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Studies show that most job seekers have not developed an effective job search plan and are not investing enough time into the job search process. Accordingly, it takes a lot longer to obtain the results they seek.
In this workshop, the key components to an effective job search plan will be discussed. The importance of networking, both face-to-face and via the Internet, will be reviewed. Strategies which enable job seekers to evaluate their progress as well as promote ongoing commitment to the job search process will also be presented.
Please think of questions you have and write them below before the workshop begins and throughout the duration of the presentation. We encourage you to
participate and ask questions to ensure your best training experience:
There are multiple challenges a job seeker faces when looking for work. It is a lot more difficult to obtain employment today than it was in the past. Some challenges are due to
changes in the job search process and others are due to what individual job seekers bring to the process.
Below are the 7 most common barriers to the job search process:
Common Barriers to Job Search Success
1. Working Solo
2. Not Utilizing Available Resources
3. Lack of Objectivity
4. Limited Experience in Performing Job Search Tasks
5. Job Search Skills Mismatch
6. Low Interest in Performing Required Job Search Strategies
7. Rejection, Discouragement
and Inactivity
What are other barriers you may be facing?
3
Brick Wall
Paths to Reaching Your Goals Defined Occupational Goal Core Message Development Targeted Lists and Communication Networking Evaluate Plan and Make Changes Commitment to Job Search Process
The first step in looking for work is defining your occupational goal. All subsequent steps in your job search journey will flow much easier once you know the job title you seek.
If you are unsure of what you want to do, assessment inventories such as the MyNextMove Interest Profiler, job readiness checklists (example, pg. 14), workforce/employment agencies, informational interviews and volunteering can provide insight into the skills you possess and what occupations best fit those skills.
Defining Your Occupational Goal
What are some community resources available that can assist you in further defining your occupational goal?
Use the Job Readiness Checklist on the following page to further investigate the position you desire.
Also known as an “Elevator Speech”, your Core Message is what relays to your audience (Insiders, Interviewers, Decision Makers) what you can do, what you do well and
explains how you offer something different from (or better than) others who might do the same work.
In creating your Core Message, remember the following tips:
1. Don’t underestimate your value
2. Leave out the negatives
3. Use your Success Stories to convince the audience
4. Identify what makes you unique
5. Focus on what makes you really good at what you do
6. Show interest with your behavior and attitude
7. Your résumé demonstrates your Core Message on paper
8. Incorporate your strongest skills and experience
9. Focus on what you have, not what you may lack
10. Remain realistic – your Core Message must be full of things you can do, and will do well.
Targeted Lists and CommunicationsOnce you have created your core message, you will be better prepared to inform
individuals both within and outside of your desired industry what you can bring to a potential employer. Determining your Target Market (Industry), Decision Makers
within that industry will ensure that your cover letters, resumes and other support materials get to the right people. Networking with others can also assist in
Decision Maker list development.
Examples of Target Market and Networking Lists can be found starting on the next page. Remember – You should begin with a list of 40 employers to start and continue to add to your Target Market List as your job search moves forward.
Monitor Your Job Search Activities – Track your efforts
Weekly Job Search Schedule Job Search log or Excel spreadsheet Support materials Networking contacts Follow-up strategies Job Search Progress Chart
Stay Engaged Keep developing skills Stay positive Understand the hiring process Job search is your job
Stay Focused Do Your Research – Know Your Companies Contemplate any “No’s” ahead of time Don’t Get Sidetracked by Other Activities Be Positive, Persistent and at Your Best at all times Make Your Job Search Your Highest Priority
For the month: (circle one) Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
AVERAGE per week last
month
TOTAL for the month
AVERAGEper week
this monthWeek beginning on: (date) (date) (date) (date) (date)
EMPLOYER CONTACTS
JOB SEARCH CONVERSATIONS
TOTAL for the month
TOTAL for entire search
JOB INTERVIEWS
Instructions for using this Job Search Progress Chart are on page 70 of Team Up! Find a Better Job Faster with a Job Search Work Team. Definitions of the categories used in the second column from the left are on the other side of this sheet.
Copyright 2014 Orville Pierson. All rights reserved.
# of Decision Maker conversations that were job interviews
GEN’L NETWORK- search conversations with anyone at all
TARGET MISC.- conversations with misc. insiders
TARGET PEER- conversations with insiders at your level
DECISION MAKER (& above)-initial contact only
DECISION MAKER (& above)- follow-up contacts with DM’s
TOTAL conversations for the week-Total the five categories above
JOB SEARCH PROGRESS CHART: DEFINITIONS OF CATEGORIES
TOTAL HOURS in job search this weekThe total number of hours you spent in job hunting in the last seven days, including research, educating yourself on effective job hunting, talking to people, applying to posted jobs, administration, e-mailing, and everything else you did in your search, whether or not you regarded those activities as productive or successful.
EMPLOYER CONTACTSJOB POSTINGS - # you responded toThe total number of individual job postings that you responded to, regardless of where they appeared.
DIRECT EMPLOYER CONTACT – initialThe total number of employers you contacted without an introduction or posting, either by phone (cold calling) or by e-mail/snail mail (direct mail). This category includes only the first contact with each. Voicemails,e-mails and letters with no response are all counted. Completed job applications count as contacts here. Making an initial contact with a staffing or search firm is counted here, since they are an outsourced part of the employer’s staffing function. If you actually had a conversation with someone, count it in JOB SEARCH CONVERSATIONS below.
DIRECT EMPLOYER CONTACT – follow-upThe total number of employers you attempted to follow-up with by phone or in writing, after an initial cold call or direct mail contact. This includes only second and successive contacts. Voicemails, e-mails and letters with no response are all counted. If you actually had a conversation with someone, count it in JOB SEARCH CONVERSATIONS below. Please note: this is follow-up with Decision Makers that you have NOT spoken with.
JOB SEARCH CONVERSATIONS
GEN’L NETWORK- job search conversations with anyone not at a targeted organizationThe total number of job-search related conversations you had with anyone who is not currently employed in one of your target organizations. Successive conversations with the same person are all counted here, as are two-way conversations with staffing or search firms.
TARGET MISCELLANEOUS - conversations with miscellaneous insidersConversations with anyone inside a targeted organization who is not a peer or Decision Maker.
TARGET PEER- conversations with insiders at your levelConversations with anyone inside a targeted organization who is more or less at your level.
DECISION MAKER (& above)- initial contact onlyConversations of any length – in person or on the phone — with a person who could be your next boss, or with that person’s boss or anyone above them. Count only the first conversation with that person in this category. Count all successive contacts in the follow-up category, so that this number is the number of different Decision Makers you’ve talked to. An e-mail exchange in which each party sends three or more e-mails is counted as one conversation.
DECISION MAKER (& above) - follow-up contactsThis is where you count all successive contacts with Decision Makers contacted above. Research shows that job hunters who re-contact each and every Decision Maker every two to four weeks find jobs more quickly than those who do not do this. These follow-up contacts do not need to be conversations. While conversations are much better if you can politely get them, these can also be contacts with no response, just like Direct Employer follow-ups.
JOB INTERVIEWS
# of Decision Maker conversations that were job interviewsThis is a sub-category of Decision Maker contacts, so any actual job interview – no matter how you got it — is counted in both categories. Initial post-interview follow-up is usually in writing and should be carefully thought out. If you are not selected, continue to do Decision Maker follow-up as above. You were a finalist. They liked you. Let them off the hook for not selecting you. Do not put them on the defensive. Continue to tell them how you would still like to work there, should another opportunity arise. This is just as important as other follow-up.