There are probably as many 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, many of whom have not have experienced the task of the work Search in many years. The effect is many dissatisfied job seekers, who believe 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 they 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 usually a surprise to the person, who probably as no active job seeker. This type of job seeker has already been directly known by the organisation, normally through being an existing employee. You could also be presently doing work 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 type of direct approach offer again is really a delight to a person who is probably not a dynamic 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 history of delivery, and the advocation by others often within the employing organisation, or by people within a common mutual network. This is the fast expanding area 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. 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 networking. 밤알바 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 types of job hunters are again often not active job seekers, 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 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 types 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 type 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 other options require less thought and effort.
The within 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 could be due to you being a customer, supplier, competitor or business network contacts. Your initial approach is based on person to person conversations often over cups 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 enterprise. If you use this method, you then have a 20% potential for 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 (focus on a listing of 50, whittle them right down to 20 through simple research), you need to 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 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 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 some more simple research and networking techniques, it just depends on how much you will want job with that company?