There are probably as much types of Job Search as there are 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 Job Search in many years. The result is many dissatisfied job seekers, 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 these were undertaking, they would know very well what type of result they ought to 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 type of job seeker is already directly known by the organisation, normally through being an existing employee. You might be presently working for a competitor, supplier or a preexisting customer of the organisation. In case you are approached, you have 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 somebody 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 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 the fast expanding section of recruitment, with companies now paying existing employees for successful introductions of new hires. 호빠 If approached, you’ve got 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. As 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 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’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 would like to do
Be able to communicate the combination in an individual elevator pitch
Be willing to research the desired/targeted organisations
This kind of job search requires effort, and hence most job seekers 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 within your target organisation/s you already have a previously developed contact/s. This inside contact could be due to 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, making a subtle research based informational interview method of asses who you should be talking to, and what they are seeking to achieve for the business enterprise. If you use this technique, then you have a 20% chance of being employed from companies you target
Direct approach: The Navigator
The navigator approach is comparable and statistically as successful to the within track, but as you have no developed contacts in the target organisations (start with a list of 50, whittle them down to 20 through simple research), you must create a contact base. With the development of business orientated social networking, and the increase in the quantity of companies offering existing employees bonuses for the successful introduction of new hires, this method is easier than it ever was. It requires exactly the same clarity of though on who you are/what you want out of your career as the inside tack, with similar degrees 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% 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 even more simple research and networking techniques, it just depends on how much you want a job with that company?