By Tim Klepaczyk
I have been reading a book by Orville Pierson called “The Unwritten Rules of the Highly Effective Job Search”. Chapter Four is particularly enlightening.
According to Pierson, almost all new hires are found in one of three ways:
1) The Applicant Pool
2) The Created Position
3) Tapping a Known Candidate
Created positions are least common, accounting for only 5% of new jobs. The Applicant Pool is what many casual job seekers think is the way all jobs are created – by posting a job, soliciting applicants, narrowing the candidates down to a few for interviews, and selecting from among those last few. While the Applicant Pool draws by far the most attention, it actually accounts for only 25% of new jobs. Most new jobs – 70% – are given to Known Candidates. Therefore, the most effective job search focuses on becoming the Known Candidate. This is why networking is so important. The more people you know, especially if they are in the field where you want to work, the more job opportunities you will have.
This is also why LinkedIn is not only a powerful networking tool; it’s also revolutionary. I sometimes wonder if the ability to connect to so many people – currently I have 16,000,000 3rd-degree LinkedIn contacts – will eventually create a backlash, with people tuning out when I reach out to them.
However, I don’t think that will be true to any meaningful degree. LinkedIn is a tool, and like any tool it is effective if you know how to use it. LinkedIn helps hiring managers find better candidates, and job-seekers find better opportunities. My hope is that a similar revolution can occur to help people find more rewarding work throughout their careers. I think that is also happening as tools like Myers-Briggs Type Indicator and Strengths Finders gain more widespread exposure.
Tim Klepaczyk is an RF & microwave engineer with over 20 years of experience in applications & sales and product design & validation. He also loves writing.
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