There are probably as many forms of Job Search as there are Job Seekers.
But the global upsurge in unemployment has brought in regards to a new surge in job applicants, many of whom have not have observed the task of the work Search in many years. The effect is many dissatisfied job hunters, who feel that their Job Search efforts aren’t being appreciated by the employment profession, with a resultant upsurge 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 should expect.
Direct Offer: The Insider
The direct approach and provide from a company, is usually a surprise to the individual, who probably as no active job seeker. This kind of job seeker is already directly known by the organisation, normally through as an existing employee. You might be presently working for a competitor, supplier or a preexisting customer of the organisation. 밤알바 For anyone who is approached, you have a 90% chance of working using this method.
Networking from: The Virtual Insider
This kind of direct approach offer again is a delight to somebody who is probably not a dynamic job seeker, but is presently 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 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 enterprise has been transformed by the boom in social networking. 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 effect is that these types of job hunters are again often not active job hunters, but can be concluded as stars of their chosen profession or market. You’ve got a greater than 35% potential for being employed if approached like this
Networking to: the within 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 forms of job search require the job seeker to:
Know themselves, and what they offer
Know what they would like to do
Manage 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 seekers avoid it not because they are more successful – often ten times as successful as other active forms of job search; but because additional options require less thought and effort.
The within track approach requires that having decided 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 founded on individual to individual conversations often over glasses of coffee, creating a subtle research based informational interview method of asses who you have to be talking to, and what they’re seeking to achieve for the business. If you use this technique, then you have a 20% chance of working from companies you target
Direct approach: The Navigator
The navigator approach is similar and statistically as successful to the within track, but as you have no developed contacts in the target organisations (start with a listing of 50, whittle them right down to 20 through simple research), you need to create 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 want out of your career because the inside tack, with similar levels of research effort on the target organisations, but development of suitable insider contacts. Normally 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 may easily be improved to virtual insider degrees of success of 50% or greater with some more simple research and networking techniques, it just depends on how much you want a job with that company?