There are probably as many types of Job Search as you can find 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 result 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 type of job search these were undertaking, they would know 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 kind of job seeker has already been directly known by the organisation, normally through being an existing employee. You could also 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 being employed 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 really a testament to their clear personal elevator pitch and history of delivery, and the advocation by others often within the employing organisation, or by people inside a common mutual network. It is 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 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 find side of the business has been transformed by the boom in social media. Now, techniques like Boolean search allow headhunters to create larger lists of suitably qualified applicants, and therefore offer better candidates who are more researched in a quicker timescale. The result is that these forms of job seekers are again often not active job seekers, but could be concluded as stars of their chosen profession or market. 호빠 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 hunters 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
Manage 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 hunters 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 inside 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 may be due to you being truly a customer, supplier, competitor or business network contacts. Your initial approach is based on individual to individual conversations often over cups of coffee, creating a subtle research based informational interview approach to asses who you ought to be talking to, and what they’re seeking to achieve for the business enterprise. If you use this technique, 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 inside 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 should 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 needs exactly the same clarity of though on who you are/what you want out of your career as 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% potential for working 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 even more simple research and networking techniques, it just depends on how much you will want job with that company?