There are probably as much 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 experienced the task of the Job Search in many years. The result is many dissatisfied job hunters, who believe that their Job Search efforts aren’t 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 very well what type of result they should expect.
Direct Offer: The Insider
The direct approach and offer from a company, is often a surprise to the person, who probably as not an active job seeker. This sort of job seeker is already directly known by the organisation, normally through as an existing employee. You could also be presently doing work for a competitor, supplier or an existing customer of the organisation. Should you be approached, you have a 90% chance of working using this method.
Networking from: The Virtual Insider
This type of direct approach offer again is a delight to somebody who is probably not an active job seeker, but is presently 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 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 being employed using this method
Headhunted: The Star!
Modern headhunting is about direct from client business orientated briefs, which are fulfilled quickly. 밤알바 While 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 seekers, 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 using this method
Networking to: the within track
We have 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 work seeker to:
Know themselves, and what they provide
Know what they want to do
Have the ability to communicate the combination in an individual elevator pitch
Be willing to research the desired/targeted organisations
This sort of job search requires effort, and hence most job seekers avoid it not because they’re more lucrative – often ten times as successful as other active forms of job search; but because other 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 could be as a result of you being truly a customer, supplier, competitor or business network contacts. Your initial approach is based on individual to individual conversations often over glasses of coffee, making a subtle research based informational interview approach to asses who you should be talking to, and what they are seeking to achieve for the business. If you use this method, then you 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 haven’t any developed contacts inside the target organisations (focus on a list of 50, whittle them down to 20 through simple research), it is advisable 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 method is easier than it ever was. It needs 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 prospective 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 working from companies you target on your researched list. This can 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 will want job with that company?