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Employment-Related Article
Using Placement and Career Development Services to Improve Your Job
Search Results
Katy Piotrowski, M.Ed.
Bernard Haldane Associates
New and recent Ph.D.'s in mathematics seeking employment at academic
institutions are having a rough time finding suitable positions. At some
point, many will need to broaden their job search. Highly talented individuals
can always find some kind of job, but many who have devoted themselves to
research and academics may not know how to go about finding a satisfying and
rewarding career outside academia. Some may find placement and career
development services useful. This article was written by a "career advisor"; a
paid professional job seekers can employ to develop effective job-searching
strategies. The AMS and the AMS-MAA-SIAM Joint Committee on Employment
Opportunities do not recommend or endorse any firm in the employment assistance
area.
-- Frank Demeyer, Chair, AMS-MAA-SIAM Joint Committee on
Employment Opportunities, December, 1996.
Background
I am a career advisor with Bernard Haldane Associates, the world's largest
career advising and marketing organization. This is my second career. My
first career, in the 1980's, was as a marketing manager in the high-tech
industry. In 1990 I made the decision to change careers to career counseling,
and obtained a Master's of Education degree in counseling and career
development in 1993. To date, I have counselled close to 300 professionals
from a range of backgrounds and professions on career change, job search, and
career development. In addition to my work as a career advisor, I write a
weekly career column for the local paper, the Fort Collins Coloradoan.
Introduction
In my business, there's one book that I consider to be my professional bible:
Getting a Job,
by Mark Granovetter, a Harvard professor of sociology.
Getting a Job
reports on a study of how people find positions,
analyzed from many different angles. The report was first published in 1974,
then revised and published as a second edition in 1995.
When the study was first published, my employer analyzed the results and
implemented a number of job search strategies designed to capitalize on the
information the report revealed. After reviewing the second edition, I made
some revisions to the job search approaches I recommend to make the best use of
Ganovetter's new information.
In my opinion (that of a non-Ph.D.) the book itself is a chore to read -- lots
of confusing terminology and a whilwind of percentages. For that reason I
wouldn't recommend it as a must-read for a job search effort. What I
do recommend, however, is that you build on the overall results presented in the
report when planning a job search. By designing a job search strategy around
the results -- and at the same time making use of available job search and
career development services -- you can greatly improve your chances for speedy
and successful employment.
Maximizing Job Search Effectiveness
The bottom line: the data published in Getting a Job
demonstrates that
job searchers find positions through three primary channels:
- Word of mouth (28 percent),
- Direct application (28 percent), and
- Posted positions (36 percent).
To develop a sound job search strategy, you'll want to incorporate activities
from each area. Later in this article, I'll outline recommendations to
accomplish this objective, but for starters, let me define the different
methods:
Word of mouth.
Positions discovered through word of mouth are
those jobs you hear about through friends, family, and acquaintances. This is
also where the dreaded act of "networking" comes in, because unless you're
talking to people about what you're looking for, it's unlikely that you'll hear
back through word of mouth about opportunities that could be a good fit.
Direct application.
Direct application requires that you
submit an application dirctely to a prospective employer prior to hearing of
any available, or "posted", positions. The logic here is that if organizations
have a choice, they will interview individuals from a known pool of candidates
rather than advertise for applicants through traditional means, such as
classified advertisements. The key to success in direct application is that
you effectively identify organizations that could have a use for your skills.
Word of mouth and researching the market are the most effective means to
identify which employers to target through direct application.
Posted positions.
Posted positions are those jobs that have
been clearly defined and are currently being advertised (or "posted") through
various media: newspaper, the Internet, agencies, job lines, bulletin boards,
placement agencies, etc. Traditionally, this is
where most job seekers spend the bulk of their efforts--it's the most accepted
job search route and least "scary" way of locating opportunities. The problem
is, if you put all of your job search energy into posted positions, you'll
limit your access to more than 60 percent of the available opportunities.
Definitions behind us, let's focus on how you can make the best use of
placement and career development services to construct an effective job search
strategy encompassing activities from each of these three areas. To begin,
we'll review characteristics of most popular job search services and how each
relates to word of mouth, direct application, and posted position activities.
To help me in this effort, I surveyed professionals from a range of career
development and job search organizations to learn each service's strengths, as
well as insider's tips on how to obtain the best results. This information is
presented in the tables which follow this article. Depending on your career
objectives and personal resources, some services will be a better fit for you
than others.
Planning a Balanced, Effective Search
In the tables which follow this article, under a column marked "Service
Provider" you will see the letter codes W, D,
or
P
listed under each provider's name. These codes stand for:
W:Word of mouth, D:Direct application, and P:Posted positions. Review the
characteristics of each service, considering how you might be able to enhance
your search effort by using various services.
Having reviewed the characteristics of various service providers, analyze your
own job search strategy and results. One method: List all the job search
activities you've conducted over the last month and rate each activity as a W,
D, or P, based on the definitions provided earlier. If you want to get truly
analytical with this exercize, guesstimate the amount of time you've allocated
to each activity as well. Finally, take all the information you've analyzed
and determine where you're spending your job search efforts. Compare this
against the recommended percentages reported in Getting a Job.
Very quickly you'll be able to identify weak spots in your approach. The most
common situation in an ineffective job search is where an individual spends
most of his time on posted positions and very little in direct application or
word-of-mouth activities. The greatest danger in this approach is that by
applying only to posted positions, you're working in a vacuum. You receive
very little feedback from prospective employers or industry/professional
experts on where it makes the most sense to apply your skills.
Example.
Bob defined one of his position targets as a software
engineer with a high-tech company. He spent more than 50 hourse preparing and
submitting close to 25 applications to jobs he saw posted in industry
publications. He received no calls for interviews and wasn't sure why. I
recommended that he network with the manager of a local software engineering
group to learn more about demand for his skills. Bob did, and leanred from the
manager that he should be emphasizing different skills and terminology in his
resume. The manager also suggested that Bob directly apply to two companies
that were in a growth mode. When Bob began using his revised resume, and
adding direct application activities to his search strategy, he receieved an
average of one interview for every seven applications. Within three months he
accepted a position with a company meeting his desired employment criteria.
As is demonstrated in this example, valuable information about job
opportunities can follow a domino effect, starting with relevant feedback from
a word-of-mouth resource, leading to suggestions for direct application and
posted position opportunities.
Pulling It All Together
If you haven't realized it already, job searching can be a tough, frustrating
activity. The key is to be as effective and efficient as you can. If you
identify a weakness in your current job search strategy, take steps immediately
to create a better balance. If you're not sure how to go about implementing
new activities, get help. This is not the time to drive around in circles
without asking for diection! All the services described in this article can be
viewed as potential resources to help you get where you want to be -- gainfully
and happily employed.
| SERVICE PROVIDER
|
Description of Service
|
Individuals & Professionals Who Can
Benefit
|
Information You Will Need to Provide
|
|---|
University Career
Center: W, D, P
Information provided by Karen Black, Career Counselor with
Colorado State University
|
Helps individuals explore various career
options, develop skills in self marketing, provide resources for job
opportunities, connections to school alumni
|
Enrolled students, alumni, employers (for
prospective candidates). Community members may use library resources and job
hotlines.
|
Be prepared to discuss the purpose of your
visit. You and a career center advisor will discuss steps necessary to reach a
desired goal.
|
Career Advising/
Marketing Service: W, D, P
Information provided by Katy Piotrowski, Career Advisor with
Bernard Haldane Associates
|
Job search "personal trainer"
provided skills assessment, objective and resume development, research,
interview coaching/videotaping, networking instruction/contacts, document
preparation, job search management, salary negotiation skills, ongoing career
development.
|
Degreed individuals in all professions
|
Resume. Ability to articulate goals, if
known.
|
Technical Contract
Agencies: P
Information provided by Volt Technical Services
|
Places individuals in both contract and
permanent employment for computer, engineering, and technical
placements.
|
Computer professionals, Engineers, Technicians,
some Accounting and Purchasing.
|
A resume that details key skills such as known
computer software packages, equipment, company names, potential job titles.
References.
|
Job Fairs: D, P
Information provided by Harry Callahan, National Account
Executive with The Career Group
|
Forum for Potential employers and employees to
meet. Usually held a few times a year at local convention centers, association
meetings, or educational institutions.
|
Sales, Management, Technical, Engineering,
Retailing, and many entry level positions.
|
Resume, preferably one page
|
Recruiters: D, P
Information obtained from "1996 Guide to Executive
Recruiters" by Michael Betrus.
|
Service linking job seekers to available
opportunities in their field.
|
Primarily degreed professional in high demand
occupations
|
Resume detailing objective, key skill areas,
education, experience
|
W: Word of mouth D: Direct Application P: Posted
Positions
| SERVICE PROVIDER
|
Information to Emphasize
|
How to Locate Service Suppliers
|
How to Initiate Contact
|
Fees, Conditions, Contracts
|
|---|
University Career
Center: W, D, P
Information provided by Karen Black, Career Counselor with
Colorado State University
|
"Hard" (technical) and "soft" (people) skills
relevant to desired position. If career
direction is not clear, be prepared to discuss values, skills, and
interests
|
Contact educational institution you attended,
or your nearest local university or college. Check under Yellow Pages for
"Schools"
|
Contact office by phone or fax and you will be
directed to appropriate resources
|
No fees for current, enrolled students. Most
career centers have no fees for up to a year beyond graduation. Other fees vary
based on student status and services provided
|
Career Advising/
Marketing Service: W, D, P
Information provided by Katy Piotrowski, Career Advisor with
Bernard Haldane Associates
|
Not applicable. Client works with career advisor
to determine which information is best emphasized to potential employers
|
Yellow Pages under Career Counseling
|
Send resume and cover letter via fax, mail, or
email (if available). Follow up with phone call to set an initial, no-fee
assessment interview.
|
All-inclusive contract fees of $2000-$5000+,
depending on location and service provided. Many contracts include up to three
years of career development assistance following acceptance of initial career
position.
|
Technical Contract
Agencies: P
Information provided by Volt Technical Services
|
Key words such as computer software packages,
equipment, company names, potential job titles on resume. References.
|
Employment, Job Services, Contract Employment
in the Yellow Pages; industry trade journals; job boards on the
Internet.
|
Send resume and cover letter. Follow up and
create a relationship with a recruiter or staffing specialist with knowledge of
several different area companies
|
No fees. Contracts for employment are at will,
meaning that either party can end an assignment at any time.
|
Job Fairs: D, P
Information provided by Harry Callahan, National Account
Executive with The Career Group
|
Key skill areas, possible job titles
|
Upcoming job fairs are usually advertised in
the classified advertising section of newspapers. May also be listed on the
Internet, bulletin boards, through mailings, etc.
|
Bring a supply of one-page resumes with you to
job fair. Review any openings that may be listed at the employer's
display. Talk with company representatives briefly to determine other employee
needs.
|
Job fairs rarely charge a fee to attendants--if
there is a fee, it will be nominal. Sometimes fees are charged for distributing
your resume to companies.
|
Recruiters: D, P
Information obtained from "1996 Guide to Executive
Recruiters" by Michael Betrus.
|
Key skill areas, previous employers, possible
job titles.
|
For occupation-specific recruiters, review
classified advertisements in professional and industry journals; also check
with professional associations for recommendations. Local recruiters may be
listed in the Yellow Pages under Employment, Recruiters, Job Services.
|
Phone the agency first and obtain the name of
the recruiter best qualified to assist your search. Develop rapport with the
recruiter and notify him that your resume will be sent to his attention in the
next few days.
|
Usually paid by the employer. Based on a
percentage of your first year's salary.
|
| SERVICE PROVIDER
|
Top Providers in
Industry
|
Smart Shopper
Tips
|
Smart User Tips
|
|---|
University Career
Center: W. D. P.
Information provided by Karen Black, Career Counselor with
Colorado State University
|
Local universities, colleges, community
colleges, government job service agencies
|
Review services offered, cost of total package,
any contract details. Consider short and long range value.
|
Be open and flexible in your search. Accept
responsibility for conducting the search yourself with the career
center's assistance. Feel comfortable asking questions. Stretch beyond
your usual boundaries.
|
Career Advising/
Marketing Service: W, D, P
Information provided by Katy Piotrowski, Career Advisor with
Bernard Haldane Associates
|
Bernard Haldane Associates, Princeton Masters,
Dunn & Nelson
|
Call the Better Business Bureau to check on
unresolved complaints. Review testimonial letters and a list of current
positions, salaries attained by clients. Read contract carefully and modify any
conditions that are unacceptable to you. Sign up for a payment plan, rather
than full fees up front.
|
Just like working with a personal trainer for
exercise, unless you follow the recommended program, your results may be
disappointing. Meet with your advisor often throughout your job search. If
you're dissatisfied with your progress, speak up. If necessary, request
a change in advisor or changes in the delivery of service provided to
you.
|
Technical Contract
Agencies: P
Information provided by Doug McBride, Volt Technical
Services
|
Volt Services Group, CDI, AeroTech, NSR
|
Find out which companies do business with the
contract firm, including national and local contracts.
|
Never trust a recruiter who tells you not to go
see other firms. Contact your staffing specialist at least once a week to
discuss ideas and opportunities.
|
Job Fairs: D, P
Information provided by Harry Callahan, National Account
Executive with
The Career Group
|
The Career Group, West Tech, Jobs America
|
Nothing at risk, except time expended
|
Be fully prepared and properly dressed. Talk to
many and varied companies seeking employees.
|
Recruiters: D, P
Information obtained from "1996 Guide to Executive
Recruiters" by Michael Betrus.
|
Numerous, depending on location and
profession
|
No suggestions provided
|
When contacting recruiters, don't be
pushy--make the recruiter like you. Have a script prepared outlining your
skills, goals, background.
|
W: Word of mouth D: Direct application P: Posted
Positions
|
