There are probably as many types of job search as there are job seekers.
But the global rise in unemployment has led to a further surge in job seekers, many of whom have not experienced the task of job hunting in many years. The result is many dissatisfied job applicants, who feel that their job search efforts are not being appreciated by the working profession, with a consequent increase in long-term job applicants.
However, if they knew what kind of job search they were doing, they would know what kind of result they should expect.
Direct offer: The Insider
The direct approach and offer of a company is often a surprise to the person, who is probably not an active job seeker. This type of job applicant is already known directly to the organization, usually as an existing employee. He could also be currently working for a competitor, supplier, or an existing customer of the organization. If you are contacted, you have a 90% chance of being employed with this method.
Networking from: The Virtual Insider
This type of direct approach offer is again a delight to a person who is probably not an active job seeker, but is not currently known to the employing organization. The result of this approach is a testament to your clear personal elevator pitch and delivery record, and UK jobs advocacy from others often within the employing organization, or by people within a common mutual network. This is a rapidly expanding area of hiring, and companies now pay existing employees for the successful introduction of new hires. If you approach it, you have a 50% chance of being employed with this method.
Headhunted: The star!
Modern headhunting is all about the client’s business-oriented reporting, which is quickly completed. While the customer side of the business has changed little but has improved more, the search and search side of the business has been transformed by the rise of social media. Now techniques like Boolean searching allow headhunters to build larger lists of qualified applicants, thereby offering better candidates who are more researched on a faster timescale. The result is that these types of job seekers are often not active job seekers, but can be considered stars within their chosen profession or market. You have a greater than 35% chance of being hired if approached with this method.
Networking for: The Inside Track
We now move from primarily passive job seekers to active job seekers, those who are employed or currently between positions. The following two types of job search require the job applicant:
Know yourself and what they offer
Know what they want to do
Being able to communicate the combination in a personal elevator speech.
Be willing to research desired / specific organizations.
This type of job search requires effort, and therefore most job seekers avoid it not because they are more successful, often ten times more successful than other active types of job search; But because other options require less thought and effort.
The inside track approach requires that, having decided to look for work, within your target organization you already have a previously developed contact. This internal contact may be due to the fact that you are a customer, supplier, competitor or contacts of the commercial network. Their initial approach relies on person-to-person conversations, often over cups of coffee, taking a subtle, research-based informational interview approach to assessing who you should speak to and what they’re looking to accomplish for the business. If you use this method, you have a 20% chance of being employed by the companies you are targeting.
Direct approach: the browser
The browser approach is similar and statistically as successful as the internal track, but since you have no developed contacts within the target organizations (start with a list of 50, narrow down to 20 through simple research), you need to develop a contact base. With the development of business-oriented social media and the increase in the number of companies offering bonuses to existing employees for the successful introduction of new hires, this method is much easier than ever. It requires the same clarity of thought about who you are / what you want from your career as the internal tactic, with similar levels of research effort in the target organizations, but the development of adequate internal contacts. On average, five times more successful