There are probably as many 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, many 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 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 ought to expect.
Direct Offer: The Insider
The direct approach and provide from a company, is usually a surprise to the person, who probably as no active job seeker. This kind of job seeker is already directly known by the organisation, normally through as an existing employee. You could also be presently working for a competitor, supplier or an existing customer of the organisation. When you are approached, you’ve got 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 somebody who is probably not an active job seeker, but is presently as yet not known to the employing organisation. The result of this approach is 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. 밤알바 That is 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. As the client side of the business has changed little but niched more, the search and discover side of the business enterprise has been transformed by the boom in social networking. Now, techniques like Boolean search allow headhunters to create larger lists of suitably qualified applicants, and hence 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 can be concluded as stars of their chosen profession or market. You have a greater than 35% chance of 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 would like to do
Manage to communicate the combination in an individual elevator pitch
Be willing 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 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 made a decision to job search, that within your target organisation/s you already 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 glasses of coffee, creating a subtle research based informational interview method of asses who you should be talking to, and what they are seeking to achieve for the business. If you use this technique, you then 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 (start with a listing of 50, whittle them down to 20 through simple research), it is advisable 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 technique is easier than it ever was. It requires 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 prospective organisations, but development of suitable insider contacts. Typically five times more successful 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 can easily be improved to virtual insider degrees 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?