Job Search - What Type is Yours?

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 surgeon in job applicants, many of whom have not 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 is probably not an active job seeker. This type of job seeker is already directly known by the organization, normally through being an existing employee. You could also be presently working for a competitor, supplier, or an existing customer of the organization. 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 organization. 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 organization, 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!

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 the 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 seen as stars within their chosen profession or market. You have a greater than 35% chance of being employed if approached 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 organization. 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 organization, 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!

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 the 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 seen 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 organizations

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 organization / 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 assess 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 organizations (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-oriented 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 thought on who you are / what you want out of your career as the inside track, with similar levels of research effort on the target organizations, but the 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, you will have high levels of competition. Expect 5 people to make it to the interview stage for every 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 recruiter's 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 organization's own HR people, to fulfill a position. If the recruiter successfully fulfills 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 organizations defined recruitment process

Newspaper or company website job advert: The Jockey

Newspaper adverts and company websites are a good source of real job opportunities. Firstly, they require effort and or cost on behalf of the hiring organization, which means that the jobs are real and not CV fishing exercises. Secondly, you are directly on to the organization, although you have to accept that you probably won't be talking to the hiring manager, about to ride through a sanitized, wholly local legal/ethical and HR managed/monitored recruitment process. Don't expect to be treated like you or a human being, the process is designed to be selective in a non-judgmental way. You hence have little choice in the race you are about to take part in, expect that you chose to enter it, and hence have little ability to affect its outcome. Your chances of being recruited via this method once you hit the apply button or send your application through the post are between 3% and 5%, although this can easily be doubled with some simple effort.

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