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 observed the task of the Job Search in many years. The effect is many dissatisfied job hunters, who believe that their Job Search efforts are not being appreciated by the employment profession, with a resultant upsurge in long term job seekers.
However, if they knew which kind of job search these 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 usually a surprise to the individual, who probably as not an 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 working for a competitor, supplier or a preexisting customer of the organisation. In case you are approached, you have a 90% chance of being employed using this method.
Networking from: The Virtual Insider
This sort of direct approach offer again is a delight to a person who is probably not an active job seeker, but is presently not known to the employing organisation. The result 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 can be 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 about direct from client business orientated briefs, which are fulfilled quickly. 호빠 While the client side of the business has changed little but niched more, the search and find side of the business enterprise 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 hence offer better candidates that are more researched in a quicker timescale. The effect is that these forms of job hunters are again often not active job seekers, but could be concluded as stars within their chosen profession or market. You’ve got a greater than 35% chance of being employed if approached using this method
Networking to: the within track
We now move from mainly passive job seekers to active job seekers, those who are either employed or presently between positions. This next two types of job search require the job seeker to:
Know themselves, and what they provide
Know what they would like to do
Manage to communicate the combination in a personal elevator pitch
Be ready to research the desired/targeted organisations
This kind of job search requires effort, and hence most job seekers avoid it not because they are more successful – often ten times as successful as other active types of job search; but because other 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 a customer, supplier, competitor or business network contacts. Your initial approach is founded on person to person conversations often over cups of coffee, making a subtle research based informational interview approach to asses who you have to be talking to, and what they are seeking to achieve for the business. If you use this technique, then you have a 20% potential for being employed 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 inside the target organisations (start with a listing of 50, whittle them right down to 20 through simple research), you should develop a contact base. With the development of business orientated social media, and the increase in the amount of companies offering existing employees bonuses for the successful introduction of new hires, this technique is easier than it ever was. It needs the same clarity of though on who you are/what you want out of your career because the inside tack, with similar levels of research effort on the mark 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 researched list. This can easily be improved to virtual insider degrees 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?