91 percent of job seekers have tried this approach, only 41 percent
rated it successful. This is not surprising in the current environment
where the supply of qualified professionals looking for jobs exceeds
the number of jobs available. Employers, as represented by recruit-
ers, thus have the power in the relationship and will be quite selective
in their choice of candidates to interview and ultimately hire.
Asked for additional suggestions, the one of the most frequently
mentioned was using LinkedIn to build a network. LinkedIn simplifies
searching for people based on specific criteria and makes it easy to
maintain contact with people in your network. Job seekers can look
for employees in a particular company, the modern-day equivalent
of contacting the manager of the appropriate department in a targeted
company. Job seekers can also easily issue questions, updates, and
requests to their network, the modern-day equivalent of contacting
friends, relatives, and professional colleagues for job leads.
The tactics with the lowest success ratings include many of the
newer technologies and more passive approaches. Posting resumes
in resume banks maintained by universities, professional associa-tions, and commercial resume banks like The Ladders were rated
poorly. Resume banks require the recruiter or employer to actively
seek out candidates hidden away in databases. Given that this is an
employer’s market, there are much easier ways to recruit.
Attending job fairs and using resume distribution services also
rated poorly.
Job search obstacles
We asked job seekers to identify the obstacles they encounter in
their job search. This was an open-ended question, so we did not
offer ideas. The most frequently mentioned obstacles were of the
general theme that employers have the power in the search relation-
ship due to the small number of jobs relative to the large number
of unemployed candidates: fierce competition for open positions,
compensation offered is too low for the position, employers will not
pay for relocation and greatly prefer local candidates. Employers
have the luxury of being selective. Respondents noted, as have we,
“pursuing new skills and certifications to enhance resume” (61 per-
cent rated it successful). 3 Given the rapid pace of change in today’s
workplace, it’s no surprise that keeping skills fresh and acquiring
new experiences is going to open more doors to opportunities.
Another traditional tactic is the third most successful, “contacting
the manager of the appropriate department in a firm you would like
to work for” (55 percent rated it successful). Although this is not a
tactic for the shy, 72 percent reported having tried this tactic.
In fourth place we have the ubiquitous “free job postings on the
Internet (including Indeed, Monster, LinkedIn).” Fifty-two percent
rated it successful, and 97 percent have given it a try. The success
rate is somewhat surprising given the many complaints we hear
from job seekers about applications made to free online postings
disappearing into a black hole, never to be acknowledged.
Other successful tactics a job seeker can try include contacting
friends and family for leads, applying to job postings on corporate
websites, attending meetings of networking organizations (such as
Gray Hair Management), and attending professional association
networking events (say, PDMA, PMI). About 48 percent rated
these tactics successful.
What about hiring a career coach?
Although only 34 percent of respondents have tried the tactic
“hire professional career help/coach/mentor,” 47 percent rated this
tactic as successful—leading us to believe that other job seekers
may want to try it. For those unfamiliar with this service, a career
coach will help clients determine their life/career goals and how
to achieve them. The coach does not find a job for the client but
rather guides and empowers the client to attain success. Often
the coach can provide feedback on negative impressions, help the
client prepare a compelling resume, and prepare the client for the
crucial phone and in-person interviews.
The last of the top 10 tactics is “contacting recruiters.” Although
NPD Professionals Survey -- Sponsored by Strategy 2 Market and NPD Recruiting
Please rate the effectiveness of each of the following candidate recruitment tactics, based on your own experience:
Candidate Search Tactics Very successful Somewhat successful Not very successful Unsuccessfu
Hire a retained search firm 4 21 2 3
Utilize my network 13 24 7 3
Recommendations from current employees 8 28 9 3
Free job posting sites (e.g. LinkedIn) 8 18 9 2
Commercial job posting sites (e.g. Six Figures, Monster) 3 26 15 1
Own corporate website job posting 6 24 12 5
Work with contingency recruiters 0 23 7 7
Search social networking sites (e.g. LinkedIn, Facebook) 6 18 11 5
Professional association job boards (e.g. PDMA, PMI, ASME) 4 12 9 3
Attend professional association networking events 3 17 12 5
Attend meetings of networking organizations 2 17 11 6
Search professional association resume databases (e.g. PDMA, ASME) 3 13 10 7
Alumni job boards 1 13 13 3
Search paid commercial resume databases (e.g. Six Figures, Monster) 2 16 18 6
Rely on our human resources department 2 18 17 12
Search alumni resume databases 0 12 14 6
Newspaper ads 0 7 11 13
Attend job/career fairs 1 6 12 12
NPD Professionals Survey -- Sponsored by Strategy 2 Market and NPD Recruiting
Please rate the effectiveness of each of the following candidate recruitment tactics, based on your own experience:
Candidate Search Tactics Very successful Somewhat successful Not very successful Unsuccessful
Hire a retained search firm 4 21 2 3
Utilize my n twork 13 24 7 3
Recommendations from current employees 8 28 9 3
Free job posting sites (e.g. LinkedIn) 8 18 9 2
Commercial job posting sites (e.g. Six Figures, Monster) 3 26 15 1
Own corporate website job posting 6 24 12 5
Work with contingency recruiters 0 23 7 7
Search social networking sites (e.g. LinkedIn, Facebook) 6 18 11 5
Professional association job boards (e.g. PDMA, PMI, ASME) 4 12 9 3
Attend professional association networking events 3 17 12 5
Attend meetings of networking organizations 2 17 11 6
Search professional association resume databases (e.g. PDMA, ASME) 3 13 10 7
Alumni job boards 1 13 13 3
Search paid commercial resume databases (e.g. Six Figures, Mon ter) 2 16 18 6
Rely on our human resources department 2 18 17 12
Search alumni resume databases 0 12 14 6
Newspaper ads 0 7 11 13
Attend job/career fairs 1 6 12 12
an
s
NPD Professionals Survey -- Sponsored by Strategy 2 Market and NPD Recruiting
Please rate the effectiveness of each of the following candidate recruitment tactics, based on your own experience:
Candidate Search Tactics Very successful Somewhat successful No very successful Unsuccessful T
Hire a retained search firm 4 21 2 3
Utilize my network 13 24 7 3
Recommendations from curre t employees 8 28 9 3
Free job posting sites (e.g. LinkedIn) 8 18 9 2
Commercial job posting sites (e.g. Six Figures, Monster) 3 26 15 1
Own corporate website job posting 6 24 12 5
Work with contingency recruiters 0 23 7 7
Search social networking sites (e.g. LinkedIn, Facebook) 6 18 11 5
Professional associati n job boards (e.g. PDMA, PMI, ASME) 4 12 9 3
Attend professional associat networking events 3 17 12 5
Attend meetings of networking organizatio s 2 17 11 6
Search professional associat o resume databases (e.g. PDMA, ASME) 3 13 10 7
Alumni job boards 1 13 13 3
Search paid commercial r sume databases (e.g. Six Figures, Monster) 2 16 18 6
Rely on our human resources department 2 18 17 12
Search alumni resume databases 0 12 14 6
Newspaper ads 0 7 11 13
Attend job/career fairs 1 6 12 12
answere
skippe
D Professionals Survey -- ponsored by Strategy 2 Market and NPD Recruiting
se rate the effectiveness of each of the following candidate recruitment tactics, based on your own experienc :
didate Search Tactics Very successful Somewhat successful Not very successful Unsuccessful Total
a retained search firm 4 21 2 3
ze my network 13 24 7 3
mmendations from current employees 8 28 9 3
job posting sites (e.g. LinkedIn) 8 18 9 2
mercial job posting sites (e.g. Six Figures, Monster) 3 26 15 1
corporate website job posting 6 24 12 5
k with contingency recruiters 0 23 7 7
ch social networking sites (e.g. LinkedIn, Facebook) 6 18 11 5
essional association job boards (e.g. PDMA, PMI, ASME) 4 12 9 3
nd professional association networking events 3 17 12 5
nd meetings of networking organizations 2 17 11 6
ch professional association resume databases (e.g. PDMA, ASME) 3 13 10 7
ni job boards 1 13 13
ch paid commercial resume databases (e.g. Six Figures, Monster) 2 16 18 6
on our human resources department 2 18 17 12
ch alumni resume databases 0 12 14 6
spaper ads 0 7 11 13
nd job/career fairs 1 6 12 12
answered ques
skipped ques
Not very
successful Unsuccessful Total N/A - Have not ried Response Count tried have not ried success
24 10 91 8 99 92% 8%63%
17 7 62 37 99 63% 37%61%
17 15 71 28 99 72% 28%55%
23 23 96 3 99 97% 3%52%
32 14 89 10 99 90% 10%48%
29 22 97 2 99 98% 2%47%
20 8 53 46 99 54% 46%47%
11 7 34 65 99 34% 66%47%
23 16 68 31 99 69% 31%43%
37 16 90 9 99 91% 9%41%
28 13 61 38 99 62% 38%33%
12 13 36 63 99 36% 64%31%
37 26 84 15 99 85% 15%25%
15 20 46 53 99 46% 54%24%
20 18 48 51 99 48% 52%21%
27 24 64 35 99 65% 35%20%
15 21 45 54 99 45% 55%20%
11 12 28 71 99 28% 72%18%
16 22 46 53 99 46% 54%17%
25 23 57 42 99 58% 42%16%
20 24 51 48 99 52% 48%14%
19 24 48 51 99 48% 52%10%
answered question 99
skipped question 31
Exhibit 3: Top 10 Tactics Used by Job Seekers
Contact former colleagues for leads
Pursue new skills and certifications to enhance resume
0% 25% 50% 75% 100%
Hire
a
retained
search
firm
Candidate
Search
Hire
a
retained
search
firm
Candidate
Search
Tac
Hire
a
retained
search
firm
Candidate
Search
Tactics
Hire
a
retained
search
firm
Candidate
Search
Tac ics
Succ Tried
Tactic
92%
Contact
former
colleagues
for
leads
Pursue
new
skills
and
certifications
to
enhance
resume
Job
Search
Tactic
Success
Rates
Utilize
my
network Utilize
my
network Utilize
my
network Utilize
my
network
Contact the manager of the appropriate department in a firm you want to work for
Apply to free job postings on Internet(e.g. Indeed, Monster, LinkedIn)
Recommendations
from
current
employees
Free
job
posting
sites
(e.g.
LinkedIn)
Recommendations
from
current
employees
Free
job
posting
sites
(e.g.
LinkedIn)
Recommendations
from
current
employees
Free
job
posting
sites
(e.g.
LinkedIn)
Recommendations
from
current
employees
Free
job
posting
sites
(e.g.
LinkedIn)
Apply
to
free
job
postings
on
Internet(e.g.
Indeed,
Monster,
LinkedIn)
most effective
63%
72%
97%
Contact friends and family for leads Commercial
job
posting
sites
(e.g.
Six
Figures,
Monster) Commercial
job
posting
sites
(e.g.
Six
Figures,
Monster) Commercial
job
p sting
sites
(e.g.
Six
Figures,
Monster) Commercial
job
posting
sites
(e.g.
Six
Figures,
Monster) Contact
friends
and
family
for
leads
90%
Apply to job postings on corporate websites Own
corporate
website
job
posting Own
corporate
website
job
posting Own
corporate
website
job
posting Own
corporate
website
job
posting Apply
to
job
postings
on
corporate
websites
98%
Attend meetings of networking organizations (e.g. Gray Hair Management) Work
with
contingency
recruiters Work
with
contingency
recruiters Work
with
contingency
recruiters Work
with
contingency
recruiters Attend
meetings
of
networking
organizations
(e.g.
Gray
Hair
Management)
54%
Hire professional career help/coach/mentor
Attend professional association networking events (e.g. PDMA, PMI)
Contact recruiters
Search
social
networking
sites
(e.g.
LinkedIn,
Facebook)
Professional
association
job
boards
(e.g.
PDMA,
PMI,
ASME)
Attend
professional
association
networking
events
Search
social
networking
sites
(e.g.
LinkedIn,
Facebook)
Professional
association
job
boards
(e.g.
PDMA,
PMI,
ASME)
Attend
professional
ass ciation
networking
events
Search
social
networking
sites
(e.g.
Link dIn,
Facebook)
Professional
association
job
boards
(e.g.
PDMA,
PMI,
ASME)
Attend
professional
association
netw rking
events
Search
social
networking
sites
(e.g.
LinkedIn,
Facebook)
Professional
association
job
boards
(e.g.
PDMA,
PMI,
ASME)
Attend
professional
association
networking
events
Attend
professional
association
networking
events
(e.g.
PDMA,
PMI)
Contact
recruiters
least effective
34%
69%
Very
successful
Somewhat
successful
0% 25%
Very
successful Somewhat
successful Not
very
successful Unsuccessful
0% 25% 50%
Very
successful Somewhat
successful Not
very
successful Unsuccessful
0% 25% 50%
Very
successful Somewhat
successful Not
very
successful Unsuccessful
0% 25% 50% 7
Very
successful Somewhat
successful Not
very
successful Unsuccessful
91%
0% 25% 50% 75% 100%
