There are probably as many types of Job Search as there are Job Seekers.
But the global upsurge in unemployment has brought about a new surge in job applicants, a lot of whom have not have experienced the task of the work Search in many years. The result is many dissatisfied job seekers, 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 type of job search these were undertaking, they would know very well what type of result they ought to expect.
Direct Offer: The Insider
The direct approach and provide from a company, is often a surprise to the person, who probably as no active job seeker. This sort of job seeker has already been directly known by the organisation, normally through as an existing employee. You might be presently working for a competitor, supplier or an existing customer of the organisation. If you are 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 someone who is probably not a dynamic job seeker, but is presently as yet not known to the employing organisation. The result 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 within a common mutual network. This is usually a fast expanding area of recruitment, with companies now paying existing employees for successful introductions of new hires. If approached, you’ve got a 50% chance of being employed using this method
Headhunted: The Star!
밤알바 Modern headhunting is approximately direct from client business orientated briefs, which are fulfilled quickly. While the client side of the business has changed little but niched more, the search and discover side of the business has been transformed by the boom in social media. Now, techniques like Boolean search allow headhunters to generate larger lists of suitably qualified applicants, and hence offer better candidates who are more researched in a quicker timescale. The effect is that these forms of job seekers are again often not active job seekers, 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 now move from mainly passive job seekers to active job seekers, those people 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 want to do
Manage to communicate the combination in a personal elevator pitch
Be ready to research the desired/targeted organisations
This sort of job search requires effort, and hence most job seekers avoid it not because they’re more successful – often ten times as successful as other active types of job search; but because other options require less thought and effort.
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 could be because of you being a customer, supplier, competitor or business network contacts. Your initial approach is based on individual to individual conversations often over glasses of coffee, creating a subtle research based informational interview approach to asses who you ought to be talking to, and what they are seeking to achieve for the business enterprise. If you use this method, you then have a 20% potential for being employed from companies you target
Direct approach: The Navigator
The navigator approach is comparable 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 down to 20 through simple research), you must develop a contact base. With the development of business orientated social media, and the increase in the quantity of companies offering existing employees bonuses for the successful introduction of new hires, this method is a lot easier than it ever was. 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 prospective organisations, but development of suitable insider contacts. Normally five times more lucrative than applying via job adverts in newspapers or job boards, with a 15% potential for working from companies you target on your researched list. This can easily be improved to virtual insider levels of success of 50% or greater with some more simple research and networking techniques, it just depends on how much you will want job with that company?