There are probably as much forms of Job Search as you can find Job Seekers.

But the global upsurge in unemployment has brought in regards to a new surge in job applicants, many of whom have not have experienced the task of the work Search in many years. The result is many dissatisfied job hunters, who believe that their Job Search efforts aren’t being appreciated by the employment profession, with a resultant increase in long term job seekers.

However, if they knew which type of job search these 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 often a surprise to the individual, who probably as not an active job seeker. This kind 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 a preexisting 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 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 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 within a common mutual network. It 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 being employed using this method

Headhunted: The Star!
Modern headhunting is about 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 find side of the business enterprise 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 hence offer better candidates that are more researched in a quicker timescale. The effect is that these types of job hunters 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 would like to do
Be able to communicate the combination in a personal 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’re more lucrative – 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 made a decision to job search, that within 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. 호빠 Your initial approach is based on individual to individual conversations often over glasses of coffee, making a subtle research based informational interview method of asses who you ought to be talking to, and what they’re seeking to achieve for the business. If you use this technique, you then have a 20% potential for 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 inside the target organisations (focus on a listing of 50, whittle them right down to 20 through simple research), you have to create a contact base. With the development of business orientated social networking, 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 the same clarity of though on who you are/what you need out of your career as the inside tack, with similar degrees of research effort on the target organisations, but development of suitable insider contacts. Typically 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 may 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 will want job with that company?

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