WETA Conference October 19, 2011 Moving Forward: The Cutting Edge of Job Search WETA Conference October 19, 2011

Core Elements for Job Search Understanding Labor Market Trends Employer Demand and Recruitment Process Employment Search Plans for Job Seekers

Labor Market Terry Ludeman provided a detailed perspective on Wisconsin’s labor market trends: The new economy is transitioning from traditional to new. Wisconsin is a low-wage state with low post-secondary education attainment. Wisconsin’s participation of women in the workforce is at the top in the country. We have an aging workforce with a demand for replacement workers. Demand of entry level workers is diminishing.

Job Search Professionals? Labor Market What does that mean for Job Search Professionals?

Employer Perspective What Employers Want from Prospective Employees: Good Communication Skills (listen, write, speak effectively) Desire to Work (demonstrates desire to be at work) Commitment to Work (Dependability, Responsibility) Flexibility (with job duties, process, changes) Interpersonal Skills (customers and co-workers) Teamwork (committed to a team concept) Critical Reasoning Skills (problems-solving) Job Skills for Specific Job Function

Employer Perspective Methods for Recruitment – 10 years ago J. DeVaro study 2005 Recommendation by employee (82%) Walk-in Applications (66%) Job Boards/Classifieds (49%) School Placement Office (40%) Recommendation by a friend (38%) State or Community Employment Agency (30-35%) Help Wanted Signs (26%)

Employer Perspective Source of Hires – Present Siwak 2010 51% Internal Candidates (up by 19% from 2006) External Hire Sources 26.7% Referrals 22.3% Internet Job Boards 2.3% External Recruiters (down from 5.2% ‘06) 2.3% Walk-in Job Seekers (but 23% of those who walk in are hired)

Employer Perspective Methods for Recruitment – Now SHIRM Survey 2011 Studies are just beginning to work on the New Labor Market SHIRM Survey 2011 56% of HR professionals are using social networking sites for job candidates in 2011, up from 34% in ‘08 21% do not plan on using Social Media, down from 45% surveyed in 2008 20% who have not yet used Social Media plan to in the future, slight increase from 19% in 2008

Employer Perspective Methods for Recruitment – Now Studies are just beginning to work on the New Labor Market SHRM Survey 2011 – why employers use Social Media 84% to recruit passive candidates (68% in ‘08) 67% because it is less expensive 60% to increase company brand name (35% in ‘08) 54% target specific type of recruit (40% in ‘08) 52% target specific set of job skills (38% in ‘08)

Employer Perspective Methods for Recruitment – Now Studies are just beginning to work on the New Labor Market SHRM Survey 2011 – efficiency in recruitment 52% for Executive/Management (22% in 08) 58% for Mid/Lower Management (13% in ‘08) 58% Salaried, non-management (15% in ‘08) 41% Hourly Employees (22% in ‘08)

Employer Perspective Methods for Recruitment – Now Studies are just beginning to work on the New Labor Market CareerBuilder.com 2009 Survey 29% used Facebook 26% used LinkedIn 21% used MySpace 11% used blogs 7% used Twitter (2011 preliminary shows significant increase)

How Well do You Know Your Local Employer Recruitment Process? Employer Perspective Methods for Recruitment – Now How Well do You Know Your Local Employer Recruitment Process?

Developing an Effective Job Search Plan Cores Aspects of a Job Search Plan Customer’s Full Work History/Skill Identification Base Application Materials References Employment Goals (current & future) Where to Apply Completing Effective Application Process Beyond old-school resume and 5011s Making Follow Up Contacts

Developing an Effective Job Search Plan Work History Even though not every job may be used on an application, collect complete work history Don’t skimp on the details Job Title Start/End Dates Beginning/Ending Wages Name/Address of Employer Name of Supervisor/Contact Reason for Leaving - unedited Job Functions Completed Likes/Dislikes of that Job Accomplishments Ability/Inability to do job again

Developing an Effective Job Search Plan Skill Identification O-Net is one of the best resources for identifying specific job knowledge and skills connected to a specific type of job.

Developing an Effective Job Search Plan Work History/Skill Identification Worksheet

Developing an Effective Job Search Plan Base Application Materials Detailed Data Document In-depth descriptions/key statements about job functions/duties, accomplishments, etc. Soft Copy to be used to auto-fill future applications Base Application - 5011 Base Resume – versions for different areas References PDF Conversions http://www.freepdfconvert.com/

Application Materials? Developing an Effective Job Search Plan What Do You Do to Assist A JS in Developing Application Materials?

Developing an Effective Job Search Plan On-Line Clean Up Review Social Media Sites for red-flags CareerBuilder found in a 2011 survey that 35% of employers found online content that caused them not to hire the job seeker: Provocative photographs (including tagged on other’s pages) JS posted content about drinking or using drugs Poor communication skills (poor grammar/spelling) JS posted discriminating or politically incorrect statements JS lied about qualifications JS shared confidential or disparaging information from past employers.

Developing an Effective Job Search Plan On-Line Strategies Store base materials online (cloud service) Have separate email for job search Create on-line profiles for LinkedIn or similar websites Keep log of all online employer accounts

Developing an Effective Job Search Plan Develop Specific Written Job Search Plan List primary targeted job Radius of the Search Methods of Search (online, in person, etc.) Shift Preference Wage Rate Date-Specific goal of Job Attainment

Developing an Effective Job Search Plan Develop Specific Written Job Search Plan

Developing an Effective Job Search Plan Make Follow Up Contacts Even in an on-line world, follow up contacts remain a key strategy for securing an interview. Make the contact 5 – 7 days after submission of the application or after the application deadline. A good follow up consists of: Clear identification of the Job Seeker Why interested in the job Why it is a good match for the employer

Summary Coaching a job seeker through the employment search process is time-consuming. Knowledge of the labor market and employer recruitment process is vital. Developing an effective job search plan increases workforce attachment.

Questions?