Job Search Strategies

1. Job Search Strategies Career Connection The Ohio State University 160 Neil Avenue, 2nd floor Younkin Success Center 614-688-3898 www.careerconnection.osu.edu

2. Federal Glass Ceiling Commission: Facts • The U.S. workforce will become more diverse by 2012. • Up to 80% of all new entrants to the work force in the year 2015 will be ethnic diverse and women • Wage gap (e.g. African American men with a bachelor’s earned on average $15,180 less than the White non Hispanic male population) • 95% of senior level managers are men and of that 95%, 97% are White. Of the 5% who are women managers, only 5% are minorities. • Nearly 75% of women of all racial and ethnic groups are more likely to be employed in services industry and finance, real estate, and retail trade.

3. Federal Glass Ceiling Commission: Facts • Women and minorities are 2/3 of the population, 2/3 of the consumers and 57% of the work force. • Since the passage of the Americans with Disabilities Act (ADA) in 1990, people with disabilities still experience unemployment at a rate far above the national average. • It is still legal in 36 states to fire an employee because he/she is gay. Over 2,333 employers in America have employment nondiscrimination policies including sexual orientation. • International students face a difficult task breaking into the job market. Of respondents to the 2008 Job Outlook Survey, only 1 in 5 employers said they would hire International students in the coming year for full-time permanent positions in the United States.

4. Some Reasons People Choose to NOT Disclose Their Diverse Background • The fear of harassment (either physical or emotional) • Fear of the effect of disclosure may have on hiring, personnel, and advancement (glass ceiling issues) • Fear of alienation, isolation, and rejection • Fear of being perceived as different from the majority culture or of being perceived as the same as every member of a minority culture • Fear of the invasion of privacy

5. Some Reasons People Choose to Disclose Their Diverse Background • Individual mental health reasons ~ full integration of identity with ethnicity, sexuality, disability, international status, gender) • Personal reasons (e.g. integrity, honesty, recognition and support from peers of who one is as a person) • Professional, political, and societal reasons (e.g. provide role model for other diverse people, desensitize co-workers, eliminate stereotyping) • Practical reasons (e.g. benefits, professional development, career fulfillment)

6. 3 Important Factors • Awareness of your career goals and job skills • Understanding of the labor market & job outlook • A well-planned job search campaign

7. When do I begin? • Begin the process by visiting a career services office at least, 9-12 months before graduation. • It is recommended that you begin an ACTIVE job search 6-9 months before your target employment date.

8. Awareness of Your Employability Skills • It is very probable that no single job will utilize all of your skills, allow you to develop all of your interests, and incorporate a value system 100% compatible with yours. • Inventory your skills and relevant experiences and relate them to the specific job requirements. • Target a career field that will satisfy some of your high-priority needs. • Develop a flexible career identity.

9. Developing Job Search Skills • Learn what job search strategies are most productive • Learn how to market yourself and experiences • Learn how to research employers • Learn how to interview confidently

10. I. Advertised Vacancies • This is not the most effective method. • According to the Harvard Business Review, nearly 80% of the openings available at any one time are never advertised. • Job seekers should respond to ads BUT the main thrust of your efforts should be toward establishing networks and identifying the hidden job market.

11. I. Advertised Vacancies Sources include: • Online job banks • Job postings in Career Services offices • On-Campus Interviews • Newsletters and Journals from Trade or Professional Organizations • Personnel Department postings or hotlines • Job postings on corporate web sites • Newspaper classified ads

12. Tips When Applying for Advertised Vacancies • Do not waste your time responding to long shots. • Use your cover letter to answer every requirement in the advertisement. • Personalize your response as much as possible. Direct your materials to specific individuals.

13. II. Develop a Contact Network • Most effective method. • Once you have targeted a specific career, you should acquaint yourself with professionals in that field. • Get the insider’s view • Opens doors that might otherwise remained closed. • Conduct Informational Interviews

14. II. Developing Your Network Sources of Possible Contacts: • Family members • Friends • Neighbors • Previous employers • Professors • Area Chamber of Commerce • Alumni • Other Students • Job Fairs • EVERYONE!

15. III. Attend Job Fairs Prepare your 2 –Minute Commercial You will need to introduce yourself • Demonstrate that you know something about the organization • Express why you are interested in that organization or company • Be able to relate your background and skills to what you know about the employer’s needs

16. So… what do I say? • “Good morning, my name is________ and am a ______major. What appeals to me about your company is________. I am very interested in __________. As you can see in my enclosed resume I can offer you my __________ that will make us a great fit.”

17. IV. Contact Employers Directly • Send a letter of application and your resume to the HR department or to specific managers. • Call them and ask them how their jobs are being advertised. • The success of this method is greatly increased when letters are followed up by phone calls.

18. V. Utilize Career Services • Contact Your Career Services Office and register with them

19. Employer Research • Good research on employers will not only give you the competitive edge, but also help you decide which employers you want to reach and which strategies you will use to contact them.

20. How Can I Tell if a Company is Culturally Sensitive? • Do your homework, look carefully over the company’s literature. RESEARCH THEM! • Employee photographs can give a good indication not only of a company’s diversity, but also of its promotion practices. • Employ the “six degrees of separation” strategy. See if you know someone who knows someone who works for the company in question. Get the inside scoop on company politics. • If very concerned, expand your research to include possible EEO lawsuits pending against the company. You may search a legal database such as Lexis or Westlaw.

21. How Can I Tell if a Company is Culturally Sensitive? • Non-discrimination policy (i.e. move in vs. move up) • Company-wide education to raise awareness of diversity issues • Professional development and training opportunities • Equitable benefits programming • Pay equity • Employee resource groups • Demonstration of public support to diversity issues in the community • Fostering of a safe work environment • Institutional rigidity that deny the fragile family and work balance

22. Researching Employers • Internet research • Annual reports • Directories • National Trade & Professional Associations • Newspapers & Professional Journals • Talk with professionals working in the field • Local Chamber of Commerce

23. Presenting Yourself on Paper • Once your career goals have been targeted, resumes and cover letters can be tailored to reflect your qualifications as they relate to the interests of prospective employers.

24. You will need a Resume! • Your name, address, phone #, and email • A job objective • Your education, starting with OSU • Work experience(s) (demonstrate your skills) • Additional Skills • Additional Subheadings (awards, honors, campus activities, civic engagement, community service) • References available upon request

25. Practice Interviewing Skills • A resume can get you the interview, but the interview will get you the job! • At a minimum, obtain a list of most commonly asked interview questions and practice answering these questions out loud. • Schedule a mock interview.

26. Follow Up and Record Keeping • Maintain a careful record of all job announcements, interviews, thank-you notes sent, and follow up actions. • Job seekers who fail to do this often lose valuable contacts as well as credibility with prospective employers.

27. Will you hire me? NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO NO YES Source: Guerrilla Tactics in the Job Market, Tom Jackson

28. Be Persistent! • Searching for a job is a full-time job. • If your search is not producing the results you would like, try a new strategy. • Do not hesitate to send your resume to an employer more than once.

29. Review • Clarify your career goals • Identify and research potential employers • Establish a network • Develop a professional resume • Arrange and prepare for job interviews • Follow up as necessary • Seek help as needed

30. The greater the number of contacts and interviews a job seeker has, the greater the number of job offers. • It makes sense to use multiple strategies!