There are probably as many types of Job Search as you can find 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 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.
밤알바 Direct Offer: The Insider
The direct approach and offer from a company, is often a surprise to the individual, who probably as not an active job seeker. This kind 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. In case you are approached, you’ve got a 90% chance of working using this method.
Networking from: The Virtual Insider
This type of direct approach offer again is a delight to someone 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 track record 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. If approached, you have a 50% chance of working 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 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 create larger lists of suitably qualified applicants, and therefore offer better candidates who are more researched in a quicker timescale. The effect is that these forms 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 like this
Networking to: the Inside track
We now move from mainly passive job seekers to active job seekers, those people 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
Have the ability 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’re 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 decided to job search, that within your target organisation/s you already have a previously developed contact/s. This inside contact could be because of you being a customer, supplier, competitor or business network contacts. Your initial approach is founded on person to person conversations often over cups of coffee, making 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 enterprise. If you use this technique, you then have a 20% chance of working from companies you target
Direct approach: The Navigator
The navigator approach is similar and statistically as successful to the inside track, but as you haven’t any developed contacts in the target organisations (focus on a listing of 50, whittle them 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 amount of companies offering existing employees bonuses for the successful introduction of new hires, this method is a lot easier than it ever was. It requires the same clarity of though on who you are/what you want out of your career as 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 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 on how much you will want job with that company?