Job Search – What Type is Yours?



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QuestionsCategory: QuestionsJob Search – What Type is Yours?
editor Staff asked 1 year ago
There are almost as many different kinds of job searches as there are job seekers.

However, the global increase in unemployment has resulted in a new influx of job candidates, many of whom have not dealt with the burden of job hunting in many years. As a result, many job seekers are dissatisfied, believing that their efforts in the job search are unappreciated by the employment profession, resulting in a rise in long-term job seekers.

They would know what kind of job search they were doing if they knew which form of job search they were doing.

The Insider’s Direct Offer
The direct approach and offer from a corporation often comes as a surprise to the person who is not actively looking for work. This type of job seeker is already known to the company, usually because they are an existing employee. You could potentially be employed by a competitor, a supplier, or a current customer of the company. You have a 90% chance of being hired using this method if you are approached.

The Virtual Insider’s Networking
This form of direct approach offer is a treat for someone who isn’t actively looking for work but isn’t currently known by the hiring company. The outcome of this technique is a testament to their clear personal elevator pitch and track record of performance, as well as adulation from others, often within the employing organization or within a common mutual network. Companies are already rewarding existing employees for successful introductions of new candidates, which is a rapidly growing field of recruitment. Using this method, you have a 50% probability of being hired if approached.

The Star Has Been Headhunted!
Modern headhunting is all on getting direct business-oriented briefs from clients and completing them fast. While the client side of the business has remained mostly unchanged but has become more niched, the search and find side has been altered by the rise of social networking. Now, tools like Boolean search enable headhunters to compile larger lists of adequately qualified prospects, allowing them to present superior candidates who have been thoroughly investigated in a shorter amount of time. As a result, these job seekers are frequently not active job hunters, but might be classified as stars in their chosen profession or market. If contacted in this manner, you have a greater than 35% probability of being hired.

Introducing yourself to: the inside track
We’ve progressed from primarily passive job hunters to active job seekers, individuals who are currently employed or looking for work. The following two types of job searches necessitate that the job seeker:

Know who they are and what they have to give.
Know what they want to do and be able to articulate it in a personal elevator pitch. Be willing to explore the organizations they want to work for.
Because this sort of job search involves work, most job seekers avoid it, not because it is more successful – it is often ten times as successful as other active job search methods – but because alternative possibilities necessitate less thinking and effort.

The inside track technique demands that, after you’ve decided to look for a job, you already have a contact or contacts within your target organization(s). You may have made this inside contact as a result of your role as a client, supplier, rival, or member of a business network. Your initial approach is built on one-on-one interactions, frequently over cups of coffee, with a subtle research-based informational interview method to determine who you should be speaking with and what they want to accomplish for the company. If you apply this strategy, you’ll have a 20% chance of being hired by the firms you’ve chosen.

The Navigator takes a direct approach.
The navigator technique is similar to and statistically as successful as the inside track, but you’ll need to build a contact base because you don’t have any existing contacts inside the target organizations (start with a list of 50 and pare them down to 20 through simple research). This strategy is now a lot easier than it was before, thanks to the growth of business-oriented social networking and the rise in the number of organizations paying existing employees bonuses for successfully introducing new personnel. It necessitates the same clarity of thought about who you are and what you want out of your career as the inside tack, as well as similar levels of study effort on target organizations and the creation of appropriate insider relationships. With a 15% chance of being hired from companies you target on your researched list, applying via job advertisements in newspapers or job boards is on average five times more successful than applying via job advertisements in newspapers or job boards. With some more simple research and networking strategies, this may easily be enhanced to virtual insider levels of success of 50% or larger; it all depends on how badly you want a job with that organization.

The Mountie is the recruiter.
The next three job search options have varying success percentages, but they all have two things in common:

To be hired, you must go through a specific HR process.
Because the vacancies are widely publicized, there will be a lot of competition. For each single post being recruited for, expect five applicants to make it to the interview stage, multiplied by three at each stage of the recruitment process (ie: application, CV sift, online testing, telephone interview, etc). Currently, this may result in 100 unique job applications.
If you start your job hunt by responding to a recruiter post and checking out the strength of the recruiter’s relationship and brief to ensure you aren’t being CV fished, and you haven’t broken the “three recruiters and out” guideline, your odds of landing a job are 15% or higher. If you know the correct strategies and questions to ask, you can easily increase this to 35 percent or more. To fill a position, the recruiter frequently competes with other recruiters as well as the organization’s own HR personnel. If the recruiter fills the post and finds their man, they are compensated; if not, they must go on to the next chance. Good recruiters always find their guy, and after being introduced to the employer, you must follow the company’s recruitment process.

Work advertisements in the newspaper or on corporate websites: The Jockey Newspaper and company websites are good sources of real job opportunities. To begin with, they necessitate effort and/or expense on the part of the recruiting organization, indicating that the positions are genuine rather than CV-fishing activities. Second, you have direct access to the organization, however you must recognize that you are about to embark on a sanitized, entirely locally legal/ethical, and HR managed/monitored recruitment process, where you will almost certainly not be speaking with the hiring manager. Expect to be treated like a number rather than a person; the procedure is intended to be selective and non-judgmental. As a result, you have little control over the outcome of the race you are going to participate in, save for the fact that you choose to enter it. Once you hit the apply button or send your application in the mail, your odds of being hired via this approach are between 3% and 5%, though this can easily be quadrupled with some easy effort.

The Donkey’s Job Board
The job board is the most prevalent and actively used way of job searching among today’s job searchers. Despite this, data reveal that job boards fill only 12% of all openings in any market. Why do most long-term job seekers spend the majority of their days scanning job boards if so few jobs are filled by them? Simply put, finding and applying for positions on a job board requires little work, but it provides the job seeker with the regular internal satisfaction of being able to declare at the end of each day, “Yes honey, I spent the day job looking!” As a recruiter, I’m well aware that some of the jobs “advertised” on job boards aren’t actually available. Because the job board market is so competitive – there are over 50,000 job boards in North America and another 50,000 around the world – the cost of posting a job on a job board can be as low as free. How often would you do something if the cost was zero, and you could repeat the same job advertisement indefinitely by merely clicking a button? In a recent test, an employment organization discovered that out of 126 positions posted as available in a large city, just 10 positions met the search parameters! Is it any surprise that your odds of success via a job board might dip as low as 2% when there are so many “fake” or duplicate job ads, and it’s so easy to CV fish?

Conclusion of the Job Search
So, how are you going about your job search? According to statistics from throughout the world, the majority of job seekers devote the majority of their efforts to responding to job advertisements from recruiters, newspapers, or spending time on job boards, where their average likelihood of success is 15% or less. Despite this, more than three-quarters of jobs filled in the last year were never advertised, and at least half of them are open to applicants who are willing to put in a little effort and know a few easily learned methods.

For example, one job search method takes 1 second to grasp, 1 minute to master, and 5 minutes to apply to increase your job search success in responding to job advertisements from 15% to 35%. Most people, on the other hand, would rather continue to demonstrate the well-known and established job search results that they and others have always attained.

What kind of job seeker are you? Best of luck!