There are probably as much forms 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 experienced the task of the work Search in many years. The effect is many dissatisfied job seekers, who believe 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 these were undertaking, they would know 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 individual, who probably as no active job seeker. This sort 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 an existing customer of the organisation. If you are approached, you have a 90% chance of being employed using this method.
Networking from: The Virtual Insider
This kind of direct approach offer again is a delight to someone 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 a testament to their clear personal elevator pitch and history of delivery, and the advocation by others often within the employing organisation, or by people inside a common mutual network. 호빠 That is a 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. As 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 generate larger lists of suitably qualified applicants, and hence offer better candidates that 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 Inside track
We have now move from mainly passive job hunters to active job seekers, those people 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
Have the ability to communicate the combination in an individual elevator pitch
Be willing to research the desired/targeted organisations
This type 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 forms of job search; but because other options require less thought and effort.
The within track approach requires that having made a decision to job search, that within your target organisation/s you curently 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 founded on person to person conversations often over glasses of coffee, making a subtle research based informational interview approach to asses who you need to be talking to, and what they are seeking to achieve for the business enterprise. If you use this method, 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 within track, but as you haven’t any developed contacts inside the target organisations (focus on 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 number of companies offering existing employees bonuses for the successful introduction of new hires, this method is a lot easier than it ever was. It needs exactly the same clarity of though on who you are/what you need out of your career as the inside tack, with similar degrees of research effort on the target 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% chance of working from companies you target on your own researched list. This may 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 will want job with that company?