By Susan Britton Whitcomb, Career Coach Academy / Job Search Academy

I was so impressed with this article by Susan, I have reproduced here — her links and details are provided above. Please note that the statistical information refers to the United States, however the content is very pertinent to Australia.

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Too often, job seekers search almost frantically for job openings online, which are few and far between. When no response comes to an online submission of a resume, they feel they have hit a dead end. This can leave them frustrated and discouraged, thinking they’ve exhausted all their options. To increase their options, they must increase their opportunities. Notice the emphasis on opportunities instead of the more common terms, openings or postings. There’s a world of difference between the two. Let’s take a look!

Definition:

Openings: An advertised position soliciting a predefined skill-set to perform specific tasks.

Opportunity: An unadvertised position or situation where a job seeker’s skill-set can contribute to company/shareholder value. In some cases, this will mean self-employment or contract-type situations, even if for a short time.

Job Seeker Positioning:

Openings: In openings, the candidate has a tendency to come as a “supplicant” on bended knee, positioned in a role to sell and convince others of his or her worth.

Opportunity: With opportunities, the candidate has the ability to come as a “value proposition,” positioned as a business solution or service.

How Accessed:

Openings: Candidates comb through online postings and print want-ads to apply; human resources then winnows to make the volume of resumes manageable, eventually conducting a formal, structured interrogative interview process.

Opportunity: Candidates target companies, then read, research, and conduct “focused networking” with people who will lead them to conversations with decision makers; needs are uncovered and value-based solutions offered through an informal, fluid inquiry/discovery process.

Materials Needed:

Openings: Traditional resume and cover letter.

Opportunities: Knowledge of company/hiring manager/customers’ needs and how the candidate’s strengths and brand can deliver a return-on-investment; targeted resume or SOS (solution or service) letter; project proposal.

Quantity:

Openings: Limited and restricted to those companies in hiring mode.

Opportunities: Potentially limitless and unrestricted, as the focus is about building long-term relationships while exploring opportunities and innovations that will benefit the company’s bottom line.

Competition:

Openings: Typically stiff when advertised broadly.

Opportunity: Minimal; the candidate is often competing only with himself/herself.

Who Controls the Process:

Openings: Controlled by human resources; usually a predictable process 2-6 month process.

Opportunity: Controlled by hiring manager and decision makers; less predictable process.

Human Resources:

Openings: Actively soliciting and screening applicants.

Opportunity: The human resources department is often unaware that a “job seeker” is even on the premises.

Connections:

Openings: The candidate is typically anonymous and an unknown commodity.

Opportunities: The candidate builds relationships that lead to being trusted and gaining insider status because of recommendations by colleagues, employees, and/or friends.

What the Employer Looks For:

Openings: Features (an ideal “wish list,” such as number of years of experience, degree, skill set, and so on).

Opportunities: Benefits (solutions or services offered) that will make the company money or save the company money, making the candidate a valuable asset that boosts the bottom line.

Employer’s Preferred Method of Contact:

Openings: Anonymous submission of electronic or paper resume.

Opportunities: Often email or telephone to start, and eventually face-to-face exploration, although it can start with face-to-face in informal business networking or social networking situations.

Effectiveness:

Openings: Leads to jobs 5-8% of the time (source: Drake, Beam, Morin).

Opportunities: Leads to jobs 58-62% of the time (source: Drake, Beam, Morin).

Understanding and embracing these differences will give you an edge in your search!