9 Stories You Didn’t Know About Job And Work

There are probably as many types of Job Search as there are Job Seekers.

But the global upsurge in unemployment has brought in regards to a new surge in job applicants, a lot of whom have not have observed the task of the Job Search in many years. The effect is many dissatisfied job seekers, 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 kind of job search they were undertaking, they would know very well what type of result they ought to 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 type 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. For anyone who is approached, you have a 90% chance of being employed using this method.

Networking from: The Virtual Insider
This sort of direct approach offer again is a delight to someone 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 with their clear personal elevator pitch and track record of delivery, and the advocation by others often within the employing organisation, or by people inside a common mutual network. This is usually a fast expanding area 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 approximately direct from client business orientated briefs, which are fulfilled quickly. As 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 therefore offer better candidates that 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 of their chosen profession or market. You have a greater than 35% potential for 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 people 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 provide
Know what they want to do
Be able to communicate the combination in an individual elevator pitch
Be ready to research the desired/targeted organisations
This sort of job search requires effort, and therefore most job seekers avoid it not because they are more lucrative – often ten times as successful as other active types of job search; but because additional options require less thought and effort.

The inside track approach requires that having decided to job search, that within your target organisation/s you already have a previously developed contact/s. This inside contact could 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 glasses of coffee, making a subtle research based informational interview method of asses who you should be talking to, and what they are seeking to achieve for the business. 호빠 If you use this method, then you have a 20% potential for being employed from companies you target

Direct approach: The Navigator
The navigator approach is comparable and statistically as successful to the inside track, but as you have no developed contacts in the target organisations (focus on a listing of 50, whittle them right down to 20 through simple research), you should create 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 technique is easier than it ever was. It needs the same clarity of though on who you are/what you want out of your career because the inside tack, with similar degrees of research effort on the prospective 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% potential for being employed from companies you target on your 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 upon how much you want a job with that company?