Job Search – What Type is Yours?

https://worldspaper.com/business/receptionist-jobs-near-me/ 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 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!
https://hopeformoney.com/jobs-hiring-part-time-near-me/ 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

Direct approach: The Navigator
The navigator approach is similar and statistically as successful to the inside track, but as you have no developed contacts inside the target organisations (start with a list of 50, whittle them 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 number 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 levels of research effort on the target organisations, but development of suitable insider contacts. On average five times more successful 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 some more simple research and networking techniques, it just depends on how much you want a job with that company?

Recruiter: The Mountie
The next set of three job search options have differing rates of success, but have two things in common:

• You will follow a defined HR process to be hired
• As the positions are openly advertised for, you will have high levels of competition. Expect 5 people to make it to the interview stage for each single position being recruited for, multiplied by three fold back down each stage of the recruitment process (ie: application, CV sift, online testing, telephone interview, etc). This could presently result in 100 original job applications

If you undertake your job search via a recruiter advert, and having checked out the strength of the recruiters relationship and brief to make sure you are not being CV fished, and further have not broken the “three recruiters and out” rule; then your chances of employment via this route are 15% or greater. You can easily improve this to 35% or more if you know the right tactics and questions to ask. The recruiter often works in a competitive environment, against other recruiters and the organisations own HR people, to fulfil a position. If the recruiter successfully fulfils the position and gets their man, then they get paid; if not, then its on to the next opportunity. Good recruiters always get their man, and after introduction to the employer you follow the organisations defined recruitment proces