Part 4 - Job Searching and Making Job Applications |
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You should now be clear as to your requirements, your offering and your job market, and have developed your core CV. If so, you are ready to begin targeted job searching. Effective (i.e. successful) job hunting requires effort, adaptability and persistence.
“The harder I work, the luckier I get” - Samuel Goldwyn
There will always be jobs available, not least because people will always change jobs, be promoted, move, retire, etc. Even in periods of economic recession, there are jobs available; there may however be greater competition for them. If you have been unable to find the right job it is likely that you are not using the right method to find it. If your job search strategy is not successful after a period of time, it is time to change it.
In Richard Nelson Bolles’ influential “What Color is your Parachute” (a US publication) he lists the 5 best and 5 worst ways to find a job :
a. The 5 Worst Ways to Find a Job:
i. Using the Internet: At best in areas such as technology, science and healthcare the success rate of this method is considered to be around 10%. That is, of every 100 jobseekers using the Internet as their search method, 10 will be successful with it.
ii. Sending out CVs to employers at random: Successful in around 7% of cases.
iii. Answering advertisements in professional journals or publications relating to your field: Again this is successful in around 7% of cases.
iv. Answering local newspaper advertisements: Successful between 5% and 24% of cases (success increases the lower the salary being offered/sought).
v. Using recruitment companies: this is successful in 5% to 28% of cases depending again on salary being sought. Note that success rates for this method are thought to be increasing.
b. The 5 Best Ways to Find a Job:
i. Asking for job leads from friends, family, colleagues: This method has a success rate c. 33%
ii. Directly approaching employers whether they have a relevant vacancy or not: This has a success rate in the region of 47%.
iii. Undertaking a targeted search of companies in your field of interest (eg., using the Yellow Pages, internet, etc) and directly contacting employers asking if they are hiring in your area of expertise and skill: This method has a 69% success rate.
iv. Repeating the above exercise with a group of other job hunters increases the success rating to 84%.
v. Doing a life changing job-hunt: successful in 86% of cases, such as starting your own business, finding your dream job, etc. See Bolles’ book for further information.
None of these methods is 100% successful. It therefore makes sense to combine some of these methods (potentially from both lists) to increase your chances. If after a period of time you have not been successful, change your approach.
Remember the ACEs and Chasers? These findings are consistent:
1. target your job search and create the opportunities – be proactive not reactive
2. use a variety of sources and regularly review their success rates
3. use your network – it is always larger than you may at first think.
Using the results of Assessment 4, each identified company can now be further researched (the internet is an excellent means of doing this); in parallel to this activity continue to look for companies that meet your criteria.
“The harder I work, the luckier I get” - Samuel Goldwyn
There will always be jobs available, not least because people will always change jobs, be promoted, move, retire, etc. Even in periods of economic recession, there are jobs available; there may however be greater competition for them. If you have been unable to find the right job it is likely that you are not using the right method to find it. If your job search strategy is not successful after a period of time, it is time to change it.
In Richard Nelson Bolles’ influential “What Color is your Parachute” (a US publication) he lists the 5 best and 5 worst ways to find a job :
a. The 5 Worst Ways to Find a Job:
i. Using the Internet: At best in areas such as technology, science and healthcare the success rate of this method is considered to be around 10%. That is, of every 100 jobseekers using the Internet as their search method, 10 will be successful with it.
ii. Sending out CVs to employers at random: Successful in around 7% of cases.
iii. Answering advertisements in professional journals or publications relating to your field: Again this is successful in around 7% of cases.
iv. Answering local newspaper advertisements: Successful between 5% and 24% of cases (success increases the lower the salary being offered/sought).
v. Using recruitment companies: this is successful in 5% to 28% of cases depending again on salary being sought. Note that success rates for this method are thought to be increasing.
b. The 5 Best Ways to Find a Job:
i. Asking for job leads from friends, family, colleagues: This method has a success rate c. 33%
ii. Directly approaching employers whether they have a relevant vacancy or not: This has a success rate in the region of 47%.
iii. Undertaking a targeted search of companies in your field of interest (eg., using the Yellow Pages, internet, etc) and directly contacting employers asking if they are hiring in your area of expertise and skill: This method has a 69% success rate.
iv. Repeating the above exercise with a group of other job hunters increases the success rating to 84%.
v. Doing a life changing job-hunt: successful in 86% of cases, such as starting your own business, finding your dream job, etc. See Bolles’ book for further information.
None of these methods is 100% successful. It therefore makes sense to combine some of these methods (potentially from both lists) to increase your chances. If after a period of time you have not been successful, change your approach.
Remember the ACEs and Chasers? These findings are consistent:
1. target your job search and create the opportunities – be proactive not reactive
2. use a variety of sources and regularly review their success rates
3. use your network – it is always larger than you may at first think.
Using the results of Assessment 4, each identified company can now be further researched (the internet is an excellent means of doing this); in parallel to this activity continue to look for companies that meet your criteria.
Approaching companies directly
- Where will likely jobs be advertised?
- What are the currently advertised jobs?
- Assess what you think the job needs are and develop a proposal as to how you might meet them (ie., a kind of benefits analysis of hiring you)
- Record the name and contact details of appropriate, key people
- Check whether you have any contacts within the target organisation or among those who could facilitate access
- Write to each contact with an individually tailored CV and covering letter/email.
- Telephone the named person one week after writing to ask for a meeting to discuss your application further.
- Keep a record of all contact made, including dates, names and feedback.
- What are the currently advertised jobs?
- Assess what you think the job needs are and develop a proposal as to how you might meet them (ie., a kind of benefits analysis of hiring you)
- Record the name and contact details of appropriate, key people
- Check whether you have any contacts within the target organisation or among those who could facilitate access
- Write to each contact with an individually tailored CV and covering letter/email.
- Telephone the named person one week after writing to ask for a meeting to discuss your application further.
- Keep a record of all contact made, including dates, names and feedback.
Responding to advertised vacancies
When responding to advertisements (whether in the press, recruitment companies or via the internet) repeat the above steps ensuring that you provide the information requested.
Exercise care when registering with job search engines or recruitment companies online. Once you have submitted your CV/application it is out of your control, forever. Hiring organisations increasingly make use of internet based search engines and your candidature can be “cheapened” if you are ‘over represented’. Remember also that some recruitment companies are less scrupulous than others and will modify/forward on your CV without your permission. So far as is practicable be judicious with any information you submit, and check that the intended recipient has received it.
Exercise care when registering with job search engines or recruitment companies online. Once you have submitted your CV/application it is out of your control, forever. Hiring organisations increasingly make use of internet based search engines and your candidature can be “cheapened” if you are ‘over represented’. Remember also that some recruitment companies are less scrupulous than others and will modify/forward on your CV without your permission. So far as is practicable be judicious with any information you submit, and check that the intended recipient has received it.
Networking
Networking is for many people the least favoured means of job searching but so often leads to success. Your personal network will often be larger than you at first think and may very well include the link to your next role.
Note down the names and contact information of all your colleagues and ex-colleagues, acquaintances, friends, family and so on. This is your primary network. From this list make contact with as many as you consider appropriate; let them know that you are in the job market and that you would be interested in learning of suitable opportunities (define them) they may know of. Ask them to provide you with further contacts whom they consider might be helpful to you (this becomes your secondary network). Repeat the process with your secondary network.
Do not ask directly for a job, instead seek advice and guidance and for referrals. Your approach is to advise them of your situation and to ask if they know anyone or any companies who might be able to help.
Keep these contacts open by communicating with them on a regular basis (monthly, quarterly, as appropriate – ensure that you are not forgotten but not a pest either).
Investigate the opportunities in your sector/location for further networking such as conferences, networking events, and social gatherings of ex-colleagues, etc. Keep yourself prominent and in mind.
At all times be sure to communicate a confident and assured persona – looking and sounding desperate will be counterproductive.
If you continue to use a certain method to apply for jobs and you do not succeed in getting an initial interview, you need to seriously consider changing your approach. Don’t forget that it is always OK to ask the company or recruitment consultant why you didn’t get the job or the interview. Where necessary push them into providing meaningful feedback, and be sure that that feedback is reflected in your approach. Your coach will be happy to help you with this.
Note down the names and contact information of all your colleagues and ex-colleagues, acquaintances, friends, family and so on. This is your primary network. From this list make contact with as many as you consider appropriate; let them know that you are in the job market and that you would be interested in learning of suitable opportunities (define them) they may know of. Ask them to provide you with further contacts whom they consider might be helpful to you (this becomes your secondary network). Repeat the process with your secondary network.
Do not ask directly for a job, instead seek advice and guidance and for referrals. Your approach is to advise them of your situation and to ask if they know anyone or any companies who might be able to help.
Keep these contacts open by communicating with them on a regular basis (monthly, quarterly, as appropriate – ensure that you are not forgotten but not a pest either).
Investigate the opportunities in your sector/location for further networking such as conferences, networking events, and social gatherings of ex-colleagues, etc. Keep yourself prominent and in mind.
At all times be sure to communicate a confident and assured persona – looking and sounding desperate will be counterproductive.
If you continue to use a certain method to apply for jobs and you do not succeed in getting an initial interview, you need to seriously consider changing your approach. Don’t forget that it is always OK to ask the company or recruitment consultant why you didn’t get the job or the interview. Where necessary push them into providing meaningful feedback, and be sure that that feedback is reflected in your approach. Your coach will be happy to help you with this.
Successful themes
In a period extending over 30 years reviewing thousands of job search stories, Richard Bolles describes three core themes that run through them all. These are:
1. No one owes you a job. If you want one you have to go out and work hard to get it.
2. Job-hunting success is in direct proportion to job-hunting effort (if intelligently directed)
3. Successful job-hunting requires a willingness to change your tactics.
1. No one owes you a job. If you want one you have to go out and work hard to get it.
2. Job-hunting success is in direct proportion to job-hunting effort (if intelligently directed)
3. Successful job-hunting requires a willingness to change your tactics.
Using social media
The use of social media such as LinkedIn, Twitter and Facebook is very popular and can be successful both in marketing yourself and finding existing job opportunities.
LinkedIn (http://www.linkedin.com) is currently the most widely used and effective tool for online business marketing and information purposes. This provides a portal for your CV and contact information along with a facility to collect recommendations from previous colleagues and clients. Inviting contacts to ‘Link In’ with you is also useful in remote networking; it reminds them that you are around and available. This is a very rich tool with a wide range of services and your coach will help you in the use of it if required.
Twitter (http://www.twitter.com) can be very useful for getting rapid access to new jobs and opportunities as they arise which may get you a head start on other job seekers.
Facebook (http://www.facebook.com) can also be useful for job searching purposes although currently is primarily a social network. Do beware of the content and use of your own Facebook page should you have one. Increasingly commonly, prospective employers do search Facebook to find out more information about candidates and may take into account what they see.
Your coach will talk you through further use of these media if you are currently unfamiliar with them and can provide additional information about exploiting them more fully.
LinkedIn (http://www.linkedin.com) is currently the most widely used and effective tool for online business marketing and information purposes. This provides a portal for your CV and contact information along with a facility to collect recommendations from previous colleagues and clients. Inviting contacts to ‘Link In’ with you is also useful in remote networking; it reminds them that you are around and available. This is a very rich tool with a wide range of services and your coach will help you in the use of it if required.
Twitter (http://www.twitter.com) can be very useful for getting rapid access to new jobs and opportunities as they arise which may get you a head start on other job seekers.
Facebook (http://www.facebook.com) can also be useful for job searching purposes although currently is primarily a social network. Do beware of the content and use of your own Facebook page should you have one. Increasingly commonly, prospective employers do search Facebook to find out more information about candidates and may take into account what they see.
Your coach will talk you through further use of these media if you are currently unfamiliar with them and can provide additional information about exploiting them more fully.
Making Job Applications
Cover letters
Your covering letter should make clear your fit and suitability to the role and not leave it to the employer/recruitment consultant to work out what you have to offer. Ideally you should keep your covering letter to two-thirds of an A4 page. It should always state the job reference number if there is one and include:
• the job title
• a statement of your suitability for the role which should be based upon any advertised required criteria
• relevant information which is not included in the CV
• other relevant or requested information such as salary, periods of unavailability, etc.
Writing to potential employers, whether in response to an advertisement or “on spec”, is a sales exercise. Copywriters use a standard approach to such communications, following the AIDA format:
A Attention the first paragraph quickly comes to the point to grab the reader’s attention.
I Interest the second paragraph gives information to arouse the reader’s interest.
D Desire the third paragraph describes the benefits and advantages you will gain and what it will be like to own the product or service.
A Action now that you want the product or service, what do you do? Telephone, send an email, etc.
This format can be usefully applied to job search letters. The following are some examples:
Response to an advertised vacancy:
25 Appletree Road
Anytown
Suffolk
CM10 1BC
21 December 2010
Mr. J. Smith
Vanilla Corporation
The Science Park
Anytown
Suffolk
CM1 2DE
Dear Mr Smith,
Ref: VC/123 – Production Manager: Anytown News, 17 December 2010
I am writing in response to the above advertisement and wish to apply for the position.
You will see from my CV that for the past five years I have managed a plant manufacturing shampoos and hair colorants on a continuous production basis. Many of the production features appear to be very similar to your own. Previously I worked as Materials Planning Manager in a high-volume batch production plant.
I believe I have all the qualities you have outlined in your advertisement; I am ISO 9000 trained, a strong leader and have a capacity for hard work.
I am now seeking a position where my experience and expertise can be fully utilised.
I look forward to hearing from you.
Yours sincerely
Jane Brown
Speculative letter to a targeted potential employer: -
25 Appletree Road
Anytown
Suffolk
CM10 1BC
21 December 2010
Mr. J. Smith
Vanilla Corporation
The Science Park
Anytown
Suffolk
CM1 2DE
Dear Mr Smith,
As the Marketing Director [Electronic Products] of a £50m turnover UK company, I have initiated and managed improvements programmes that have reversed sales and products declines.
My achievements include:
- Launching six new products over the last two years and increasing market share substantially
- Increasing sales by 12% by exploiting new markets
- Reducing marketing operation overheads by £125,000 by introducing effective controls
- Introducing networked computer-based information and financial control systems to improve customer response times and invoicing
- Sales and profit forecasting on a monthly basis with 90%+ accuracy.
I am now actively looking for a new position and would appreciate a meeting with you to discuss current or future opportunities. I have enclosed my CV for your reference.
I will call you at the end of the week to discuss further.
Yours sincerely
Jane Brown
• the job title
• a statement of your suitability for the role which should be based upon any advertised required criteria
• relevant information which is not included in the CV
• other relevant or requested information such as salary, periods of unavailability, etc.
Writing to potential employers, whether in response to an advertisement or “on spec”, is a sales exercise. Copywriters use a standard approach to such communications, following the AIDA format:
A Attention the first paragraph quickly comes to the point to grab the reader’s attention.
I Interest the second paragraph gives information to arouse the reader’s interest.
D Desire the third paragraph describes the benefits and advantages you will gain and what it will be like to own the product or service.
A Action now that you want the product or service, what do you do? Telephone, send an email, etc.
This format can be usefully applied to job search letters. The following are some examples:
Response to an advertised vacancy:
25 Appletree Road
Anytown
Suffolk
CM10 1BC
21 December 2010
Mr. J. Smith
Vanilla Corporation
The Science Park
Anytown
Suffolk
CM1 2DE
Dear Mr Smith,
Ref: VC/123 – Production Manager: Anytown News, 17 December 2010
I am writing in response to the above advertisement and wish to apply for the position.
You will see from my CV that for the past five years I have managed a plant manufacturing shampoos and hair colorants on a continuous production basis. Many of the production features appear to be very similar to your own. Previously I worked as Materials Planning Manager in a high-volume batch production plant.
I believe I have all the qualities you have outlined in your advertisement; I am ISO 9000 trained, a strong leader and have a capacity for hard work.
I am now seeking a position where my experience and expertise can be fully utilised.
I look forward to hearing from you.
Yours sincerely
Jane Brown
Speculative letter to a targeted potential employer: -
25 Appletree Road
Anytown
Suffolk
CM10 1BC
21 December 2010
Mr. J. Smith
Vanilla Corporation
The Science Park
Anytown
Suffolk
CM1 2DE
Dear Mr Smith,
As the Marketing Director [Electronic Products] of a £50m turnover UK company, I have initiated and managed improvements programmes that have reversed sales and products declines.
My achievements include:
- Launching six new products over the last two years and increasing market share substantially
- Increasing sales by 12% by exploiting new markets
- Reducing marketing operation overheads by £125,000 by introducing effective controls
- Introducing networked computer-based information and financial control systems to improve customer response times and invoicing
- Sales and profit forecasting on a monthly basis with 90%+ accuracy.
I am now actively looking for a new position and would appreciate a meeting with you to discuss current or future opportunities. I have enclosed my CV for your reference.
I will call you at the end of the week to discuss further.
Yours sincerely
Jane Brown
