job-description-heatmap
>>
>> Matt Moore
>> +61 423 784 504
>>
>> On Feb 10, 2021, at 6:37 PM, Patrick Lambe <plambe@...> wrote:
>>
>> Dear Colleagues
>>
>> ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html
>>
>> In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.
>>
>> Our initial list of questions for the panel is:
>>
>> 1. When is a "KM role" not a KM role?
>> 2. What should be the distinguishing features  of knowledge management job roles?
>> 3. What are some examples of good job descriptions and bad job descriptions?
>> 4. What does it tell you and what should you do if faced with a weak job description in KM?
>> 5. How should you present yourself and your experience when you are going for a KM role?
>> 6. What should you look for in a prospective KM employer?
>> 7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
>> 8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?
>>
>> Many thanks!
>>
>> Patrick
>>
> --
> "The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous
>



--
Matt Moore
M. +61 (0) 423 784 504
matt@...





--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous

--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Matt Moore
 

“PS: I was thinking that, in some cases, the organisation or the person hiring isn’t a KM professional and may want to arrive at the success measures in collaboration with the person who is hired!”

Well, I suspect that this will be one of Patrick’s discussion topics (SPOILERS).

Some success measure discussion is OK but they should have something, some business problem that they want you to be part of solving (reducing costs, increasing revenue, etc). Otherwise that is a red flag for me.

If they say “we want to create a knowledge-sharing culture” then make your excuses and leave as quickly as possible.


Nirmala Palaniappan
 

>> If they say “we want to create a knowledge-sharing culture” then make your excuses and leave as quickly as possible.

😂😂Extremely good advice! 

On Fri, 12 Feb 2021 at 2:40 PM, Matt Moore <matt@...> wrote:
“PS: I was thinking that, in some cases, the organisation or the person hiring isn’t a KM professional and may want to arrive at the success measures in collaboration with the person who is hired!”

Well, I suspect that this will be one of Patrick’s discussion topics (SPOILERS).

Some success measure discussion is OK but they should have something, some business problem that they want you to be part of solving (reducing costs, increasing revenue, etc). Otherwise that is a red flag for me.

If they say “we want to create a knowledge-sharing culture” then make your excuses and leave as quickly as possible.




--
"The faithful see the invisible, believe the incredible and then receive the impossible" - Anonymous


Nuria Lupón Sanz <nulusanz@...>
 

Hi Patrick and all

 

I would like to share with you some of the KM Jobs I found last years. I liked to compare what was required in US and in Europe, because KM roles are not popular in Europe, specially in Spain.

Although the descriptions of the roles are widely open (develop strategy, policies, define solutions, analyse effectiveness…), my personal experience during the job  interviews is that those companies hiring KM experts are looking for someone to develop a previously defined aspect or even to make a proposal (as a requirement to be consider a candidate) without knowing anything about the company.

 

I hope these exemples helps you.

 

Regards

 

Nuria Lupon

 

 

De: Patrick Lambe
Enviado: miércoles, 10 de febrero de 2021 8:37
Para: main@SIKM.groups.io
Asunto: [SIKM] KM Jobs Panel: Recruiting and Applying

 

Dear Colleagues

 

ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html

 

In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.

 

Our initial list of questions for the panel is:

 

1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?

 

Many thanks!

 

Patrick

 

 


Patrick Lambe
 

Thanks Nuria!

P

Patrick Lambe
Partner
Straits Knowledge

phone:  +65 98528511

web:  www.straitsknowledge.com
resources:  www.greenchameleon.com
knowledge mapping:  www.aithinsoftware.com


On 12 Feb 2021, at 6:19 PM, Nuria Lupón Sanz <nulusanz@...> wrote:

Hi Patrick and all
 
I would like to share with you some of the KM Jobs I found last years. I liked to compare what was required in US and in Europe, because KM roles are not popular in Europe, specially in Spain.
Although the descriptions of the roles are widely open (develop strategy, policies, define solutions, analyse effectiveness…), my personal experience during the job  interviews is that those companies hiring KM experts are looking for someone to develop a previously defined aspect or even to make a proposal (as a requirement to be consider a candidate) without knowing anything about the company.
 
I hope these exemples helps you.
 
Regards
 
Nuria Lupon
 
 
De: Patrick Lambe
Enviado: miércoles, 10 de febrero de 2021 8:37
Para: main@SIKM.groups.io
Asunto: [SIKM] KM Jobs Panel: Recruiting and Applying
 
Dear Colleagues
 
ISKO Singapore is a network of Knowledge Management and Knowledge Organisation practitioners in Singapore (www.iskosg.org). We meet monthly to discuss different topics in KM and KO of interest to our members. Since last year we have been meeting virtually, and have no admission fees, so you are welcome to register for our events if your schedules permit, and our event materials/ recordings are freely available at http://www.iskosg.org/event-materials.html
 
In May we are planning to run a session on KM Jobs looking at the two aspects: how to recruit to KM roles, and how to apply for them. As raw material we’re gathering examples of good and bad recruitment ads. We are gathering examples from Singapore, but it would be great if to have international examples as well. Feel free to send me examples on list or privately off-lists and let me know if you’d like us to de-identify the ads.
 
Our initial list of questions for the panel is:
 
1. When is a "KM role" not a KM role?
2. What should be the distinguishing features  of knowledge management job roles?
3. What are some examples of good job descriptions and bad job descriptions?
4. What does it tell you and what should you do if faced with a weak job description in KM?
5. How should you present yourself and your experience when you are going for a KM role?
6. What should you look for in a prospective KM employer?
7. If you find out that an advertised "KM role" is really primarily about something else (e.g. IT, records management) how should you deal with this?
8. What are the questions employers should ask of candidates in KM, and what are the questions candidates should ask prospective employers?
 
Many thanks!
 
Patrick
 

 
<5B05CAB8CAED4198990826AF92BDDB1E.png><msf-position.docx><KMposition-SPA.docx><KM-positions.docx>