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, many of whom have not have observed the task of the Job Search in many years. The effect is many dissatisfied job hunters, 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 type 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 offer from a company, is often a surprise to the individual, who probably as not an active job seeker. This type 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. 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 a delight to someone who is probably not an active job seeker, but is presently as yet not known to the employing organisation. The consequence 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 inside a common mutual network. This is the 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 approximately 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 find side of the business 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 hence offer better candidates who are more researched in a quicker timescale. The effect is that these forms of job seekers are again often not active job seekers, but could be concluded as stars of their chosen profession or market. You’ve got 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 forms of job search require the work seeker to:
Know themselves, and what they offer
Know what they want to do
Manage to communicate the combination in a personal elevator pitch
Be ready to research the desired/targeted organisations
This sort of job search requires effort, and hence most job seekers avoid it not because they’re more successful – often ten times as successful as other active types 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 could be because of you being a customer, supplier, competitor or business network contacts. Your initial approach is based on individual to individual conversations often over cups of coffee, creating a subtle research based informational interview approach to asses who you ought to be talking to, and what they’re seeking to achieve for the business enterprise. If you use this method, you then have a 20% potential for 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 in the target organisations (start with a list of 50, whittle them right down to 20 through simple research), you must develop a contact base. With the development of business orientated social media, and the increase in the number of companies offering existing employees bonuses for the successful introduction of new hires, this method is easier than it ever was. It needs exactly 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 target 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 being employed 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 upon how much you want a job with that company? 호빠