9 Reasons Abraham Lincoln Would Be Great At Job And Work

0 Comments

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, many of whom have not have experienced the task of the Job Search in many years. The result is many dissatisfied job seekers, who believe that their Job Search efforts are not being appreciated by the employment profession, with a resultant upsurge in long term job seekers.

However, if they knew which type of job search these were undertaking, they would know very well what type of result they ought to expect.

Direct Offer: The Insider
The direct approach and offer from a company, is often a surprise to the individual, who probably as not an active job seeker. This sort 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 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 really a delight to a person who is probably not a dynamic job seeker, but is presently as yet not known to the employing organisation. The result 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. It is 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 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 find 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 result is that these forms of job seekers are again often not active job seekers, but could be concluded as stars of their chosen profession or market. You’ve got 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 work seeker to:

Know themselves, and what they provide
Know what they want to do
Manage to communicate the combination in a personal elevator pitch
Be ready to research the desired/targeted organisations
This kind of job search requires effort, and therefore 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 additional 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 curently have a previously developed contact/s. This inside contact could be as a result of you being truly a customer, supplier, competitor or business network contacts. 호빠 Your initial approach is based on person to person conversations often over glasses of coffee, making a subtle research based informational interview method of asses who you have to be talking to, and what they are seeking to achieve for the business. If you use this technique, then you 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 within track, but as you have no developed contacts in the target organisations (start with a listing of 50, whittle them down to 20 through simple research), you have to develop a contact base. With the development of business orientated social networking, and the increase in the quantity of companies offering existing employees bonuses for the successful introduction of new hires, this technique is a lot easier than it ever was. It needs the same clarity of though on who you are/what you want out of your career as the inside tack, with similar levels 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% potential for working 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?