There are probably as many types of Job Search as there are Job Seekers.
But the global increase in unemployment has brought about a new surge in job applicants, many of whom have not have experienced 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 often a surprise to the person, who probably as not an active job seeker. This type of job seeker is already 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. If you are approached, you have a 90% chance of being employed using this method.
Networking from: The Virtual Insider
This type 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 result of this approach is 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 jobbörse is 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 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 has changed little but niched more, the search and find side of the business 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 seekers 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% chance of being employed if approached using this method
Networking to: the Inside track
We now move from mainly passive job seekers 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 offer
- Know what they want to do
- Be able to communicate the combination in a personal elevator pitch
- Be willing to research the desired/targeted organisations
This type of job search requires effort, and hence most job seekers avoid it not because they are more successful – often ten times as successful as other active types of job search; but because other 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 may be as a result of you being a customer, supplier, competitor or business network contacts. Your initial approach is based on person to person conversations often over cups of coffee, making a subtle research based informational interview approach to asses who you should be talking to, and what they are seeking to achieve for the business. If you use this method, then you have a 20% chance of being employed from companies you target