Success
Rates
JobBait is faster and more successful than
all other strategies combined, and takes less
than 90 days for 85%. Traditional strategies take 10+
months.
The process is simple: Find the decision-makers most
likely to hire you and send them a letter ... aka
classic direct mail.
| John
Lucht recommends classic direct mail in Rites of Passage
and on RiteSite.com: "Classic Direct Mail
... still the #1 way
to reach the many decision-makers who might want to hire you"
and the "only polite and practical way." |
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| Joyce
Lain Kennedy, a well-respected syndicated career columnist for
40 years, gives direct mail "two thumbs up."
CEOs and marketing executives KNOW how
well this works. |
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Scroll down for
networking,
outplacement,
recruiters, job
boards and
resume posting.
JobBait's Classic Direct Mail ... 85%
It takes about 3,000 letters (snail mail, with a stamp) per $100k
in salary to achieve 85% odds of success in 90 days.
This was calculated from statistical data, surveys, and
hundreds of testimonials over a period of many years.
Here are two approaches:
- Saturation: Send 3,000 letters per $100k
in salary all at once for 85% odds. If the
industries and locations you're targeting are
growing and robust, send less ... and if not, send
more.
- Progressive: Send 1,000 or more letters
every few weeks to the same mailing list until you
land the job you want. Statistically, your response
rates increase by an average of 2% each time. At a
salary of $100k, you can achieve 85% odds by the
third mailing.
With classic direct mail, you're accessing the
unadvertised job market - 80% of the available jobs -
and competition is minimal because so few people do it
this way. You can get to decision-makers before the job
is advertised and before it's sent to a recruiter. In
fact, many of our clients have a job created for them
where none existed before. Here's a quote: "I got the
job by your classic direct mail program. I was the only
candidate, wrote my own job description and provided the research for my salary. (smile)"
Networking is the second best way to find a job behind
classic direct mail.
Although up to 70% of all executives find a job through
networking at least once in their lifetime, your odds are
AT BEST 30% for your NEXT job ... in the next 90 days ... if
you work at it.
A well-known six-figure job board with 10,000+ members proved it.
They found that 37% of their members landed interviews through
a combination of 3 strategies, including networking. And, their
average member had been on board for 11 months. Networking (1
of their 3 strategies) is statistically less than 37%. Most would argue MUCH
less. And it typically takes a few interviews to land a job,
dropping this even further. Our estimate of 30% in 90 days is VERY generous.
There are many
networking sites to choose from.
Here's a list of over 100. Some of the six-figure
job boards shown below also have networking
services.
However, networking is a competitive job-search strategy that gives
employers the most-qualified candidate at the lowest salary.
That's because employers intentionally "leak" their job openings
to the networking community where the news spreads like fire.
This is after all in the employer's best interest.
Outplacement firms don't tell you is that only 25% of their
clients find a job in 90 days. Instead, they redefine success as learning how to network, interview
and write a resume ... and they offer upscale offices and
secretarial services ... but they never define success
as actually finding a job. Some firms claim higher success rates, but look at the fine print - the
time frame is "eventually," not "90 days."
Most displaced executives already know how to search
for a job and can do it from home. They don't need an
office, fax, Internet access and secretarial services.
They also don't need a career map,
interviewing techniques and training on how to find a
job. What they need is a job!
Outplacement is now a commodity benefit, much like
healthcare, farmed out to the lowest name-brand bidder ... which
lowers the odds even more. In theory, your employer pays an outplacement firm to help you find
a job. In reality, many
employers use outplacement firms to do whatever it takes to make you go away and avoid litigation.
The standard fee for outplacement is 15% of an
executive's salary.
Here's the interesting part: JobBait's services are 3
times more effective than outplacement at less than half the
cost ... a 6 to 1 advantage for the job-seeker.
Thousands
of recruiters get thousands of resumes a year (some get
thousands a month and a few get thousands a week). With so many
resumes received, they can't possibly call everyone back. We called
several large and small recruiting firms to check our 1% - and
without exception, they all told us that 1% in 90 days is way too high.
About 80% of all retained searches for highly-compensated executives are managed by 7 firms:
Korn/Ferry,
Heidrick & Struggles,
Spencer Stuart,
Egon Zehnder,
Boyden,
Russell Reynolds
and Christian & Timbers. For these 7 firms, you should visit their website and fill
out their forms. If you would like to email
your
resume to hundreds
or
thousands of recruiters, you would do well
to
start with:
RiteSite for $94
(their recruiters are "100% retained") or
ExecutiveAgent for $87
(their recruiters are "mostly retained"). Others who offer to email your resume to recruiters
typically
license their list from ExecutiveAgent
and spin it differently to make it look better. Surprise!
Recruiters are paid about 30% of an executive's salary to give employers the most-qualified candidate
at the lowest salary. Classic direct mail gives you a 30%
advantage over those who use recruiters.
In 2005 there were 33,000 job boards. In 2006 there were 40,000 job boards. In 2007 we stopped
keeping track.
Here are a few six-figure boards to get you started,
listed in the order we recommend:
RiteSite,
Netshare,
ExecutiveRegistry,
CareerJounal,
ExecuNet,
SixFigureJobs,
TheLadders.
One of these six-figure job boards shows "all" success stories at
just over 500 and they boast more than 1 million
members. Do the math: that's 1/20th of 1%. CareerBuilder,
in a CNN interview, said they help
"over 1 million
people in the United States find jobs each year"
(that's 83,000 per month). They
estimate 23 million people were looking for jobs on
their site in January. Do the math: that's 1/3rd of 1%.
For executives, the odds are much smaller.
Most executive job boards have solid privacy
statements. However, one of them has two pages of warm,
fuzzy text assuring you that your personal information
is safe and secure. Then, about two-thirds of the way
through they say: "In some instances in the future we
may share your personal information with third party
contractors for the sole purpose of mailing you
promotional or educational materials." Surprise!
Job boards allow employers to get the most-qualified candidate
at the lowest salary.
There are thousands of places to post your
resume. Monster had 70 million resumes posted in early 2008 including
more than 2 million executive resumes. With about 140 million
employees in the United States workforce, the odds should be obvious.
1% in 90 days is way too high.
Before you post your resume, consider the potential consequences.
You're exposing your personal information for the world to see
(identity theft)
and you WILL be contacted by "bottom feeders," aka ambulance
chasers. Some bottom feeders do a bait and switch - telling
you they have a job for you and then - oops, you don't fit - but
conveniently, they have something to sell you that might help.
Resume posting allows employers to find the most-qualified candidate
at the lowest salary.
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