Job Search - Nyack Career Services


 

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Job Search Stategies


I. Understand Your Occupational Field

-Informational Interview (interview people already in the field for information)
-Job Shadowing
-Research field :
 

Networks
Journals
Magazines
Academic Depts.
Chamber of Commerce
Government Employment Office
Library
Bookstores (career sections)
Internet
Employment Directories
Job Search Periodicals
Professional Organizations
Virtual Libraries

 

II. Know What You Are Looking For

-know your gifts, talents, abilities, interests, employable skills
-know what you are looking for (field, occupation, job titles), companies
-consider the following:
 

Setting:
-Geography
-City/suburban/rural
-Indoor/outdoor
-Formal/informal
-Freedom to express faith


People:
-Age groups
-Social Class
-Extrovert/Introvert
-Supervisor/supervised
-Target population


Work:
-Ministry/Secular
-White/Blue Collar
-Variety
-Stress/Relaxed
-Structure/unstructured


Compensation:
-Hours
-Pay
-Advancement
-Benefits

 

 

III. Know Trends and Current Events of Industry/Field/Occupation

-understand market trends (see “Market Trends” page)
-know current events of field
-assess where you fit in


IV. Know Where To Look For Jobs

-Tailor your job search to what you are looking for
-Budget time in for daily/weekly search
-Have a strategy for your search
-Check job search resources regularly, diversify your search
-internet (have a strategy)
--news paper ads
-employment directories
-network (‘who you know’)
-journals
-memberships
-career fairs
-mass resume mailings
-targeted resume mailings
-placement agencies
-headhunters
-advertise yourself
-career magazines
-employment listservs


V. Map Out A Plan To Get There

-Write out your strategy and do it!

Example: Accounting Major

1. Talk to someone in field

2. Shadow someone in field

3. Inventory networks (list who you know, get more)

4. Research what’s happening in the field that interests you

5. List what you are looking for (setting, people, work, compensation, etc.)

6. Look at current market trends

7. Set up a timeline, budget time (map out steps, stick to them!)

8. Identify resources pertinent to specific job search (see list above)

9. Tweak strategy as needed

10. Follow up on all contacts, leads, and opportunities


Job Search Sites

America’s Job Bank (250,000 jobs) http://www.ajb.dni.us

Boldface Jobs (regional/occupational) http://www.boldfacejobs.com/

BranchOut (ivy league network) http://www.branchout.com

Career City (125,000 jobs) http://www.careercity.com

CareerExposure (easy site) http://www.careerexposure.com/

CareerMosaic http://www.careermosaic.com

CareerPath http://www.CareerPath.com

CareerShop (national cities) http://www.careershop.com/

Careers.wsj (professional) http://www.careers.wsj.com/

E-Span (very comprehensive) http://www.espan.com

FindNetwork (good links & salaries) http://www.findnetwork.com/tips.html

4Work http://www.4work.com

Get A Job (broad) http://www.getajob.com/

JobHunt (comprehensive) http://www.job-hunt.org/index.html

Monsterboard http://www.monster.com

NationJob Online http://www.nationjob.com/

Online Career Center (40,000 jobs) http://www.occ.com

Riley Guide http://www.dbm.com/jobguide/


Hiring Process

The hiring process varies occupation to occupation and position to position. Understanding the hiring process is helpful when job searching. The more you know about the hiring process, the better you will understand how to operate throughout the process as a potential candidate. Below are some general steps in the hiring process as well as hints and tips to navigate your way through.

The hiring process varies, as mentioned above, from occupation to occupation, company to company and even position to position. Two departments within the same company or division may have different hiring processes. Employers vary their hiring processes according to their needs. Typically there are some common components to the hiring process; they are: recruitment, screening, and selection.


Recruitment
is a way for an employer to gain a pool of candidates to potentially fill open positions. Employers may actively recruit whether there are current positions or not. Hint: when networking or interacting with a recruiter, ask if they have current positions. If they do not, ask them if they have any anticipated openings or expansion. See what their needs are! The typical strategies to recruit are:
-Advertising (papers, journals, tv, radio, internet)
-Posting (internal-within the company, external-outside the company)
-Referral (this is where you need to network!)
-Placement Services (via placement agencies or on-line)
-Temporary/Contract Services (temp agencies, headhunters, outplacement agencies)
-Job Fairs (via colleges, community organizations)


Screening
is the practice by which the recruiter narrows the applicant pool. At this point, the recruiter will only consider the candidates that meet the minimum qualifications. Typically the resume, cover-letter, application, and references are used at this time. Because the employer may have hundreds to thousands of candidates, each profile is reviewed in a matter of seconds! Hint: make sure your cover-letter and resume clearly indicate your qualifications. Recruiters may utilize a brief phone interview during this time as well. This helps to assess qualifications, fit, and current interest in the position. Hint: have your resume and position description in front of you during the phone interview, set up a distraction free environment, and be very concise during this screening interview.


Selection
varies immensely. Recruiters will employ the most advantageous way to seek qualified candidates possible. The formal interview is critical during this process. The employer will use this time to see if you are the best fit for the position. Fit goes beyond qualifications. Hint: Know the position and what they are looking for in a candidate. If you don't know that, ask them! See the interviewing section of the job search handbook for more information on interviewing.


Hiring
varies according to the structure of the company. The process may range from an informal offer at an interview to a very structured hiring process including testing, contracts, human resource orientation, credentials, etc. Human Resources typically facilitates the hiring process but the hiring manager usually makes the final choice.

An example of a generic hiring process might include:

1. Submit resume and cover-letter
2. If meet qualifications, a screening interview or formal interview will be scheduled
3. If further qualified, a second interview may be scheduled
4. References (and possibly credentials) requested and checked
5. Hiring process explained, follow through with details of hiring on


So what does this mean for me?
· Consider your competition, look at demand
· Look at your location, investigate area job market
· Prepare yourself, market yourself, be realistic