Finding Job Leads

Peer Learning and Leadership Network Beyond Job Boards: Finding Job Leads


Strategies for finding job leads

Transcript of Finding Job Leads

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Peer Learning and Leadership Network

Beyond Job Boards: Finding Job Leads

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Cleaning Up Digital Dirt for the Job Search

May 12, 20111 p.m.


Michele Martin, DiscoverAbility NJ, John J. Heldrich Center for Workforce Development Rutgers, The State University of New Jersey

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Use Chat box to

communicate with


Use Hide Chat for a cleaner,

uncluttered webinar

Select Full Screen to maximize presentation; minimizes chat feature Webinar Layout

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Michele Martin

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Materials and an archived version of this webinar will be available at

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• How employers find applicants• Types of job openings• Finding/accessing advertised job openings• Finding/accessing unadvertised job openings

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26.7% of external new hires come from referralsOne hire for every 15 referralsNumber one source for hires

Source: CareerXRoads 2010 Survey

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22.3% come from company website

Source: CareerXRoads 2010 Survey

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13.2% come from job boards

CareerBuilder and Monster two top sites

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Two Types of Job Openings

Openings that Exist Now Openings that Are Created for the Right Candidate

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Openings that Exist Now





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How You Spend Your Time





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Finding Advertised Openings

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Job Boards

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The Challenges

• Many openings outdated

• Multiple postings for one opening

• Too much competition

• Employers find least qualified applicants here

• Employers using boards less

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Disability “Niche” Boards

• Pros– More targeted to people

with disabilities

• Cons– Disability first, person

second– May be advertised to

satisfy EEOC/ADA requirements

– Only a subset of available jobs

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Tips• Don’t spend a lot of time on boards—LEAST

effective form of job search

• Use boards primarily for research

• Search locally

• Search specifically

• Use industry/occupational “niche” boards where possible

• Find lead and then go to company website to apply.

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Google Alerts

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• Refine search before signing up for Alert• Make searches as specific as possible—

occupation, industry, companies, skills, geographic location

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• Professional social network

• Way to research businesses and individuals

• Professional “branding” opportunity

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“Jobs You May Be Interested In”

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Keyword Search in “Jobs”

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Finding Un-Advertised Openings

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For Unadvertised Openings

• Focus on:– Developing relationships with the right people– Being a resource– Matching your applicants to the culture/needs of

the organization

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1. Find and Connect to Recruiters & Hiring Managers

• Events/Associations– Society for Human

Resource Managers (SHRM)

– Industry/Occupational Associations

– Chambers of Commerce– Conferences

• LinkedIn• Twitter• Company

websites/blogs• Email lists/newsletters

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2. Listen

• Follow/read what they post

• Join their groups to see what they’re discussing

• Sign up for their newsletters

• Ask questions

• Probe for “pain” and problems

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• Comment and RT• Provide resources, information that solve

problems and address their “pain” points• Connect them to people and resources• Answer questions

3. Engage

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4. Research

• What problems/unmet needs do they have?• Did someone just leave the company? • What are growth/skill/hiring trends in

industry? In company?

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Openings that Don’t Currently Exist

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Openings for the Right Candidate

• Match between company needs and applicant skills/experience/personal characteristics

• Sold on applicant through personal contact • Easier through network referral

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Creating Openings

• Know pain and problems• Show how applicant addresses pain or solves

problem• Show how applicant matches culture/skill

needs of the organization• Coach applicant to sell him/herself!

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