A national HR expert reveals this shocking news: job candidates have only a 1.3% chance to successfully find a job on Internet job boards. Instead he suggests candidates engage in targeted direct marketing to successfully locate and find a job in today’s market.
A national HR expert gives frustrated job-seekers this simple advice: don’t expect to find a job on an Internet job board. Based on his study of Internet job boards he estimates candidates can expect to successfully find a job only 1.3% of the time. Instead he suggests candidates engage in targeted direct marketing to successfully locate and find a job in today’s market.
After using and later reviewing records for major Internet job sites, national HR expert Phillip B. Wilson came to this startling conclusion: a job candidate has about a 1.3% chance of finding a job on an Internet job board.
“I’ve run ads on Internet job boards for my own companies and on behalf of clients. After being on the receiving end of this process – for one job I got over 100 resumes from mostly unqualified applicants – I did my own investigation. I learned that the major job boards have over 75 resumes for every posted job. A candidate has about a 1.3% chance of landing a job posted on an Internet job board.”
Wilson believes that the current process is inefficient for both companies and for candidates. “If you are trying to find a job today, you need a new strategy.” Wilson offers several tips to job seekers:
1. Change you focus. Focus your job search on companies and positions that are not publicly advertising open positions – once a job is on an Internet job board or newspaper hundreds of people apply. Instead send resumes to people within your network and to companies where your skills offer a good match, even if those organizations do not have a published opening. “The fact is that the majority of jobs are filled without ever being advertised,” Wilson says, “don’t limit yourself to the small number of publicly known jobs that everyone else is applying for.”
2. Avoid gatekeepers. Don’t send resumes to gatekeepers – including HR departments and recruiters. Instead send resumes directly to hiring managers. “Gatekeepers are focused primarily on handling thousands of resumes and they sometimes can’t even identify a strong candidate,” Wilson continues, “instead send directly to hiring managers who handle fewer resumes, know what they need and are decision makers. They will then sponsor you in the process.”
3. It’s a numbers game. Wilson suggests that candidates send out hundreds (and sometimes thousands) of resumes to a targeted mailing list of hiring managers. “Most candidates send out only a few resumes each week – most send less than 100 resumes total – and that just isn’t enough to get your name out,” he says. “If you need to find a job quickly, you need to get large numbers of resumes out working for you.”
Wilson offers executives free 5-lesson class on executive job search delivered in a unique eClass format. It teaches Wilson's new, highly effective method executives use to find a job, including executive resume writing advice, how to find and target hiring managers, interviewing tips and much more. The course is available for free at his website, http://www.1-find-a-job.com
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