There are probably as many types of Job Search as you can find 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 Job Search in many years. The effect is many dissatisfied job seekers, who feel 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 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 individual, who probably as not an active job seeker. This type 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 a preexisting customer of the organisation. Should you be approached, you have a 90% chance of being employed using this method.
Networking from: The Virtual Insider
This sort of direct approach offer again is a delight to somebody 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 really a testament with their clear personal elevator pitch and history 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 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 approximately direct from client business orientated briefs, which are fulfilled quickly. As 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 that are more researched in a quicker timescale. The effect is that these types of job seekers 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% chance of being employed if approached like this
Networking to: the Inside track
We have now move from mainly passive job seekers to active job seekers, those people 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 want to do
Have the ability to communicate the combination in a personal elevator pitch
Be willing to research the desired/targeted organisations
This kind of job search requires effort, and therefore 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 additional options require less thought and effort.
The within track approach requires that having made a decision to job search, that within your target organisation/s you already have a previously developed contact/s. This inside contact may be due to you being truly a customer, supplier, competitor or business network contacts. 밤알바 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 should be talking to, and what they’re seeking to achieve for the business. If you use this technique, 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 have no developed contacts inside 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 amount of companies offering existing employees bonuses for the successful introduction of new hires, this technique is easier than it ever was. It requires the same clarity of though on who you are/what you want 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 being employed 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?