Measuring Job Search Campaign
Effectiveness
To determine the level of effectiveness of an individual’s
job search campaign, a number of factors need to be considered. Here is an
example of the steps necessary to plan and implement an effective job search
campaign:
1.)
Career
Assessment and Goal Setting
Job seekers can set a solid foundation for a job search
campaign by assessing and prioritizing their talents and interests. They can
start by updating their career history with an emphasis on skills, knowledge
and experience and the contributions they have made to organizations. By
listing these talents along with the top achievements in each job, they are
also developing relevant content for use in updating resumes and preparing
their verbal communications for interviews.
Then they should prioritize their interests and answer the
following questions:
a.) What
skills, knowledge and experience do I want to apply in my next job?
Focusing on talents that are most interesting helps clarify
the type of job that best matches current career objectives.
b.) What
jobs are in demand in specific industries and functions that match my talents
and interests?
By researching the job market for positions in which they
can apply their talents, job seekers can further solidify the foundation for a
job search campaign that identifies career opportunities that are the best fit
for them. The Internet is an excellent tool for starting to gather information,
followed by interaction with people who can provide insights into those jobs and
possibly act as a referral source to available career opportunities.
2.)
Written and
Verbal Communications
Once the next career objective has been set, it’s time to
write a resume along with developing other communication tools to broadcast
one’s talents and interests to the job market. Job seekers should create a
strong message that shows what their talents can do to contribute to the
success of organizations. Written communications include resumes, biographies,
cover letters and a LinkedIn profile. Samples of these documents are available
at no cost from a number of sources, including Internet career sites, job
boards, social networking sites and job search support organizations.
Verbal communications include brief (30 and 60 second)
personal branding statements to effectively introduce them in networking
situations along with job interviewing strategies. Information on developing
verbal communications is also readily available.
3.)
Sources of
Job Leads
After career objectives have been set and communications
tools have been developed, the job seeker is ready to use a number of sources
to identify job leads. The following list of sources has been
developed using the results of a well-respected survey, the 2014 Source of Hire Report. This study
by CareerXroads (www.CareerXroads.com), a consulting firm that assists companies in
developing effective recruitment strategies, has surveyed major employers
annually for the past 13 years to determine what sources they use to hire new
employees. The percentage of new hires from each source is listed after its
name.
Referrals (19.2%)
Networking is still the most effective way for job seekers
to land new career opportunities. By identifying referral sources and
developing relationships with them, job seekers can gain insights into
organizations, learn about job openings that are not publicly posted, and gain
introductions to the hiring decision-makers. Some companies have formal
employee referral programs that provide rewards and recognition to employees
who refer candidates for open positions.
Career Site (19.1%)
The Internet provides companies with the opportunity to post
their open positions on their own websites. The challenge exists for job
seekers to separate themselves from the throngs of people who apply online for
these positions. Before applying for a job found online, job seekers should
network with referral sources who can provide information about the company, the
job, and who could help the job seeker get an introduction into the
organization, possibly to the hiring authority. Companies do not necessarily
post all open jobs, especially senior professional and top executive positions.
Job Boards (15.4%)
The Internet is an effective source of job postings, and job
boards are used by many organizations to publicize their open positions. Again,
the challenge for job seekers is to set themselves apart from the multitude of
people who apply to these postings. As previously stated, companies do not
necessarily post all open jobs, especially senior professional and top
executive positions.
Direct Sourcing (12.1%)
Companies are reaching out directly to potential candidates
to fill job openings, so job seekers should utilize as many sources as possible
to gain visibility with company recruiters and decision-makers. Again, this is
a form of networking. Social networking sites like LinkedIn are being searched
by recruiters to identify qualified individuals, so job seekers should utilize
them to gain visibility and establish relationships that can lead to new career
opportunities. Being active in professional, industrial and community
organizations can also help job seekers to be noticed.
College (7.5%)
College recruiting for new graduates is still utilized by
many companies. Alumni Associations have teamed up with university career
planning and placement offices to offer job postings for companies and career
support to alumni.
3rd Party
Recruiters (5.9%)
Companies use external recruiters to identify and screen
candidates, especially for hard to fill opportunities. Job seekers should
identify and develop relationships with recruiting firms that can consider them
for search assignments with companies.
Temporary
Agencies/Contract-to-Hire (4.4%)
Individuals hired on a temporary, part-time or project basis
are in an excellent position to be considered for full-time opportunities by
the company. The organization can “check-out” the person in the temporary role
to determine if they are an appropriate hire for a full-time position.
‘Pipeline’ (3.9%)
The “Pipeline” refers to the community of Talent Acquisition
Professionals, including internal recruiters and employment managers, who
network and refer candidates to each other. Reaching out to employment
professionals, especially at networking events, can help a job seeker gain
referrals.
Rehires (3.9%)
Companies are contacting previous employees to determine if they
have an interest in returning, and individuals should include their former
employers on their lists of target companies.
Career Fairs (1.4%)
Organizations set up booths at job/career fairs to attract
potential candidates, and job seekers should be on the lookout for career fairs
that specialize in functions and industries that match their interests.
Print Advertisements
(0.9%)
Although the Internet has become the “electronic want-ads”,
companies still place recruitment advertisements in newspapers as well as
professional and industrial publications.
Walk-ins (0.3%)
While considered a “shot in the dark”, job seekers who
walk-in unannounced to companies may have timing on their side and may be
considered for appropriate opportunities.
To plan and implement an effective job search campaign,
individuals must develop a strategy that includes action steps to develop job
leads through a variety of methods including the ones listed above. Setting
daily and weekly goals, following up on all contacts including referral
sources, and continuing to try new sources of leads are essential elements of a
successful job search campaign.
