CPD as a Hyperbole: Why Don’t Employers Mention it in Managerial Job Adverts?

Purpose – The purpose of this research is to establish whether employers specify the requirement of CPD when recruiting managers and, in doing so, to open up the debate on the importance attached to CPD by employers. Design/methodology/approach – An observational analysis was undertaken of job advertisements placed in four regional newspapers and a national online job web site over a two-month period (August and September 2006). Findings – From the newspaper job advertisements scrutinized none indicated CPD either directly or indirectly as a requirement for managerial jobs. Job experience (84 per cent) and personal attributes (82 per cent) were the most important requirements indicated for managerial jobs. An online national jobs web site, however, implied or specifically mentioned CPD for only five managerial posts. Research limitations/implications – Some of the job advertisements provided very scant details. The study has only taken a surface view of the posts, as opposed to a detailed reviewing of the person specification for jobs. Targeting “Managers” focused on only middle level positions and even this could have excluded some posts. Practical implications – The lack of CPD evidence now challenges employers to consider the importance of CPD when preparing managerial job advertisements. Originality/value – The paper highlights the gap between the value of CPD and its absence in job advertisements and discusses the impact of the findings on relevant stakeholder groups. It argues the need for employers to detail CPD implicitly or explicitly in job advertisements to enhance the quality of job applicants