There are probably as much types 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, a lot of whom have not have experienced the task of the Job Search in many years. 호빠 The effect is many dissatisfied job seekers, who believe 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 kind 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 usually a surprise to the person, who probably as no active job seeker. This kind of job seeker has already been directly known by the organisation, normally through as an existing employee. You could also be presently doing work 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 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 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 have a 50% chance of being employed 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 discover side of the business 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 hence offer better candidates who are more researched in a quicker timescale. The result 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 like this
Networking to: the within track
We 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 job seeker to:
Know themselves, and what they provide
Know what they would like to do
Have the ability to communicate the combination in a personal elevator pitch
Be willing to research the desired/targeted organisations
This sort 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 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 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 have to be talking to, and what they’re seeking to achieve for the business. If you use this method, you then have a 20% chance of being employed 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 inside the target organisations (start with a listing 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 media, and the increase in the number of companies offering existing employees bonuses for the successful introduction of new hires, this method is a lot easier than it ever was. It needs 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. On average five times more successful 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 levels of success of 50% or greater with some more simple research and networking techniques, it just depends upon how much you will want job with that company?