There are probably as much types 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, 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 increase in long term job seekers.
However, if they knew which type of job search they 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 sort of job seeker has already been 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’ve got 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 consequence of this approach is really 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. This is a fast expanding section of recruitment, with companies now paying existing employees for successful introductions of new hires. 호빠 If approached, you have 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 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 therefore offer better candidates who are more researched in a quicker timescale. The result is that these forms of job hunters are again often not active job seekers, but can 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 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 work seeker to:
Know themselves, and what they offer
Know what they would like to do
Have the ability to communicate the combination in an individual elevator pitch
Be ready to research the desired/targeted organisations
This sort of job search requires effort, and hence most job hunters 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 within track approach requires that having decided to job search, that within 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 founded on individual to individual conversations often over glasses of coffee, creating 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 enterprise. If you use this technique, then you have a 20% chance of working 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 inside the target organisations (focus on a list of 50, whittle them right down to 20 through simple research), you need to develop a contact base. With the development of business orientated social networking, 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 needs exactly the same clarity of though on who you are/what you want out of your career as the inside tack, with similar levels of research effort on the target organisations, but development of suitable insider contacts. Typically five times more lucrative than applying via job adverts in newspapers or job boards, with a 15% chance of being employed 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 upon how much you will want job with that company?