There are probably as many types of Job Search as there are Job Seekers.
But the global increase 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 effect is many dissatisfied job hunters, 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 kind of job search they were undertaking, they would know what type of result they should expect.
Direct Offer: The Insider
The direct approach and offer from a company, is usually a surprise to the individual, who probably as not an active job seeker. This sort of job seeker is already directly known by the organisation, normally through being an existing employee. You could also be presently working for a competitor, supplier or a preexisting customer of the organisation. In case 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 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 inside a common mutual network. 밤알바 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. While the client side of the business has changed little but niched more, the search and discover side of the business enterprise has been transformed by the boom in social networking. 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 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 forms of job search require the work seeker to:
Know themselves, and what they offer
Know what they want to do
Be able to communicate the combination in a personal elevator pitch
Be ready to research the desired/targeted organisations
This type of job search requires effort, and therefore most job seekers avoid it not because they’re more lucrative – often ten times as successful as other active types of job search; but because other options require less thought and effort.
The within track approach requires that having decided to job search, that inside your target organisation/s you curently have a previously developed contact/s. This inside contact could be because of you being truly a customer, supplier, competitor or business network contacts. Your initial approach is founded on individual to individual conversations often over cups of coffee, making a subtle research based informational interview method of asses who you need 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 working from companies you target
Direct approach: The Navigator
The navigator approach is comparable and statistically as successful to the inside track, but as you have no developed contacts in the target organisations (focus on a list 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 networking, and the increase in the number of companies offering existing employees bonuses for the successful introduction of new hires, this technique is a lot easier than it ever was. It requires exactly 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 lucrative than applying via job adverts in newspapers or job boards, with a 15% chance of 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 some more simple research and networking techniques, it just depends upon how much you want a job with that company?