There are probably as many types of Job Search as you can find Job Seekers.
But the global upsurge in unemployment has brought about 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 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 often a surprise to the individual, who probably as no active job seeker. This type of job seeker is already directly known by the organisation, normally through being an existing employee. You might be presently doing work for a competitor, supplier or a preexisting customer of the organisation. Should you be approached, you’ve got a 90% chance of working using this method.
Networking from: The Virtual Insider
This type of direct approach offer again is really a delight to a person who is probably not a dynamic job seeker, but is presently not known to the employing organisation. The consequence of this approach is really 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 inside a common mutual network. This is 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 approximately 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 find side of the business has been transformed by the boom in social media. Now, techniques like Boolean search allow headhunters to generate larger lists of suitably qualified applicants, and therefore offer better candidates that are more researched in a quicker timescale. The effect is that these forms of job seekers are again often not active job hunters, but could be concluded as stars of their chosen profession or market. You have 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 who are either employed or presently between positions. This next two types of job search require the work seeker to:
Know themselves, and what they offer
Know what they would like to do
Manage to communicate the combination in an individual elevator pitch
Be ready to research the desired/targeted organisations
This kind of job search requires effort, and therefore most job hunters avoid it not because they are more lucrative – 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 within your target organisation/s you curently have a previously developed contact/s. This inside contact may be as a result 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 should be talking to, and what they are seeking to achieve for the business. 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 haven’t any developed contacts in the target organisations (start with a list 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 quantity 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 need out of your career as the inside tack, with similar levels of research effort on the prospective organisations, but development of suitable insider contacts. Typically 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 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 want a job with that company?