There are probably as much forms of Job Search as you can find Job Seekers.
But the global upsurge in unemployment has brought in regards to 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 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 they were undertaking, they would know very well what type of result they ought to expect.
호빠 Direct Offer: The Insider
The direct approach and provide from a company, is usually a surprise to the individual, who probably as not an active job seeker. This kind 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 an existing 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 kind of direct approach offer again is really 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 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 enterprise has changed little but niched more, the search and discover side of the business has been transformed by the boom in social networking. 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 hunters, but could be concluded as stars of their chosen profession or market. You have a greater than 35% chance of being employed if approached using this method
Networking to: the within track
We have 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 job seeker to:
Know themselves, and what they provide
Know what they would like to do
Be able to communicate the combination in an individual elevator pitch
Be ready to research the desired/targeted organisations
This kind 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 additional options require less thought and effort.
The inside track approach requires that having made a decision to job search, that within your target organisation/s you already have a previously developed contact/s. This inside contact may be because of you being truly a customer, supplier, competitor or business network contacts. Your initial approach is based on individual to individual conversations often over glasses of coffee, creating a subtle research based informational interview method of asses who you should be talking to, and what they’re seeking to achieve for the business enterprise. 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 have no developed contacts in the target organisations (focus on a listing of 50, whittle them right 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 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 the same clarity of though on who you are/what you need out of your career because the inside tack, with similar degrees 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 degrees 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?