9 Incredible Job And Work Transformations
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, a lot of whom have not have observed the task of the work Search in many years. The result is many dissatisfied job hunters, who feel that their Job Search efforts aren’t being appreciated by the employment profession, with a resultant increase in long term job seekers.
호빠 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 provide from a company, is usually a surprise to the individual, who probably as not an active job seeker. This kind of job seeker has already been 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. Should you be approached, you’ve got 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 somebody 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 history of delivery, and the advocation by others often within the employing organisation, or by people inside a common mutual network. This is a fast expanding section of recruitment, with companies now paying existing employees for successful introductions of new hires. If approached, you’ve got 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 enterprise has changed little but niched more, the search and discover side of the business has been transformed by the boom in social networking. Now, techniques like Boolean search allow headhunters to generate 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 seekers are again often not active job hunters, but can be concluded as stars within their chosen profession or market. You have a greater than 35% chance of being employed if approached like this
Networking to: the within track
We have 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 work seeker to:
Know themselves, and what they provide
Know what they want to do
Manage to communicate the combination in an individual elevator pitch
Be willing to research the desired/targeted organisations
This sort of job search requires effort, and hence most job seekers 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 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 founded on person to person conversations often over cups of coffee, creating a subtle research based informational interview approach to asses who you need 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 comparable and statistically as successful to the within track, but as you haven’t any developed contacts inside the target organisations (start with a listing of 50, whittle them down to 20 through simple research), you need to 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 easier than it ever was. It needs 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 mark organisations, but development of suitable insider contacts. Typically five times more successful than applying via job adverts in newspapers or job boards, with a 15% potential for working from companies you target on your own researched list. This can easily be improved to virtual insider degrees of success of 50% or greater with even more simple research and networking techniques, it just depends on how much you want a job with that company?