There are probably as much forms of Job Search as you can find Job Seekers.
But the global increase in unemployment has brought about a new surge in job applicants, a lot 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 upsurge 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 should expect.
Direct Offer: The Insider
The direct approach and provide from a company, is usually a surprise to the individual, who probably as no active job seeker. This sort of job seeker has already been directly known by the organisation, normally through as an existing employee. You might be presently working for a competitor, supplier or a preexisting customer of the organisation. For anyone who is approached, you have a 90% chance of working using this method.
Networking from: The Virtual Insider
This type 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 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 can be a fast expanding area of recruitment, with companies now paying existing employees for successful introductions of new hires. 호빠 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. While the client side of the business enterprise 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 hunters are again often not active job seekers, but could be concluded as stars within their chosen profession or market. You have a greater than 35% potential for being employed if approached using this method
Networking to: the within track
We 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 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 type of job search requires effort, and hence most job hunters avoid it not because they’re more lucrative – often ten times as successful as other active forms of job search; but because additional options require less thought and effort.
The inside track approach requires that having decided to job search, that inside your target organisation/s you already 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 based on person to person conversations often over glasses of coffee, creating a subtle research based informational interview method of asses who you need to be talking to, and what they’re seeking to achieve for the business. If you use this method, 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 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 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 method is easier than it ever was. It requires 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 mark organisations, but development of suitable insider contacts. On average 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 researched list. This can easily be improved to virtual insider levels 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?