According to career-development consultant, fewer than 3 percent of all job openings are advertised in classified ads. Worse, so many applicants respond to these ads that the competition is extremely fierce. Even if your qualifications are good, your chances of getting an interview are not.
One moderate-sized employer told us about experience advertising in the help-wanted section of a major Sunday newspaper: "It was a disaster. We had over five hundred responses from this relatively small ad in just one week. We have only two phone lines in this office, and one was totally knocked out. We'll never advertise for professional help again."
If you insist on following up on help-wanted ads, then research a firm before you reply to an ad. Doing research might help to separate you from everyone else responding to that ad. You should focus only a small portion of your job-search efforts in this direction.
Blind Ads
"Blind ads" are newspaper advertisements that don't identify the employer. Job seekers are usually instructed to send their resumes to a post- office-box number. Although they may seem suspicious, blind ads can be a source of legitimate job opportunities. A firm may choose to run a blind advertisement because it may not wish to be deluged with telephone calls, or it may be trying to replace an employee who hasn't been terminated yet.
You should be aware, though, that blind ads are sometimes used for deceitful purposes, such as selling employment-marketing services or harassing unsuspecting callers. The best advice is to trust your instincts and don't allow yourself to be put in a situation that makes you feel uncomfortable.
Employment Services
Employment services fall into four basic categories: executive-search firms, employment agencies, counseling services, and executive-marketing or -outplacement firms. There are also important distinctions among the organizations listed within each basic category.
Executive-Search Firms
Have you ever heard the term "headhunter" used in relation to a job search? What's really being talked about are executive search firms. If you're considering using one, here's a summary of what they are, what they do, and whom they're for. Essentially, there are two types: those that operate on retainer for their client companies, and those that operate on a contingency basis, meaning that they receive payment only when a successful search is concluded.
It's important to know that these firms aren't for everybody. Executive-search firms handle only experienced executives, focus only on positions in the higher salary ranges, and generally don't specialize in any particular industry. They're always hired and paid by the employer, and they're just as likely to contact and recruit candidates who aren't even looking as those who are currently in the job market. Search firms are interested only in executives with successful, proved track records in jobs that directly apply to their clients' needs. For this reason they often file the names of tens of thousands of possible candidates for placement.
After receiving an assignment a search firm will go through its own records and through other sources, then limit its search to a few hundred names, depending on the position being filled. Then, after studying the backgrounds of these candidates and discussing them with sources in the industry, the firm narrows its choices to a few dozen candidates. Finally, the firm will present the strongest candidates to its client. If you're an experienced executive, you may want to send your resume to one or more executive search firms but don't bother to follow up with a phone call-and don't expect an interview unless your background happens to match the firm's current needs.
These organizations aren't licensed, so if you decide to go with an executive-search firm, make sure it has a solid reputation.
As with help-wanted ads, you shouldn't let an executive-search firm become a critical element in your job-search campaign--no matter how encouraging it may sound. Continue to seek out your own opportunities actively and keep all of your options open.
Employment Agencies
Much more common than headhunters are general employment agencies. These can be divided into private agencies and state-government agencies. State agencies place a much wider range of people, including many hard-to-place, low-skill workers, although they do place others as well and shouldn't necessarily be ruled out as a valuable resource. More often, though, job seekers looking for professional positions will have better luck with private employment agencies.
In some states private employment agencies can charge job seekers a fee, but the vast majority of these agencies are paid by the employer. Typically, employment agencies charge the employer a fee based on a percentage of the new employee's first-year salary.
A word of caution: Unfortunately, a few less-than-ethical employment agencies have done a great deal to tarnish the reputation of the entire industry. Some firms, especially those specializing in lower-end placement-for secretarial and office help, for example-are notorious for running ads for openings that don't exist, and for pitching fictional candidates to employers. Because placement fees can run in the fifteen-hundred- to two-thousand- dollar range, even for a secretarial position, some agencies feel pressure to push a job seeker to take a position they know the person won't enjoy. Another danger sign: If your agency tries to have you stop by the office both before and after job interviews, odds are they're actually trying to monopolize your time. Naturally, once you've signed on, they don't want you to go to another agency (or, for that matter, find work on your own).
If you're unsure about a particular agency, keep in mind that employment agencies must be licensed by the state in which they operate. Some states can give you the number of business complaints that have been lodged against an agency. The vast majority of employment agencies place great importance on their reputation. Companies that engage in shady business practices generally aren't around long before they're exposed, and tend to get forced out of business. To play it safe, though, review the following list before choosing an agency:
- Find out when the company was founded. If it's been around awhile, chances are you're dealing with a reputable, established company.
- Consider choosing an agency that specializes in your profession. In general, these agencies are more likely to be reputable because they operate in only one industry-and bad word of mouth can travel quickly. Employers in certain high-demand fields rely heavily on specialized employment services to find good candidates. These fields include banking, finance, advertising, data processing, health care, insurance, publishing, retailing, sales, and a variety of technical industries. Like executive-search firms, specialized employment agencies aren't particularly interested in people with little or no experience in the industry, or in those thinking about switching careers. But because these agencies fill fewer senior- level positions than do executive-search firms, a specialized employment agency will probably be interested in trying to place you if you're a professional with, say, five to ten years of relevant experience in the industry.
- Find out if the agency belongs to a national or regional professional organization. The industry's most notable national organization is the National Association of Personnel Consultants (NAPC). Thousands of agencies across the country belong to this group; members are required to follow the prescribed business practices of the organization, known as the Standards of Ethical Practice, and the NAPC Code of Ethics.
If you decide to register with an agency, your best bet is to find one that's recommended by a friend or associate. Barring that, you can find names of agencies in the yellow pages.
After you've selected a few agencies (three to five is best), send them your resume and cover letter. Make a follow-up phone call and try to schedule an interview. Be prepared to take a number of tests (vocational, psychological, and other) on the day of your interview.
Above all, don't expect too much. Only a small percentage of all professional, managerial, and executive jobs are listed with these agencies, so they're not a terrific source of opportunities. Use them as an addition to your job-search campaign, but focus your efforts on other, more promising methods.
Career-Counseling Services and Executive-Marketing Firms Counseling services are even more diverse than employment agencies. Many non-profit organizations--colleges, universities, and private associations-- offer free or very inexpensive counseling services. For-profit counseling services, on the other hand, can charge a broad range of fees, depending on their services. Services include individual career counseling, internship programs, specialized workshops in areas such as resume and interview preparation, and aptitude and interest testing. You can find them listed in your local phone book.
Executive-marketing firms, or outplacement firms, are sometimes con-fused with career counselors. The distinctions are important, though: a career counselor will teach you how to conduct your own job search; an executive-marketing firm will conduct a search for you. (Executive-marketing firms can also be confused with executive-search firms. For the most part, executive-search firms work for client companies, not for the job seekers whose resumes they keep on file.) If you're considering an outplacement company, check it out carefully. Some of these firms charge upwards of three thousand dollars and do little more than circulate your resume. Many will promise you the moon and stars but won't guarantee results. Best bet: check with the local Better Business Bureau and ask for information on the firm.
Alumni-Placement Offices
These services are now part of many universities and colleges. They function basically as a clearinghouse for interested companies attempting to match job-seeking alumni to their needs. Although most are not well sup-ported, either financially or with staff, they shouldn't be overlooked as a source. If your school doesn't offer placement services, try to take advantage of the membership listings many alumni associations make available, as they can serve as a valuable source for contacts.
Professional Associations
Many of these organizations have established placement services for members' use. Your resume is put in a referral system for review by companies, either via the association's mailings or through society meetings. Some of these services are used quite extensively by employers. Contact these associations directly to inquire if they offer any employment services.
Even if a particular association doesn't offer placement services, it's still a valuable resource. Many professional associations have annual meetings or hold conferences and seminars, which are great opportunities for making contacts and keeping abreast of industry trends. For a comprehensive nationwide directory of professional associations, check your library for the Encyclopedia of Associations published by Gale Research.
On-line Databases
One of the newest methods of finding employment leads is by using one of the growing numbers of on-line databases. More and more recruiters are using the Internet or one of the commercial on-line services to find qualified candidates. Although it's certainly helpful to have your own computer system at home, it's not necessary. If you're interested in pursuing this method, call your local library to find out if it has on-line computers for use by the public. If your local library isn't quite on the cutting edge of information services, many public and university libraries are. Some will let you conduct your own searches, whereas others will do it for you (usually for a fee).
Below, you will find a directory of helpful on-line databases. The list is broken down into two parts--the first being those sites that are specifically geared to job seekers, and the second being information services that may also be helpful in your research on a particular company or industry.
A word of caution: Electronic job searches are expensive. Every minute costs you. For that reason, you might not want to rely on it as your main job-search method.
