9 Stories You Didn’t Know About Job And Work

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, 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 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 kind of job search they were undertaking, they would know very well what type of result they should expect.

Direct Offer: The Insider
The direct approach and provide from a company, is usually 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 doing work for a competitor, supplier or an existing customer of the organisation. In case you are approached, you have a 90% chance of working using this method.

Networking from: The Virtual Insider
This sort of direct approach offer again is really a delight to somebody who is probably not an active job seeker, but is presently not known to the employing organisation. The consequence of this approach is a testament with 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 section of recruitment, with companies now paying existing employees for successful introductions of new hires. 호빠 If approached, you have a 50% chance of being employed 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 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 that are more researched in a quicker timescale. The effect is that these types of job seekers are again often not active job seekers, but could be concluded as stars of their chosen profession or market. You have a greater than 35% potential for being employed if approached using this method

Networking to: the Inside 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 job seeker to:

Know themselves, and what they provide
Know what they would like to do
Manage 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 hunters 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 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 person to person conversations often over cups of coffee, creating a subtle research based informational interview approach to asses who you have to be talking to, and what they’re 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 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 right down to 20 through simple research), you must create 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 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 levels of research effort on the target organisations, but development of suitable insider contacts. Normally 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 levels of success of 50% or greater with even more simple research and networking techniques, it just depends upon how much you want a job with that company?

Leave a Reply