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

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

3. 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.

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

5. 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

6. 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%)

7. 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)

8. 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

9. 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)

10. 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)

11. 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)

12. 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?

13. 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

14. 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

15. 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.

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

17. 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
Base Resume – versions for different areas
References
PDF Conversions

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

19. 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.

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

21. 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

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

23. 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

24. 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.

25. Questions?