There are probably as much forms of Job Search as you can find Job Seekers.
But the global upsurge in unemployment has brought about a new surge in job applicants, many of whom have not have experienced the task of the Job Search in many years. The result is many dissatisfied job hunters, who believe that their Job Search efforts are not being appreciated by the employment profession, with a resultant increase in long term job seekers.
However, if they knew which kind of job search they were undertaking, they would know very well what type of result they should expect.
Direct Offer: The Insider
The direct approach and provide from a company, is often a surprise to the person, who probably as not an active job seeker. This kind of job seeker has already been directly known by the organisation, normally through being an existing employee. You might be presently doing work for a competitor, supplier or an existing customer of the organisation. When you are approached, you have a 90% chance of being employed using this method.
Networking from: The Virtual Insider
This type of direct approach offer again is really a delight to a person who is probably not a dynamic job seeker, but is presently as yet not known to the employing organisation. The consequence of this approach is a testament with their clear personal elevator pitch and track record of delivery, and the advocation by others often within the employing organisation, or by people inside a common mutual network. It is a fast expanding area of recruitment, with companies now paying existing employees for successful introductions of new hires. If approached, you have a 50% chance of working using this method
Headhunted: The Star!
Modern headhunting is approximately direct from client business orientated briefs, which are fulfilled quickly. While the client side of the business enterprise has changed little but niched more, the search and discover side of the business enterprise has been transformed by the boom in social media. Now, techniques like Boolean search allow headhunters to create larger lists of suitably qualified applicants, and therefore offer better candidates that are more researched in a quicker timescale. The result is that these forms of job seekers are again often not active job hunters, but could be concluded as stars of their chosen profession or market. You have a greater than 35% chance of being employed if approached using this method
Networking to: the Inside track
We now move from mainly passive job hunters to active job seekers, those who are either employed or presently between positions. This next two types of job search require the job seeker to:
Know themselves, and what they offer
Know what they would like to do
Be able to communicate the combination in a personal elevator pitch
Be willing to research the desired/targeted organisations
This type of job search requires effort, and therefore most job hunters avoid it not because they are more successful – often ten times as successful as other active forms of job search; but because other options require less thought and effort.
The within track approach requires that having made a decision to job search, that inside your target organisation/s you already have a previously developed contact/s. This inside contact could be due to you being a customer, supplier, competitor or business network contacts. Your initial approach is based on person to person conversations often over cups of coffee, making a subtle research based informational interview approach to asses who you have to be talking to, and what they’re seeking to achieve for the business enterprise. If you use this technique, then you have a 20% potential for working from companies you target
Direct approach: The Navigator
The navigator approach is similar and statistically as successful to the inside track, but as you haven’t any developed contacts in the target organisations (focus on a listing of 50, whittle them down to 20 through simple research), you need to develop a contact base. With the development of business orientated social networking, and the increase in the amount of companies offering existing employees bonuses for the successful introduction of new hires, this method is easier than it ever was. 밤알바 It requires the same clarity of though on who you are/what you need out of your career because the inside tack, with similar levels of research effort on the mark organisations, but development of suitable insider contacts. Typically five times more successful than applying via job adverts in newspapers or job boards, with a 15% potential for being employed from companies you target on your own researched list. This can easily be improved to virtual insider degrees of success of 50% or greater with even more simple research and networking techniques, it just depends on how much you want a job with that company?