How People Find Jobs

How People Find Jobs

Method Men Women

Reply to an advertisement 21% 30%

Hearing from someone who worked there 33% 28%

Direct application 16% 16%

Private Employment Agency 10% 10%

Jobcentre 8% 7%

Other (careers office, job club, some other method) 12% 9%

(January 2000 )

In the mid-1970s, a Harvard sociologist named Mark Granovetter published what became the landmark study of how people get jobs. What he found and others have confirmed is still true today. Most people find their jobs through personal connections. What surprised Granovetter - and hence the name of the famous "strength of weak ties" study - was that those personal contacts were neither friends, family, nor close work associates. They were distant acquaintances. Among those who got jobs through personal contact, the great majority had interacted with that contact only occasionally or rarely.

However, employers and job-seekers use TOTALLY OPPOSITE STRATEGIES to achieve the same result - filling a job. The Employer's Point of View Illustrates how employers prefer to recruit and why. What the Job Seeker Thinks shows the mirror position for the job-seeker, outlining job-seeker assumptions and comparing them with the market reality.

It's also vital to be aware that, although most recruitment consultants keep a bank of potentially suitable applicants, they are largely vacancy driven. That means that they are most interested in you, right now, if they have a vacancy that you might fill. However, the positive thing about consultancies is that they have an extremely good feel for the market they are in, and where they deal with specialist fields, the information they can give you can be priceless. A good strategy is to identify about six to ten recruitment consultants dealing with the kinds of jobs you are after, and send in a CV to each of them. If you get a chance to have an informal interview with a recruitment consultant, try to get a feel for your market worth, and how you are currently projecting an image of yourself. Here are five key questions to ask a recruitment consultant or headhunter:

What's my CV like? Does it work?
What am I worth in the marketplace?
What are my unique selling points?
How transferable are my skills to other fields?
When did you last place someone like me?

Career Planning Job Search Solutions Free Stuff Contact Us \\\|// (O O) --oOOo-(_)-oOOo-- The instructions for thinking outside the box are printed on the outside. Want to get out of your box? work with Dianna		with FutureVisions^SM creating sustainable results in growth and performance How People Find Jobs Method Men Women Reply to an advertisement 21% 30% Hearing from someone who worked there 33% 28% Direct application 16% 16% Private Employment Agency 10% 10% Jobcentre 8% 7% Other (careers office, job club, some other method) 12% 9% (January 2000 ) In the mid-1970s, a Harvard sociologist named Mark Granovetter published what became the landmark study of how people get jobs. What he found and others have confirmed is still true today. Most people find their jobs through personal connections. What surprised Granovetter - and hence the name of the famous "strength of weak ties" study - was that those personal contacts were neither friends, family, nor close work associates. They were distant acquaintances. Among those who got jobs through personal contact, the great majority had interacted with that contact only occasionally or rarely. However, employers and job-seekers use TOTALLY OPPOSITE STRATEGIES to achieve the same result - filling a job. The Employer's Point of View Illustrates how employers prefer to recruit and why. What the Job Seeker Thinks shows the mirror position for the job-seeker, outlining job-seeker assumptions and comparing them with the market reality. It's also vital to be aware that, although most recruitment consultants keep a bank of potentially suitable applicants, they are largely vacancy driven. That means that they are most interested in you, right now, if they have a vacancy that you might fill. However, the positive thing about consultancies is that they have an extremely good feel for the market they are in, and where they deal with specialist fields, the information they can give you can be priceless. A good strategy is to identify about six to ten recruitment consultants dealing with the kinds of jobs you are after, and send in a CV to each of them. If you get a chance to have an informal interview with a recruitment consultant, try to get a feel for your market worth, and how you are currently projecting an image of yourself. Here are five key questions to ask a recruitment consultant or headhunter: What's my CV like? Does it work? What am I worth in the marketplace? What are my unique selling points? How transferable are my skills to other fields? When did you last place someone like me?
		 For a list of the top 10 mistakes send an email to bs@futurevisions.org with "MWS JobSearch Top 10 Mistakes" in the subject and nothing in the body  For support in your transition, work with Dianna!