Se­crets of hid­den mar­ket

Use the op­por­tu­ni­ties other ap­pli­cants don’t even know ex­ist

The West Australian - - EMPLOYMENT - Mau­reen Ep­pen 1. 2. 3.

Re­cruit­ment in­dus­try ex­perts es­ti­mate the hid­den job mar­ket ac­counts for 60-80 per cent of all new em­ploy­ment op­por­tu­ni­ties but only a small pro­por­tion of job­seek­ers know who to con­tact to ac­cess those op­por­tu­ni­ties — and many peo­ple don’t know the hid­den job mar­ket ex­ists.

Shireen DuPreez, founder of Elite Hu­man Cap­i­tal and au­thor of Ca­reer Man­age­ment — Ac­cess the Hid­den Job Mar­ket, said job search­ing was no longer as straight­for­ward as ap­ply­ing to job ad­ver­tise­ments.

“Peo­ple who know about the hid­den job mar­ket spend less time ap­ply­ing to job ads and more time spot­ting op­por­tu­ni­ties oth­ers don’t know about,” Ms DuPreez said.

Re­cruiters re­ceived from tens to hun­dreds of ap­pli­ca­tions for a po­si­tion. While many po­si­tions were filled by in­di­vid­u­als who re­sponded to an ad­ver­tise­ment, oth­ers were em­ployed via other av­enues.

“Of­ten, hir­ing man­agers choose in­di­vid­u­als for pro­mo­tion or new po­si­tions through other sources — and some com­pa­nies are re­luc­tant to ad­ver­tise po­si­tions for fear of be­ing in­un­dated by an un­man­age­able num­ber of ap­pli­ca­tions,” she said

Chan­nels for hir­ing em­ploy­ees in­cluded re­fer­rals, news­pa­per ad­ver­tise­ments, in­ter­nal trans­fer or pro­mo­tion, ca­reer fairs and net­work­ing events, di­rect sourc­ing, cor­po­rate web­sites, job boards, ex­ec­u­tive search and re­cruit­ment con­sul­tants, so­cial me­dia sites and grad­u­ate pro­grams.

Re­hires and alumni were also valu­able sources for hir­ing staff, along with con­trac­tors or tem­po­rary work­ers be­com­ing per­ma­nent em­ploy­ees.

Ca­reer Karma au­thor James

Make it easy

Scott Van Heurck’s tips to ac­cess the hid­den jobs mar­ket in­clude reg­is­ter­ing with re­cruit­ment agen­cies and adding your re­sume to the ca­reer pages on big com­pany web­sites.

“Larger com­pa­nies will usu­ally have a link on their web­site that al­lows you to do this,” he said.

“Be proac­tive in call­ing hu­man re­sources de­part­ments and agen­cies reg­u­larly, and Fair­bairn, a part­ner at Lester Blades Ex­ec­u­tive Search, said the hid­den job mar­ket ex­isted be­cause re­cruit­ing the right peo­ple with­out ex­pert help could be dif­fi­cult and hir­ing the wrong per­son for the job could be an ex­pen­sive mis­take.

“If the em­ployer knows some­body they’ve seen work­ing be­fore, or who comes highly rec­om­mended by some­body they know and trust, the risk of an in­cor­rect hire is con­sid­er­ably less,” he said.

The best way to ac­cess the hid­den mar­ket was to net­work.

“Net­work­ing is not email­ing peo­ple, hand­ing out your busi­ness cards at a func­tion, or call­ing peo­ple from your ad­dress book at ran­dom and ask­ing them for a job,” he said. make sure your on­line pro­file, such as on LinkedIn and other so­cial me­dia, is up to date.”

James Fair­bairn ad­vises job­seek­ers to ac­cess the hid­den jobs mar­ket by analysing their con­tact list to de­ter­mine those peo­ple who met th­ese three cri­te­ria:

They are se­nior enough in their own ca­reer to be an in­flu­encer (such as a man­ager);

They aren’t likely to be a

“Suc­cess­ful net­work­ing is about be­ing tar­geted, be­ing proac­tive and ask­ing the right peo­ple the right ques­tions — some­thing as sim­ple as re­quest­ing 30 min­utes of their time to get some ad­vice on your ca­reer. It’s im­por­tant to know your own net­work of con­tacts and keep in touch with them.”

Wood Re­cruit­ment di­rec­tor Scott Van Heurck said be­ing able to ac­cess the hid­den job mar­ket was par­tic­u­larly im­por­tant in dif­fi­cult eco­nomic con­di­tions, when fewer jobs be­came avail­able and com­pe­ti­tion was strong.

“One of the best ways to ac­cess this mar­ket is by reg­is­ter­ing with a re­cruit­ment agency — we can help peo­ple find out about new open­ings that they would oth­er­wise not be aware of,” Mr Van Heurck said.

“Get­ting your name and your re­sume on to a re­cruit­ment agency’s data­base is an ex­cel­lent step to­wards ac­cess­ing po­si­tions that may not be ad­ver­tised.

“If we don’t have a job right now but we think you’ve got a great re­sume, we can read­ily ac­cess it when an op­por­tu­nity comes up and put you in front of a po­ten­tial em­ployer.”

Suc­cess­ful net­work­ing is about be­ing tar­geted, be­ing proac­tive.

com­peti­tor for the role you hope to un­cover in the hid­den mar­ket;

You know them well enough to ask them for a catch-up.

“Know your net­work of con­tacts, such as your old boss or ref­er­ees, and keep in touch with them,” he said.

Shireen DuPreez rec­om­mends us­ing re­fer­rals to ac­cess job op­por­tu­ni­ties, di­rectly ap­proach­ing po­ten­tial em­ploy­ers, and us­ing search

Pic­ture: Getty Im­ages

Re­cruiters re­ceive hun­dreds of ap­pli­ca­tions for a po­si­tion. con­sul­tants, re­cruiters and tal­ent agents. Her strate­gies for job­seek­ers in­clude us­ing con­sult­ing, con­tract­ing, tem­po­rary work, vol­un­teer­ing, sec­ond­ment or fixed-term roles as step­ping stones...

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