Measuring Job Search Campaign Effectiveness

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.

3^rd 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.