| Job search seems to have many hurdles to
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| | reports, annual reports, and spending. A
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| overcome - resume, interview technique,
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| | company in stable growth mode has buying
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| appearance, and networking are challenges
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| | power - it can meet payroll and will be
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| that job seekers face. These hurdles are
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| | less likely to lay off. Determining the
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| surmountable with a strong job search
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| | buying power/financial status of the
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| plan and dedicated execution. Job seekers
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| | target market (employers) is vital to a
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| need to apply traditional advertising and
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| | successful job search. Many people have
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| marketing methods to their job search to
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| | not done this research, accepted a
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| achieve results. By thinking of
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| | position, and found themselves laid off
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| themselves as the "product" and the
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| | again in a month and a half or so.
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| employer as the "buyer" job seekers can
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| | Career Branding
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| approach their career transitions from a
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| | Career branding is a hot term in the
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| sales aspect.
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| | employment industry these days.
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| Market Analysis
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| | Technically, career branding is simply
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| Most job seekers have no clear concept of
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| | building a great reputation in your
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| their target market, the conditions of
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| | career on purpose and then leveraging
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| the market, and the types of employers
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| | that reputation to further build your
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| whom would hire them. They need to
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| | career. In traditional business, branding
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| conduct a market analysis similar to what
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| | is a promise of an experience. If you see
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| most business owners have developed as
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| | an advertisement for Coca-Cola, you
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| part of a business plan. The business
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| | automatically think of a cool, refreshing
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| owner must conduct some sort of market
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| | beverage. Coke has worked diligently over
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| analysis to determine to whom they are
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| | the years to establish their brand. To
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| going to be selling their products or
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| | some degree, job seekers can do the same
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| services, to create a profile of their
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| | thing with their careers by documenting
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| target customer, to describe their
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| | their achievements, working hard on their
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| competition, and to find out the
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| | skills, and building a good reputation
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| conditions of the current market. Job
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| | within their industries.
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| seekers should go through the same
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| | Direct Marketing
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| process.
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| | Direct marketing in a job search is
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| Job seekers should educate themselves on
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| | getting your message directly to the
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| the conditions of the employment and
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| | buyer. In this case, that means getting
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| economic markets in their targeted
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| | your resume directly to the
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| geographic area. They must research
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| | decision-maker. Most job seekers have
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| companies in either the industry or area
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| | difficulty with this task. How do you
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| to create a profile that includes
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| | identify the decision-maker? Many job
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| financial conditions, past activities,
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| | seekers are turning to resume blasting
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| names of executives, products, services,
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| | services that employ databases full of
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| financial forecasts, etc. for each
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| | hiring managers, recruiters, and other
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| company. By doing this, job seekers get a
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| | people in hiring positions. Just as
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| good picture of their target "buyer" -
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| | traditional business people purchase
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| who they are, what they do, how much
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| | mailing lists, job seekers can purchase
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| money they can spend, and if they are
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| | resume blasts that send their resumes to
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| planning on being around for awhile.
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| | members of similar databases. Typical
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| Scoping out the competition is also
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| | results for direct marketing is around
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| important for job seekers. The market is
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| | 1-2% response rate. Resume blasts tend to
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| flush with very qualified, highly
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| | have similar results but they are
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| experienced professionals who are
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| | relatively inexpensive and may be worth
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| offering "buyers" (employers) skills and
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| | the effort.
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| knowledge that are all very similar. Job
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| | Research companies can be hired to target
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| seekers need to find out what kind of
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| | specific industries, companies, or other
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| competition they face - what they are
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| | sectors based on specified parameters.
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| offering employers, what salaries they
| |
| | These companies can gather very specific
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| are seeking, what benefits they are
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| | information, often mining down to the
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| seeking, and what type of skills
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| | direct decision-maker, but their fees are
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| experience combinations they are
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| | higher than resume blasting services. For
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| offering. One method is to contact target
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| | the serious job seeker who does not have
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| companies and ask what skills/experience
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| | the time or the abilities to do serious
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| the employees they've hired in the past
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| | data mining for contact information, this
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| six months possess. Job seekers can also
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| | can be an investment in career search
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| talk with executive recruiters to find
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| | that pays off.
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| out what they see in the market
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| | Print Advertising
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| conditions and what they expect for the
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| | Career print advertising is the resume
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| next six months.
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| | and accompanying documents such as cover
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| Pricing is important in a market
| |
| | letters, project details, portfolios, and
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| analysis. Salary levels can be researched
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| | biographies. Most job seekers feel a
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| through the Bureau of Labor Statistics,
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| | self-written resume and supporting
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| Salary.com, and from scanning most recent
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| | documents are fine but it is interesting
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| job advertisements. In a buyers' market,
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| | to note that big companies rarely do
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| prices go down; therefore, salaries are
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| | their own print advertising in-house.
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| going down. Salaries have fallen from a
| |
| | They concentrate on doing what they do
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| high in 2000 to levels last seen in 1998
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| | best - providing goods and services - and
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| and are continuing to slide. Many job
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| | outsource advertising to experts in the
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| seekers price themselves out of the
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| | field. In recent years, more and more
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| market because they do not know what
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| | professionals, especially those who are
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| their skills are currently worth. Job
| |
| | intent on career success, seek the
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| seekers who find out what salaries they
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| | services of professional resume writers
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| can expect and market their skills with
| |
| | and career coaches to assist them in
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| that salary in mind will receive better
| |
| | effectively marketing their careers.
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| job search results.
| |
| | Word of Mouth Advertising
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| Target Market
| |
| | Simply put, word of mouth advertising is
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| Location, buying power, motivation,
| |
| | networking. Someone talking to another
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| industry - all are aspects of a target
| |
| | about the benefits of "buying" a
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| market. If Santa's chief elf gets
| |
| | "product". As any business owner can tell
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| downsized because suddenly Santa decides
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| | you, word of mouth advertising is the
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| it's cheaper to outsource to Thailand,
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| | least expensive, most effective, and
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| Mr. Elf has very few alternatives at the
| |
| | longest-lasting of all forms of
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| North Pole for work. Toy makers are
| |
| | advertising. Unfortunately, most job
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| overseas or in the US, not the North
| |
| | seekers use this method least because it
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| Pole. He can search for a job all he
| |
| | seems so difficult. A good career coach
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| wishes at the North Pole but if the work
| |
| | can be invaluable in teaching job seekers
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| isn't there, he will not have success.
| |
| | networking and helping them overcome
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| Location is a key factor in a job search.
| |
| | their fears of talking to others
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| Buying power is expressed through stock
| |
| | concerning their careers.
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| prices, growth forecasts, quarterly
| |
| |
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