There are probably as much forms of Job Search as there are Job Seekers.
But the global increase in unemployment has brought in regards to a new surge in job applicants, many of whom have not have observed the task of the Job Search in many years. The effect is many dissatisfied job hunters, who feel that their Job Search efforts are not being appreciated by the employment profession, with a resultant upsurge in long term job seekers.
However, if they knew which type of job search they were undertaking, they would know 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 individual, 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 could also be presently working for a competitor, supplier or an existing customer of the organisation. For anyone who is approached, you’ve got a 90% chance of working using this method.
Networking from: The Virtual Insider
This kind of direct approach offer again is a delight to a person who is probably not an active job seeker, but is presently as yet not known to the employing organisation. The consequence of this approach is a testament to their clear personal elevator pitch and track record of delivery, and the advocation by others often within the employing organisation, or by people within a common mutual network. This can be a fast expanding section of recruitment, with companies now paying existing employees for successful introductions of new hires. If approached, you’ve got a 50% chance of working using this method
Headhunted: The Star!
Modern headhunting is about direct from client business orientated briefs, which are fulfilled quickly. As the client side of the business enterprise has changed little but niched more, the search and find side of the business 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 who are more researched in a quicker timescale. The effect is that these types of job hunters are again often not active job hunters, but could be concluded as stars within their chosen profession or market. You’ve got a greater than 35% potential for being employed if approached using this method
Networking to: the Inside track
We have now move from mainly passive job hunters to active job seekers, those who are either employed or presently between positions. This next two forms of job search require the work seeker to:
Know themselves, and what they provide
Know what they would like to do
Have the ability to communicate the combination in an individual elevator pitch
Be willing to research the desired/targeted organisations
This sort of job search requires effort, and hence most job seekers avoid it not because they are more successful – often ten times as successful as other active types of job search; but because other options require less thought and effort.
호빠 The inside track approach requires that having decided to job search, that within your target organisation/s you already have a previously developed contact/s. This inside contact may be as a result of you being a customer, supplier, competitor or business network contacts. Your initial approach is based on person to person conversations often over glasses of coffee, creating 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. If you use this method, then you have a 20% potential for being employed 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 (start with a list of 50, whittle them right down to 20 through simple research), you have to create a contact base. With the development of business orientated social networking, and the increase in the quantity of companies offering existing employees bonuses for the successful introduction of new hires, this technique is easier than it ever was. It requires exactly the same clarity of though on who you are/what you need out of your career as the inside tack, with similar degrees of research effort on the prospective 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 working from companies you target on your own researched list. This may easily be improved to virtual insider levels 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?