How to job search like a pro

Job searchCareer change

30 Apr

Written By Joanne Ostler

Your comprehensive guide to landing a job you love

The Essentials

This resource makes it easy for you to make sure you’ve got a smart job search strategy in place.

Written by a NZ-based coach and career specialist (me!), it’ll give you tips and tricks for successful job search.

Most people don’t enjoy job search. It’s a time consuming chore and rejection is brutal.

Here’s how most people job search:

Jump on job sites.
Dust off their old CV (if they can find it) or ask a friend for advice and create a CV based on someone else’s.
Fire off as many applications as possible, usually with very little customising and with no clear direction.

But this approach is not effective or strategic and you’d not be positioning yourself with the best opportunity of landing a job you actually want. Be smarter and do the following instead.

Your Action Steps

Ask yourself — what do I want? Get clear on your target. Write it down.
Use the Job Search checklist in this article.
Go door knocking. Actually go into businesses and introduce yourself. It works.
Use your networks. If only 20% [1] of jobs are advertised, you’ll be missing out if you only look for advertised roles.
Use your networks and make direct approaches – say you'd like to learn about their business/job and say you'd love to have a chat over coffee to find out more.
Know that 89% of professionals look for a new job via online job sites, 48% via personal networks and only 24% directly approach firms. [2] Therefore, if you’re only searching online job boards, your competition is going to be tough.
Use the email and letter templates on this site.
Get your CV up to date.
Get your online profiles sorted (LinkedIn and Facebook).

[1] I haven’t been able to find a definitive study showing what percentage of jobs are advertised. Approximately 20% seems generally accepted within the careers industry. I’ve done a casual “survey” on LinkedIn and several people said less than 20% of the jobs they’ve had over their lifetime were advertised roles. A couple of people suggested 50–100%, but overall the numbers are probably around 10–20%. However, it also partly depends on industry and skills shortages.

[2] The Hudson Report Forward Focus 2016, New Zealand

The Stats

60%

of jobs are not generally advertised on job sites (e.g. like Seek and Trademe)*

42%

of jobs are recruited through ‘door knocking’ or through friends, networks and word-of-mouth*

24%

of jobs are advertised on organisation’s own websites*

13%

of jobs are advertised on LinkedIn/Facebook (this number is growing)*

8%

of jobs are advertised through recruiters.

This means you need to be knocking on doors – literally visiting and contacting employers directly.

Doing this will make you stand out from other jobseekers who are only applying for advertised roles and should improve your chances of getting job offers.

*Stats from 2018 survey conducted by Auckland Chamber of Commerce and included results from 914 employers who responded to the survey overall:

https://www.newkiwis.co.nz/media/1164/2018-employer-survey-final-draft.pdf

Quick Tips

Job search is a game. You have to keep getting out there. At some point you’ll get an offer.
Go door knocking – it's cold-calling – and lots of people find this terrifying (so if you do, too, know you're not alone). But it works. Physically visit businesses and introduce yourself. It's normal to get 'no' but timing matters and the next business you visit might be the one where they are just thinking “we need to get someone new on-board” or perhaps someone has just resigned and then you show up!
Use your networks. If only 20% [1] of jobs are advertised, you’ll be missing out if you only look for advertised roles.
Use your networks and make direct approaches – say you'd like to learn about their business/job and say you'd love to have a chat over coffee to find out more.
Try to have more than one “iron in the fire” at any one time — it may feel a little random but that's what job search is often about (it's a bit like Planned Happenstance).
“Go for it” until you get a job offer and then you can step back and decide if you want the job or not. (Goes back to point about being a game).
Job search is about marketing yourself. This might feel uncomfortable but this is what other (good) applicants are doing. You'd be wise to practice clearly communicating your value to prospective employers.
If you've got no or not much experience, you need to look for ways to build experience – for example, look for a relevant training course, including online and free options, look for “internships” or offer to work for free in a business that interests you – approach them directly. I know that might feel hard, but training new staff is expensive. If you show you're keen, interested, flexible, proactive, reliable and motivated about learning then you could turn an unpaid role into a paid offer.
Don’t mind read – whatever you think people are thinking about you, you’re as likely wrong as right. If you’re getting rejections it’s natural to be self critical, but we don’t really know what others are thinking and what's going on behind the scenes.
If you’re shortlisted, don’t say “no” to more interviews. Your great new job isn’t in the bag until it’s signed and sealed.
Job search and interviews are not easy. There is a lot going on that’s out of your control and your knowledge: the people, their agendas, the politics, the job itself, other applicants, etc.
Widen your net. Job search is a bit like fishing and luck plays a part. Try widening your net or fishing in a different spot. Look for jobs aligned to the roles you want or in other locations.
Use the Job Search Record template to keep track of all your efforts and as a reminder about when to follow-up with contacts.
When jobs are hard to get, sometimes people craft their careers by focusing on:
1. 1. Getting into an environment or organisation they're interested in first, and then
2. 2. Looking for opportunities to manoeuvre into jobs or projects they like
3. 3. Looking for “internships” or offering to work for free - to get in the door, build your skills and experience and networks.
One example: Several years ago, I met someone who deliberately got a job at a cafe outside TVNZ offices so she could meet people from TVNZ when they bought coffee/lunch and create relationships. A fairly risky strategy, but she was young and ambitious. After about 12 months, and entirely through a contact relationship, she landed her first entry level job. Look at your skills and experience and target companies you'd like to work for – and think about any role you could do with your current CV. It's a foot in the door. Go to their websites, talk to people, cold call and use information interviewing (more on this further ahead in this article).

How do I look for my next role?

How open or stealth do you want to be? This will make a difference to your approach.

General:

Use recruiters (if you need to keep your search hidden from your employer, consider
confidentiality).
Consider your location, industry, specific areas of strengths, interests, skills, experience
Google search recruiters related to your focus (e.g. Executive Recruiters Waikato; IT recruitment Wellington).
Look at job sites for similar roles – roles of interest - and approach the the recruiters who are advertising (they may have more and similar roles in your area).
Review relevant job and salary information and trends (e.g. Hays Salary Guide NZ).

If you are open about your search:

Use your networks – email friendly standard message to all your contacts stating what looking for and why.
Network – use any meetings or functions to make relationships – you never know where your next job lead may come from.
Do same with your LinkedIn networks and post on LinkedIn and Facebook.
If appropriate, speak to your organisation about your thoughts and aspirations - they may have opportunities for you (you won't know for sure unless you open the discussion).
Keep a job search record noting names, dates, follow-up dates etc.
It's may be uncomfortable or challenging to talk to your organisation/manager about your plans and concerns. That's why lots of folk don't do it, but it could be that there are opportunities in your own backyard.

What do you want?

Any employer or recruiter is probably going to ask you about your goals or your motivation so it helps if you have an answer. “A job” or “money”, while maybe true, is not enough. An employer needs a good reason to choose you over someone else.

Have a go answering these questions and write down your ideas.

What are some examples of the job titles that you’re looking for? (Go to a job site like Seek or Trademe to find real examples of job titles).
What’s your motivation for this type of work? (Why do you want to do this?)
What’s essential for you in your next job/career? You could use the examples in the table below, and/or add your own. Pick 5–10 items that reflect most important areas in your overall career satisfaction.
Use your list as a checklist to help you evaluate any potential opportunities in terms of how well the role suits your needs and wants.

Salary (what’s your goal, and your bottom line?)
Being part of a team
Making a difference
Involved in a leading edge/innovative area
Geographical location
Leadership position
Helping the environment
Balance — work/life

Hours of work /shifts/weekends
Career development opportunities provided
Helping people
Clear advancement opportunities
Flexibility in hours (what do you need/want?)
Working in (certain industry, professional area e.g. health, space, IT...)

Autonomy
Working virtually
Social or ethical cause or business values
Fits with family and lifestyle
Other remuneration benefits
Self-employment/ own business opportunity
Fast-paced, active environment
Travel

Being active /hands-on
Outdoors work
To understand (at a deep level)
Being creative
Leading a team/business
Collaborating with like-minded colleagues
A great boss (get clear about what you mean by that)
(Write your own)

Job Search Strategies Checklist

Strategies other people have used, with success.

Job sites

Including specialist sites. Do a thorough Google search. If you’re only on Seek, that’s probably not enough.

Recruitment agencies

Including specialist recruiters in your industry. Do a Google search. One trick is to go to a job website and see which recruiters are advertising roles in your area - then approach the recruiter. Better yet, apply for one of their roles (if feasible) and introduce yourself to the recruiter that way. If you can get in front of a recruiter, that’s helpful in terms of making yourself known. And keep in touch — the squeaky wheel strategy, nicely done, can work. It keeps you front of mind. Ask your network for recommendations on recruiters to approach.

Linkedin (LI)

Reach out to your LI network to let them know you’re on the hunt.

Consider signing up to a LinkedIn premium job seeker membership. This will let you connect with potential employers and recruiters directly to introduce yourself. Make sure your profile is polished up first.

Facebook (FB)

Use Facebook to reach out to contacts and sign up for Facebook job groups. For example, Cambridge Jobs NZ is a place where local employers post jobs and individuals post their interest, skills and availability. Similarly, search for industry groups particular to your skills. For example, the Hamilton Waikato hospitality jobs group attracts posts from local employers and job seekers.

Organisational websites

Many have “work with us” or career pages — this is a great source of info. Plus you might be able to submit your CV online to add to their pool. That way, when a vacancy comes up, they may not advertise — they’ll find you in their pool already.

Use your network

Tell your network you’re looking for your next step (unless you need to keep it quiet). Remember that 75%–80% of roles aren’t advertised.

Direct approach (cold-call)

This is the one everyone hates and most won’t do. It can equal social pain, but on the flip side it also equals less competition (because few people do it). If you want to work for a particular firm or in a particular industry, you need to be bold. Remember the value you bring and go approach them. Every organisation needs great people. Every organisation has problems it needs to solve. If you can help them with that then they want to meet you. You just need to introduce yourself and have your pitch ready. You need to show them how you can help with their pain and their problems. You could also treat it like an “information interview” where you are looking for information about working for them and in the field you are interested in. It's surprising how often an information interview turns into a job.

Consulting, freelancing, contracting

Consider consulting, contracting or freelancing to keep your CV current, relevant and interesting. Or it could be a longer term career strategy for you too. Technology advancements, rise of “virtual” opportunities plus the uncertainty of current jobs has created a rising tide in people working independently.

The Hidden Job Market

The hidden job market just means jobs not advertised on traditional job sites. It refers to the jobs you get through networking, word of mouth, your social media presence or through recruiters and cold calling. The “hidden” job market is big. Industry lore suggests that maybe 70–80% of all roles are not advertised. So if you are only applying for advertised jobs, you are seriously limiting your opportunities.

Who are your networks?

Sometimes we forget who we have in our network. Don’t forget to consider the networks that each person in your network has too! Let your network know you are looking for work. You never know what might surface. Your networks might include:

Work colleagues and previous work networks
Customers, suppliers
Training or educational organisations
Professional associations/groups
LinkedIn or Facebook networks
Family – whānau, friends, neighbours
Local contacts (doctor, dentist, local businesses)
Community contacts, sports teams, school contacts — parents of your children’s friends.

Why use your networks?

Because that’s how you access the “hidden job market” and all the jobs that are never publicly advertised.

How to use your networks?

You need to inform your network that you’re looking for your next step.

Job search is not a passive sport. It may well be uncomfortable for you, but this is what others are doing:

Reaching out to contacts, and referred contacts (yes, strangers) and asking to meet for coffee or a chat to find out more about the roles and industry (information interviewing). Personal contact is always ideal. Phone, meet for coffee or email/message.
Going online — LinkedIn, other social media, company websites — to search for jobs, find information and look for connections.
Researching people and organisations online. Stop stressing — you're not a stalker if you go online and research organisations and people.
Making appointments with recruiters and applying for jobs that aren't ideal, but as a way of getting in front of the recruiters/employer.

Job seekers are taking charge of their own development and researching potential employers before making decisions. If you're not doing this, you're probably missing opportunities.

Networking Strategy

Many folk are terrified of “networking”. It is a very average word I have to say.

Instead, you could think of it as building relationships because essentially, that is the strategy. You want to meet people, perhaps over coffee or at an event, and ask them questions about them. People love talking about themselves, their jobs and industries and in doing so, you are building relationships.

Here are a few ideas online and in addition you could google key job search terms for videos and articles: “job search networking” “Job search sales pitch” “elevator pitch” “personal branding”.

Here are a few examples:

Exactly what do job seekers need to do to access non-advertised (hidden) roles?

Clarify your passion and purpose – what do I really enjoy?
Include reality in that – it can’t be completely idealistic. It’s got to be real as well.
List out things you like to do and write it down.
Identify companies that interest you.
Phone someone (use your family/friend/study) networks to help you and say “I’d love to come and have a chat with you” – go directly to them and ask.
Don’t worry about not having enough skills already, the most important thing is to start making personal & professional connections and to explore what’s out there.
Know that your personal & interpersonal skills will get you further than your technical or academic skills. You have to be personable and put yourself out there.
Visit websites of organisations that you’re interested in working for. Many organisations have “careers” or “work with us” pages.
Google search for specialist recruitment sites in your field.
Google sites that offer job matching. For example, helpinghands.co.nz specialises in matching retail and hospitality roles with people.
Using LinkedIn to search for jobs and make connections with people/organisations of interest.
Using Facebook to reach out to contacts and sign up for Facebook job groups. For example, Cambridge Jobs NZ is a place where local employers post jobs and individuals post their interest, skills and availability.
Review the “true story” in the appendix at the end of this article to see how one of my clients successfully emailed his wider networks and landed a great new role (and other offers). You could do the same – just adapt the template to suit you.

Cold Calling and Informal Interviews

While nearly everyone hates the idea of “cold calling”, some people do land roles this way. Here are some strategies:

Get referrals or introductions — ask your contacts if they know people in organisations of interest and if they would a) be willing to make an introduction, or b) be okay with you using their name when you introduce yourself. For example, I make “virtual” introductions via email quite often. I include both parties in my email and do the introduction and then say, “over to you”.
Or if you are introducing yourself, you can say, "I was given your name by XXX”. It usually helps pave the way.
Call into businesses of interest taking your CV with you, and ask if a hiring manager is available to speak with briefly. If so, great. You’ll have an opportunity to meet that person and leave not only your CV, but also a positive personal impression. If not, leave your CV with reception. Make sure you are dressed smartly and use great manners, as if it’s an interview. That’s because if you meet the hiring manager it is effectively a mini interview, and even if you don’t meet that person you can be sure that the person you leave your CV with will comment on your manner and appearance.
Or phone or email first to try to find the name of the best person to talk with and to send your CV to. For example, at a large business, it is harder to speak directly to a “hiring manager”. Instead, try phoning to find a name, phone number or email address.
Send a letter — a real snail mail letter. That in itself is unusual in a world dominated with email and will get you noticed. Find out who to send it to. Go to organisational websites and hunt for relevant people. See template attached for starter “words” for your letter. And include your CV too.
Join LinkedIn Job Seeker service, and/or reach out to your network. (It pays to build your network too). Send private messages to targets and ask for coffee meetings to find out more about their role/organisation.
“Information interviewing” - This is a career planning and job search strategy where you don’t approach employers looking for a job; instead you are wanting to find out more about a career or an organisation. People are often quite open to talk to people who are interested in their job/career path or company. See further information in this ebook about this approach.
Use Social Media Groups to help locate potential employers. For example, in the Waikato we have several Facebook groups focused on employment such as “Cambridge Jobs” and “Waikato Hospitality Jobs”. Depending on your role, profession and seniority, it may be a good place to scout and reach out to employers.

Clarify your competencies (and gaps)

There are several ways of clarifying how well you match what an employer is looking for. You could use this information both for your current job search (your next move) and for your future career planning – your aspirational career goals for the next 2-5 years.

Job advertisements – clearly state the essential and desired skills sets. Consider how well you match requirements.
Job descriptions – some organisations, especially larger organisations with HR teams, may provide job descriptions for advertised vacancies. These job descriptions tend to be quite long and delve into detail about required competencies and other aspects of the job. They may also outline the “Person Specification” which is a very useful outline of exactly what they are looking for in terms of experience, qualifications and skill sets.
Other sources – for example Hays offers a “DNA series" which outlines typical profiles and backgrounds for people in a variety of roles.

Do you see gaps in your competencies?

Most of us have gaps, and your can use this to plan your development with relevant training, courses, mentoring, networks, and/or “stepping stone” roles that will give you experience and skills.

Does cold calling work?

Sometimes, yes.

Some people do get jobs this way. I've done it myself; it's how I got my first break into career consulting. I rang the manager of the local agency and asked if he had time to chat about working in careers, which he did. I treated it as an “information interview”. He ended up offering me a role as a contractor doing market research interviews with local employers to find out about local labour market conditions. It was a job no-one else wanted to do! It was a foot in the door and it led to more hours. I enrolled in study and I was offered a contracting role as a career consultant.

What’s the “hit” rate on cold calling?

Probably low.

But you could be lucky and just happen to make contact on the same day that a team member resigns. Have you heard the expression “Johnny on the Spot”? It means being lucky with timing.

When I was at Careers NZ, I heard 10% being loosely described. I've no idea if that was based on any sort of research – probably not. However, as a rule of thumb, similar to cold calling sales, door knocking usually has a low hit rate.

Is it worth it then?

I'd say definitely yes but it's a question only you can answer.

Cold calling lets you target the organisations you want to work for. If you don't approach them you may never know if there's an opening or not and wouldn't that be a shame?

Marketing Collateral for Networking

Networking events send a shiver (or a cringe) down the spine of many. Try to think of it as making genuine human connections and conversations. You never know – one of these people may be able to open the door to a new opportunity for you. It's useful if you are clear about who you are, what you stand for (make a stand not a brand) and what value you bring. (Humans have laser sharp antennae for any sign of desperation or neediness – and they'll back away).

One idea is to create a personal business card ready to hand to people. (I use VistaPrint but there's plenty of low-priced other choices). This is particularly so if you are open to contracting and consulting work. It could be really simple - your name, email, phone and a tagline. Don't get tied up in worrying about logos. Plain and simple is good too.

Your “tagline” could be:

Your job title/s (e.g. Project Manager, Social Media Consultant, IT Contractor).
A set of three of the key competencies/value propositions you bring (e.g. Leader, Strategist, Researcher).
Or it could be your “why” – the difference you want to make in the world. (See Simon Sinek's work for more about this).

After networking, follow-up any contacts you felt you established a good connection with. You could send a personalised invitation to connect on LinkedIn or similarly via email. Or email/LinkedIn message suggesting suggesting a coffee meeting. Or, if you saw a real job opportunity, send them your CV.

Be CEO of “YOU” Inc - Get clear on what you offer

You have got to put your best foot forward in presenting yourself to recruiters and potential employers. One thing that stops some of my clients is the fear of being judged. As a suggestion, try thinking of yourself as the CEO of YOU Inc. You are the CEO of the bundle of skills and value you have to offer and as CEO it is your job to market these skills to employers and recruiters.

Focus on what you can do, not what you cant. (You need to be honest, but not too honest by pointing out your insecurities and failings).

Build a master list of skills you offer. As well as providing clear talking points when you meet with recruiters, this list could also provide content for your CV.

How could you do this? One way is by finding a handful of job advertisements for roles you are interested in. Then use the job ad requirements as a starting list to tick off what skills you have and those you don't.

Use this strategy to clarify your gaps as well – the areas you need to develop and that you may need to address in an interview.

Build your career capital

Some of my clients have appreciated the concept of “Career Capital” as a way of thinking about their own self-development – and their overall career direction and keys to success.

Even when things are getting them down at work, or when they are struggling with job search, it's helped them to set some goals for building their “Career Capital”. It creates clarity and a positive focus (even when the world might be getting them down).

Your “Career Capital” is the bundle of competencies that you bring. Things such as your skills, competencies, experience, intrinsic motivations, attitudes (e.g. growth mindset), personal strengths, connections, relationships and networks.

Watch this 2 minute video for more ideas.

Job Search Plan

Writing things down tends to help with clarity. If you haven't done this already, I suggest you draw up a simple table that has sections like those listed below to note down your ideas. It'll also help give you direction.

What job(s) am I targeting (job titles)?
Why do I want this?
What skills and experience do I already have to bring to this job?
What are my skills and experience gaps?
What could I do to bridge the gap? To get these skills?

Information Interviewing

I've a client at the moment who is looking at a significant career change and is trying to research opportunities in a relatively niche market. She's created a list of organisations and people to contact and she asked me, “How do I connect - should I email them my CV or ...?”

Work for us page?

It's a good question about how to approach people. Some organisations have a “work for us” or “Careers” page - so I'd contact them directly through that.

Or email, phone or visit?

If not, or if you really want to find out more about them first anyway, try to find a contact person and email address. Use LinkedIn and the company website to glean information. Or if you're brave, you could call in person (often businesses have applications forms) or phoning and ask to speak to a “hiring manager”.

Using an “information interviewing” approach.

Most people like talking about themselves and their jobs/businesses. If you just send your CV and ask if there are current job vacancies, an employer might just say “no”. People are busy and it's an easy way to stop the conversation. But instead, a more productive approach is to introduce yourself, explain your interest in the industry/role/organisation (e.g. whatever you're looking for – helping people, education, nutrious organic food) and that you'd like to talk to them to find out more about it. This way you start a conversation; you're not just asking for a job. You could use this approach via email, phone or by visiting the business, then you can offer your CV when you connect.

What if you get no response or a brush off?

Do you try again? If it's a clear “no” then best to leave it. But, if you're unsure, maybe they didn't understand your question or didn't read your email. People are busy. It's not easy, but my motto is that people never thank me for not getting in touch – there's nothing to lose. If it's important to you, try again but more directly - ask he or she if they have time for a 10 minute discussion as you're interested in learning about the industry/role.

Tips for working with recruiters

Recruiters place people in jobs so it's worthwhile making contact. There are definitely some excellent recruiters who are very experienced and helpful.

Good recruiters can make the job search experience much easier. Some have great relationships with large employing organisations and at times they may get vacancies to fill without ever needing to publicly advertise those roles. Therefore if you're not listed with the recruiter, you won't find out about those particular roles.

Recruiters are also sales people. A few tips:

Be ready to answer their questions about what you're looking for. Include job titles or general role areas (e.g. CIO, Human Resources Adviser). They will want to know the level of seniority you're targeting too and your industry experience (the areas in which you've worked or want to work).
Know they may keep you on the hook. You might only be number 3 or 4 on their list of candidates but they'll want to keep you warm/hot in case number 1 and 2 drops out. In other words, don't completely believe them if they tell you you're the top candidate. You might be but it's wise to keep looking. You've got to look out for number one first.
They're human, too. If they like you they may put more effort into finding you a placement.
Remember this is your life and your choice. They may talk up a “great” role for you or the good package and opportunity, but it's up to you. You have to decide if this is what you want and the package you want. Just be a bit wary. Recruiters are sales people paid on commission.
Do the rounds of recruiters (online and/or direct contact). Look for helpful recruiters - people you click with and have the right kind of roles for you.
Ask the recruiter for tips and advice. They may have interviewing tips, background information about the job and employer or salary negotiation tips. Or they may have sample psychometric tests you can practice with (if required).

What’s your mindset?

Job search (and any transition period) is often quite rough. It can help a lot to understand a few of the basic neuroscience reasons why we find it - and change in general - so difficult.

Our “social brain” is very important. The pain of rejection — or potential rejection — is a big threat and it puts our brain into a “threat” state. Which means we react with automatic fight, flight or freeze response. It’s very uncomfortable and feels very real. Brain imaging studies show that our brains experience social pain in the same areas as physical pain. We naturally try to avoid or fight anything that puts us at risk of social pain, and job search is one of those things.

Here’s a model of a typical transition cycle.

Where are you on this curve? The simple act of finding what stage you are at might speed up the process, as well as using your support networks and tools in this book.

Change is not the same as transition. Change is simply the event. Transition is when you have fully embraced your new reality. Transition takes time and even if you try to speed up the process, if you haven’t done the work and explored/accepted new options and realities you’ll likely end up needing to go backwards to do so. It’s a bit like the sticking plaster on a dirty wound. One problem comes for people who hit the bottom and keep sliding because the curve can become a cliff. Another problem lies in getting stuck in the “Neutral Zone” and not quite being able to see a way clear.

My clients often say things like:

"Now I'm taking control and I'm doing positive things, I feel I'm back on the upwards swing and I'm going to be okay. This is an opportunity. Something will come along."

References:

Transition Model adapted from Elisabeth Kubler-Ross’s work on the roller coaster of change and the Grief Cycle; and William Bridges’ Transition Model: https://wmbridges.com/about/what-is-transition/

Basic do’s and don’ts

Changing Paradigms

Applying for a job does not necessarily mean you definitely want the job. In the old world of work the employer held all the power, but it's changed and individuals are taking ownership of their skills, experience and understanding the value they bring to an employer.

Be the “CEO of YOU” and do your research. Go to the interview (if you're invited) and find out more about the people, organisation and role.

You don't have to accept an interview offer. Accept it if it fits your goals. Maybe earning money is top of your list — so any job is a good option. If so, that's fine and that's good. We all have to do what we have to do. Just be clear about it in your own mind.

This is what other job seekers are doing. According to Hudson NZ, 63% of NZ professionals are looking for another job (actively or passively). They are out there, scanning jobs and having conversations.

Use Social Media

You don’t have to be on LinkedIn, but as employers are increasingly using social media to attract and recruit new staff it’s a useful channel for making connections and researching organisations.

Tips:

Create or update your profile. (http://linkhumans.com/blog/perfect-linkedin-profile)
Get the LinkedIn Job app.
Think about trying out premium options (Job Search membership).
Draw up a list of organisations you'd like to work for and follow them.

Facebook

If organisations of interest are on Facebook, “like” them, keep up with their news and potentially look to make connections.

Search for Facebook employment groups related to your locality and/or skills. For example, Cambridge Jobs NZ is a place where local employers post jobs and individuals post their interest, skills and availability. Similarly, search for industry groups particular to your skills. For example, the Hamilton Waikato hospitality jobs group attracts posts from local employers and job seekers.

Self-employment and buying/starting a business

This is definitely an option, and one that should be closely considered. It's a risk, but if it's a “calculated” risk, it can be a good option.

How to start? Think about

What business you want to be in.
Specialist/expert skills you could use.
Checking out businesses for sale, including franchises.

Here’s a basic guide from NZ Government:

https://www.govt.nz/browse/work/self-employed-or-running-a-home-business/how-to-start-your-own-business/

And another from Citizen's Advice Bureau:

https://www.cab.org.nz/article/KB00000492

Geography Matters

One of the most common issues I hear from job seekers is about location. Factors like children, family, lifestyle, friends and living costs all play a part in making a holistic decision about where to live and work.

You might have fantastic skills and experience, but you also need to look at market realities. How many opportunities are out there for you in your location?

Some ways of gathering job market information include:

Talking to recruiters.
Talking to your network.
Viewing online advertisements.
Checking out job information sites - careers.govt.nz (Tip: go to the jobs database and search for job information, and also see their interactive tools for job seekers and their information about jobs in skills shortage).
http://www.mbie.govt.nz/info-services/employment-skills/labour-market-reports/occupation-outlook

Generally speaking, bigger cities offer a bigger range. There are more head offices, public sector opportunities and graduate roles. But there's also a lot of competition for roles, and there's the issue of living in a bigger city if that's not what you want.

The frustrating reality is that smaller regions do not have the same range or depth of opportunities. Technology is helping to improve this situation, but it's still a reality for most roles.

If you want/need to live and work outside a major city, here are a few ways some clients have tackled the geography problem:

Broadened their net by including roles they probably wouldn't look at in another location.
Re-trained in a skill with more demand in the area they live.
Considered contracting, consulting and actively scouted for opportunities.
Commuted to work in a larger city and, in some cases, negotiated to work from home a day or two each week.
Considered self-employment.
Gotten very proactive in job search — lots of cold calling, direct approaches, using networks and being open to a wide range of opportunities.
Considered buying a business.
Moved locations — after giving themselves a set time for securing a role, they re-evaluated and decided to make a move.

Am I too old?

Is it true? Do people over 45/50 find it harder to start new, get offers, or change direction?

I do think it gets harder as we age. I’m sorry to say that. The Commission for Financial Capability (CFFC) recently surveyed New Zealander's how confident they felt about finding a new job – if they had to. Not surprisingly, those aged over 55 years were much less confident than younger groups. Roughly 33% of those aged 55 or over disagreed that they would be able to find a job easily (if they lost their current role). See the results of that survey here. And here's a recent Stuff article looking at job search for those over 45 years.

However, perhaps age barriers are softening in some organisations and industries. I know 50+-year- olds who successfully make changes and land jobs. I also know others who have found it to be a long and difficult process and they go back to their earlier careers. I’ve read plenty of posts on LinkedIn and other sites telling stories of people who can’t get a break. Many of whom are older, but there’s also plenty of younger people too. It’s rough when you’ve invested in a degree and you can’t get your first job. All you need is that first break.

My advice is to keep at it. Keep trying and keep active. Use your networks and remember your skills. Workplaces now are multi-generational and benefit from older and younger teams working together, learning from each other. Older people tend to have different priorities. They may value lifestyle and want to work less hours. They may prioritise supporting younger team members and passing on skills and experience.

It may take a little longer, and you may need to consider widening your job search net, geographically and role wise.

Some clients have considered becoming consultants or contractors/freelancers while they are in job search mode. This way they continue to have a job title for their CV and profile, and they’re continuing to use skills and make contacts. Of course it still means you will need to find work as a consultant or contractor. You’re self-employed with no income surety, but it does open up new opportunities and more conversations you can have with your network and recruiters.

What if the rejections are piling up and you can’t get a break?

Many people find job search to be soul destroying; if that's you too, you're not alone. Tips:

Shake up your job search strategy – try something new. If you’ve been focusing on applying for only advertised jobs, it may be time to get brave and go cold calling or approaching your own networks.
Get support – you have to keep trying, so get support to help if you can.
Know that if you’re rejected, it only means they said no to you for that particular role at that particular time. It doesn’t mean you can’t get a job with the company ever. Go back to them and be direct. If you really want to work there, be persistent.
Do something different to rest, relax and enjoy yourself.
Look after yourself – eat well, sleep, exercise, spend time with positive others.
Widen your net – for the type of job you want, the location and the industry you want to work in.
Tackle the problem from a different angle - think about the industry and environment first rather than the job itself. Use your current skills and experience to get a foot in the door and into any role you are suited to, and then once you’re in, look for opportunities to manoeuvre into jobs or projects you enjoy.
Try Liz Ryan’s “pain letter” approach.

Case study - Handling rejection

A young, USA-based client, a recent graduate, had stacked up 136 rejections trying to get a break into a competitive industry and was feeling despondent (as you’d imagine one would naturally feel). He’d done a heap of unpaid internship work and his CV was rich with relevant content. At the time we met, he’d been to seven interviews, including one where he was invited back five times to meet with various people only to end up second choice. All his applications were via advertised roles and he received virtually nothing in terms of feedback, let alone honest feedback.

He approached me for support and we reviewed his his strategy. He tweaked his target job focus, connected more with his network, widened his net geographically (a lot), and we set up regular checks to keep him on track, accountable and feeling supported.

One of his biggest barriers was the fear of another rejection, but he realised he actually has no idea what employers may they think of him and whatever he thinks they think, he’s probably wrong. Either way, it doesn’t really matter. What matters is what he thinks, what he has to offer, and what he does with that, including how he approaches his job search.

This young man, after a year of rejections, unpaid internships, confidence crises, a few unhealthy habits and part-time hospitality work, finally got an offer for a relevant professional job and he's loving it! It's a fixed term contract but it's a really important first professional step on his path.

Appendix

Case Study - Finding a great new job without waiting for advertised roles

Background

When Ben learned his role was likely to be disestablished, he wasn’t too shocked as the organisation had had many restructurings, redundancies and new senior leaders over the past few years. After 12+ years in the organisation, he’d climbed the ladder roles and was in a senior executive role.

But, while Ben’s a pretty savvy bloke, the news did knock him. He wondered, “why me?”, because in this particular restructure Ben was the only one to leave. Yes. Hmmm. Ben said he has no hard feelings, and they said, “It’s business, it’s not personal”, but Ben wondered, “Why isn’t it personal? Actually, shouldn’t this be personal, because it is personal?”

On hearing the news, Ben did the normal human thing and panicked (briefly). He had a mortgage, wife and two young children to support. Then he jumped straight on Seek and TradeMe Jobs and looked for roles, but didn’t see much of interest.

Once he calmed down, Ben knew the best thing to do was take action. “I needed to take back control and make a plan.” As soon as he did that he started to feel a little better.

He asked himself what he could do that was different from just waiting for job advertisements.

Ben’s Plan

Here’s what Ben did, how he did it and why he thinks it worked (his critical success factors).

Plus, further down, you’ll see the email Ben used. Ben is happy for me to share this publicly as a template because he says, “If it helps anyone else, then that’s great.” (Thanks Ben!) You are welcome to adapt and use for yourself.

Here’s what Ben did (in his own words):

I went through my emails and made a list of all my contacts that I had made — I ended up with a list of around 90 people. (I didn’t know all these people well, but felt confident they’d at least know my name and they’d be people I could say hello to if I saw them).
I set up a new gmail account with an address as close to my name as I could.
I then tried to send an email to everyone by using the bcc field.
It got rejected — the server probably thought it was spam.
So I then went through my list and grouped people into some kind of logical
grouping. For example, all my contacts by region or by company, or ex-colleagues
who had moved on to other roles.
I ended up with about 12 different groups of email addresses.
I then wrote an email and sent it out to those groups at around 10am one morning.
I didn’t attach a CV (I hadn’t done one yet) but at the bottom I added a link to my
partially completed LinkedIn page.

The Results

By 6pm the same day:

I had one meeting with a company director next week about a role running a business in this area.
Another person said they may have some contract project work in the same sort of field.
One person was leaving their role at a related organisation, and he put a recommendation through to the relevant GM.
Another email about potential roles at a local business and innovation hub.
Someone who would introduce me to the new CEO at Organisation A. Another email about potential roles at Organisation B.
A recruitment person in Organisation C chasing my CV and asking who my networks were within that organisation, so he could start by letting them know. One from someone who was hopefully going to have something up and running in Central America/Caribbean by the end of the year.
I had three responses from people I didn't know but others had forwarded my email to, so I had follow ups with these people.
One was a job for Organisation D managing their operations.
One was from a CEO of Organisation E looking to get into my industry with their technology.
One was from a leader in the education field, Organisation F, with potential roles in the New Year.
And a bunch of responses from people who said they didn't know of anything but would keep an eye or ear out for me.

Ben said he had yet to tell his friends and family about what was happening, which is a whole lot of other networks he hadn’t yet tapped. And he still had other contacts to add that he didn’t include in his first email out.

Ben said, “It’s all pretty exciting really, and looks like I might have some decisions to make about what I do and where I go!”

The plan is working brilliantly well so far. Ben said, “To be honest, I’m blown away by it all.” He said it’s been a huge boost, and especially after bad news. “It felt good, and it’s nice to know you’re not alone.”

Ben’s Email

Here’s the email he used. This could be a template for you. Ben has said you are welcome to use it if you’d like to, and amend it to suit.

Hi all,
Apologies in advance for the group email.
Currently at (Company X) we have gone through a small restructure in the (department or area name). As a result of this my role of MN Manager has been disestablished.
There are potentially some other roles here but I am taking this opportunity to have a look to see what else may be out there.
I will be spending the coming days drafting my CV and updating my LinkedIn page for those who may want more information.
Having spent the last 12 1⁄2 years in (name/type of industry) managing projects, organising collaborations and trying to keep the teams on the straight and narrow, it will be interesting to condense everything down. I have really enjoyed working with some great minds and talented people and turning their work into products that add value.
I would appreciate it if you know of, or hear of, anything that could interest me that you let me know or forward my details on to anyone you think might be interested.
You are quite welcome to contact me at this email address or give me a call on (phone number). My current work email address is (email).
I won’t be contactable from (dates) as the family are heading on holiday for a break over the school holidays and to get away from the rain!
Thank you
Ben
LinkedIn profile link
Phone
Email
(and online CV/website if any)

A Tip

Ben replied to everyone who responded to him. Some people said they would keep an eye out, or that they didn’t know of anything. Ben said, “It was good of them to reply, so I replied. It’s just the polite thing to do.”

Why it’s Working

I asked Ben what he thinks are his critical success factors in helping make this work.

His first answer: “Relationships.” Ben said he makes an effort to develop relationships with everyone: his peers, his seniors, his customers, his ex-colleagues, his kids’ friend’s parents and sports coaches, and with the woman who worked in the kitchen in his company cafeteria. I witnessed this. When Ben and I met for coffee, Ben said hello to one of the young wait staff and called her by name. Apparently she used to work in the kitchen at his old organisation. (I’m impressed. Well done Ben).

Ben’s philosophy is that you never know who’s who and who you’re going to come across again. “It pays to treat everyone well. New Zealand is small. We never know who knows who.”

He also said he’s constantly adding to his networks and, for example, when he goes to conferences he makes a point of meeting new people.

There are other things that helped too, of course — like continuing to develop, add skills, learn about himself and build soft skills.

Ben’s words of advice to anyone facing change and/or bad news:

Get to the pits of despair as quickly as possible — that means you might be able to move through the grief/change/transition cycle more quickly. It helps to have some self-awareness and emotional intelligence tools to help you with this.
Don’t burn any bridges.
Make a plan. Making a plan means you’re taking back control, and that’s exactly what you need to do. It feels good and opens new doors.

Results

Ben accepted one of the roles on offer. He negotiated and signed a contract, and will start in a couple of weeks.

Last Thoughts

Ben’s final words to me were actually words I’ve heard from many of my redundant clients after they’ve had a bit of time. He said he thinks it was the best thing to have happened, otherwise he may never have made a change. Now Ben has created a number of exciting potential opportunities for his future.

**Names have been changed to protect anonymity.

job searchnetworkingchanging careers

Joanne Ostler https://joanneostler.com