SlideShare a Scribd company logo

DeVry University Career Advisory Board: What the Most Successful Job Seekers Do Right

In the interest of providing actionable advice to job seekers, the Career Advisory Board set out to discover what candidates who are perceived as the “complete package” are doing in order to secure a desirable job offer. In our Successful Job Seekers research, we surveyed over 550 professionals of varying ages and in different roles and industries. Our respondents had one thing in common: they were either recruited by a desirable company and received an offer without having to search for a new job at all (referred to as passive job seekers), or they received an interview for a job they ultimately accepted less than six months after starting a search (referred to as active job seekers). The following report summary highlights the results of the research, including that the most effective candidates target, customize, and are organized and realistic about their opportunities. Now that we’ve learned from the best, we aim to educate the general job seeking population on improving job search efficiency and outcomes.

1 of 19
Download to read offline
April 2015
The Career Advisory Board
What the Most Successful Job Seekers Do Right
Executive Summary
Survey Methodology
The Career Advisory Board’s Successful Job Seekers research was designed to uncover the
actions and traits of individuals who were able to land new jobs quickly in a market where
hiring managers are increasingly selective and many candidates go months or years without
employment.
 
The research was conducted online within the United States by DeVry University on behalf of
the Career Advisory Board in March 2015. Survey respondents included 589 U.S.
professionals who had accepted a new job in the last year, and who received an interview for
that role within six months of being recruited or starting a new job search.
Snapshot of Respondents
88%
12%
72%
28%
10% 45% 35% 11%
15% 38% 32%
Full or Part Time?
Active vs. Passive
Job Seekers
Were employed full time
Were employed part time
Actively applying for new jobs
Not looking when they were recruited
within or outside their current company
Age Range
Salary
Ages 18-26 Ages 27-40 Ages 41-54 Ages 55+
Earned $25-49K/year Earned $50-99K/year Earned $100+K/year
The Findings
51%
Active job seeker respondents, on the whole, targeted individual companies
and applied to open positions very selectively. Nearly a third received an
interview for more than half the positions to which they applied.
applied to 5 or fewer positions
66%
90%
applied to 10 or fewer positions
wanted to be at least 75%
qualified before applying
41% wanted to be at least 90%
qualified before applying
Successful Job Seekers TARGET
A job search is not a numbers game
Percentage of respondents
0% 10% 20% 30% 40% 50% 60% 70% 80%
Reached out to contact person
Customized a resume
Wrote a targeted cover letter
Reached out to personal network
Successful Job Seekers CUSTOMIZE
84%
63%
52%
46%
28%
26%
Updated or created a new resume for that opportunity
Reviewed the company website
Googled the company
Brainstormed concrete examples of how the job description
matched their skill set
Talked to current employees at the company
Googled their interviewers
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
In preparing for individual
interview conversations
84%
63%
52%
46%
28%
26%
Activities engaged in after
spotting a great job opportunity
More than 3 hours
1-3 hours
Less than an hour
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
Daily hours spent on a job search
Successful Job Seekers ORGANIZE
Though many career advisers suggest
treating a search like a full-time job,
most of our respondents didn’t.
73%Kept files on
each opportunity
64%Stuck to a weekly to do
list
50%Used an online
calendar or
smartphone
app to manage
appointments
They didn’t follow up too much, however.
65% 17% 16%
64% 6%
Respondents
emailed thank you
notes after an
interview
Mailed hard copy
thank you notes
Called to thank
the interviewer(s)
Of respondents followed up after
the interview at least once
They didn’t follow up too much, however.
Followed up
frequently
47%
45%
7%
Organization and timely follow up were critical to securing an offer
The most successful active and passive job seekers were willing to settle to some
degree. Most accepted jobs that were superior in only a few ways (role, industry,
company, geographic location).
Successful Job Seekers ARE REALISTIC
63%Accepted roles they
felt were desirable
55%Accepted a role at a
desirable company
51%Accepted a role in a
desirable location
46%Accepted a role in a
desirable industry
21%Felt the received an
excellent offer
61%Thought the offer was
good enough
19%Thought the offer was
not good, but they
wanted the work
Percentage of respondents
We asked both active and passive job seekers about the #1 most critical factor
in receiving a job offer, and about the personal traits that they felt contributed
most to their success.
What Sets Them Apart
52 54 56 58 60 62 64 66 68
Willingness to learn
Adaptability
Confidence
Critical Success Traits
28%
21%
20%
Communicated what they could offer a company
Were willing to be flexible
Had very marketable skills
#1 Success Factors
Successful job seekers were remarkably consistent
regardless of their age or years spent working. There were,
however, a few variations worth noting:
 
•  The youngest respondents (18-26 years) spent much
more time per day on job search activities than the
oldest respondents (over 41 years). About 50 percent
of successful seekers over age 41 spent less than an
hour per day on their search, while only 23 percent of
18-26 year-olds spent this little.
•  The youngest respondents were the most likely to jump
online immediately to prepare for an interview. Nearly
62 percent of respondents ages 18-40 Googled the
company while only 41 percent of respondents over
age 41 did so.
•  Mid-level careerists ages 27-40 were more likely to
engage a coach or therapist than the youngest and
oldest respondents (12 percent versus 2 percent of
18-26 year-olds and 0 percent of over 55 year-olds).
•  As seekers get older, a willingness to learn becomes
less of a factor in securing employment. Eighty-four
percent of the youngest job seekers cited this quality
as critical while only 59 percent of the oldest job
seekers did.  
 
 
 
 
Does Age Matter?
Advice for
Job Seekers
Although most successful job seekers don’t spend
more than a few hours a day on search activities,
they are meticulous in how they research, identify,
and contact promising organizations. You will have
better results if you concentrate on a few choice
opportunities and understand what’s most
important to each hiring organization. Then,
customize your application materials and “study”
for each interview so that it’s apparent that you’ve
done your due diligence and know exactly what you
can bring to the position.
Put in the time
Job search techniques
Our respondents employed a mix of job search
techniques, ranging from occasional use to
frequent use. Sixty-five percent queried their
family, friends, and mentors about target
companies, 60 percent Googled companies, 47
percent tapped contacts in their business
networks, 42 percent attended in person
networking events like one-on-one meetings,
conferences, and industry gatherings, and 28
percent leveraged industry associations. The
key? Spread your influence around so potential
employers are more likely to hear about you and
what you have to offer.
Use in multiple touchpoints
Don’t focus too much on social media
Only 33 percent used professional network LinkedIn
occasionally or frequently. The type of engagement on
social networks was fairly limited as well. Therefore,
you should certainly have a social media presence,
but spending hours per day on Twitter will not bring in
the bulk of your interviews. So, social media is not a
panacea for your job search woes. You should
certainly have a presence, but spending hours per day
on Twitter will not bring in the bulk of your interviews.
43%
39% 11%
8%
Used social networks to talk
with employers or recruiters
Used social media to
research employers
Used social networks to talk
with employers or recruiters
Used social media to participate in
industry-related discussions
Find your happy medium
In an interview situation, you should employ a
happy medium between too informal (as if you’re
talking to a stranger on an airplane) and too formal
(as if you are sticking to a script you prepared in
advance). In terms of what they did most often in
interviews, 60 percent of our respondents paused
thoughtfully before answering questions, 43
percent adopted a conversational style, 39 percent
listened more than they talked, and 30 percent
made sure their agenda was covered in addition to
the interviewer’s.
Balance “going with the flow”
with selling yourself
No news is usually, bad news
When you are waiting to hear from an
employer, realize that no news is
usually bad news. Our respondents’
experiences showed that if employers
are serious, they tend to move quickly.
Seventy-five percent of successful
seekers had an offer in hand less than
a month after their first interview.
Beware of a slow hiring process
Job Acceptance
As we mentioned, most respondents did not
accept a job that fulfilled 100 percent of their
criteria. Your goal should be to secure an offer in
which you generally enjoy going to work every day
and have the opportunity to develop professionally
and acquire new skills.
Understand that it won’t be perfect
Constructive Feedback
Even though they are clearly doing a great deal
right, successful job seekers recognized that
there’s always room for improvement. They were on
the lookout for constructive feedback, and when
they received it, 82 percent looked for ways to
incorporate it into future efforts. Remember that
recruiters or hiring managers who share areas for
improvement are only trying to help you, so don’t
get defensive or shrug the comments off as one
person’s opinion. The most effective professionals
learn from others and from their own experiences.
Be willing to improve
About the Career Advisory Board
Established in 2010 by DeVry University, the Career Advisory Board
is comprised of leading representatives from business and
academia, and recognized career experts who deliver valuable
insights on today’s most important career trends and provide
actionable advice for job seekers. The Career Advisory Board
generates original research and commentary, and creates tools,
insights and resources to prepare job seekers for success. Its
members include executives from DeVry University, Google, HP, IBM,
and LinkedIn, as well as nationally recognized career experts. For
more information, visit http://careeradvisoryboard.org.

Recommended

15 Questions To Ask Your Interviewer
15 Questions To Ask Your Interviewer15 Questions To Ask Your Interviewer
15 Questions To Ask Your InterviewerHays
 
6 Signs You're Being Contacted By A Good Recruiter
6 Signs You're Being Contacted By A Good Recruiter6 Signs You're Being Contacted By A Good Recruiter
6 Signs You're Being Contacted By A Good RecruiterCAREEREALISM
 
Take The Drama Out Of Salary Negotiations: The How-To for Recruiters
Take The Drama Out Of Salary Negotiations:The How-To for RecruitersTake The Drama Out Of Salary Negotiations:The How-To for Recruiters
Take The Drama Out Of Salary Negotiations: The How-To for RecruitersRecruitDC
 
Top 10 HR Time Wasters [Infographic]
Top 10 HR Time Wasters [Infographic]Top 10 HR Time Wasters [Infographic]
Top 10 HR Time Wasters [Infographic]BambooHR
 
10 things extraordinary bosses give to employees
10 things extraordinary bosses give to employees10 things extraordinary bosses give to employees
10 things extraordinary bosses give to employeesG.M shahzad
 
Why Can't All My Recruiting Tools Get Along?
Why Can't All My Recruiting Tools Get Along?Why Can't All My Recruiting Tools Get Along?
Why Can't All My Recruiting Tools Get Along?CareerBuilder
 
How to Rethink the Candidate Experience and Make Better Hires
How to Rethink the Candidate Experience and Make Better HiresHow to Rethink the Candidate Experience and Make Better Hires
How to Rethink the Candidate Experience and Make Better HiresCareerBuilder
 

More Related Content

What's hot

Writing your CV & preparing for interview - Information for tax professionals
Writing your CV & preparing for interview - Information for tax professionalsWriting your CV & preparing for interview - Information for tax professionals
Writing your CV & preparing for interview - Information for tax professionalsThe SR Group
 
How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...
How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...
How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...RecruitDC
 
The SocialTalent Global Recruiting Survey 2019
The SocialTalent Global Recruiting Survey 2019The SocialTalent Global Recruiting Survey 2019
The SocialTalent Global Recruiting Survey 2019Johnny Campbell
 
Recruiting and Keeping Top Talent
Recruiting and Keeping Top TalentRecruiting and Keeping Top Talent
Recruiting and Keeping Top TalentO.C. Tanner
 
What's An Energetic Mismatch?
What's An Energetic Mismatch?What's An Energetic Mismatch?
What's An Energetic Mismatch?Liz Ryan
 
10 Steps to Becoming a Keynote Speaker
10 Steps to Becoming a Keynote Speaker10 Steps to Becoming a Keynote Speaker
10 Steps to Becoming a Keynote SpeakerVisual Hackers
 
Building a Culture of Continuous Growth
Building a Culture of Continuous GrowthBuilding a Culture of Continuous Growth
Building a Culture of Continuous GrowthAchieveIt
 
InMails: The Good, The Bad, and The Ugly [Webcast]
InMails: The Good, The Bad, and The Ugly [Webcast]InMails: The Good, The Bad, and The Ugly [Webcast]
InMails: The Good, The Bad, and The Ugly [Webcast]LinkedIn Talent Solutions
 
How to Create a Winning Recruitment Strategy
How to Create a Winning Recruitment StrategyHow to Create a Winning Recruitment Strategy
How to Create a Winning Recruitment StrategyCareerBuilder
 
How to Win the Recruiting Battle
How to Win the Recruiting BattleHow to Win the Recruiting Battle
How to Win the Recruiting BattleBambooHR
 
From People to Profit by Olivia Fields at Engage 2016
From People to Profit by Olivia Fields at Engage 2016From People to Profit by Olivia Fields at Engage 2016
From People to Profit by Olivia Fields at Engage 2016Engage
 
How to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & MessagesHow to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
 
SECRETS TO WRITING A CAPTIVATING RESUME
SECRETS TO WRITING A CAPTIVATING RESUMESECRETS TO WRITING A CAPTIVATING RESUME
SECRETS TO WRITING A CAPTIVATING RESUMECity of Edmonton
 
The Employee Journey: the Foundation of Employee Experience Design
The Employee Journey: the Foundation of Employee Experience DesignThe Employee Journey: the Foundation of Employee Experience Design
The Employee Journey: the Foundation of Employee Experience DesignBambooHR
 
Referral Programs: We Can Do So Much Better - Alan Henshaw
Referral Programs: We Can Do So Much Better  - Alan HenshawReferral Programs: We Can Do So Much Better  - Alan Henshaw
Referral Programs: We Can Do So Much Better - Alan HenshawRecruitDC
 
10 Hiring Roadblocks and How to Overcome Them, with Greenhouse
10 Hiring Roadblocks and How to Overcome Them, with Greenhouse10 Hiring Roadblocks and How to Overcome Them, with Greenhouse
10 Hiring Roadblocks and How to Overcome Them, with GreenhouseGlassdoor
 
Tough Comp Conversations: A Guide For Doing Them Right
Tough Comp Conversations: A Guide For Doing Them RightTough Comp Conversations: A Guide For Doing Them Right
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
 
How to Keep Your Staff Happy
How to Keep Your Staff HappyHow to Keep Your Staff Happy
How to Keep Your Staff HappyBrightCarbon
 
Creating Kick-Ass Users: Principles for Effective Onboarding
Creating Kick-Ass Users: Principles for Effective OnboardingCreating Kick-Ass Users: Principles for Effective Onboarding
Creating Kick-Ass Users: Principles for Effective OnboardingStefanie Andersen
 

What's hot (20)

Writing your CV & preparing for interview - Information for tax professionals
Writing your CV & preparing for interview - Information for tax professionalsWriting your CV & preparing for interview - Information for tax professionals
Writing your CV & preparing for interview - Information for tax professionals
 
How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...
How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...
How the Pursuit of the Sophisticated Job Seeker Can Re-enegerize Your Recruit...
 
Marco Gold Standard
Marco Gold StandardMarco Gold Standard
Marco Gold Standard
 
The SocialTalent Global Recruiting Survey 2019
The SocialTalent Global Recruiting Survey 2019The SocialTalent Global Recruiting Survey 2019
The SocialTalent Global Recruiting Survey 2019
 
Recruiting and Keeping Top Talent
Recruiting and Keeping Top TalentRecruiting and Keeping Top Talent
Recruiting and Keeping Top Talent
 
What's An Energetic Mismatch?
What's An Energetic Mismatch?What's An Energetic Mismatch?
What's An Energetic Mismatch?
 
10 Steps to Becoming a Keynote Speaker
10 Steps to Becoming a Keynote Speaker10 Steps to Becoming a Keynote Speaker
10 Steps to Becoming a Keynote Speaker
 
Building a Culture of Continuous Growth
Building a Culture of Continuous GrowthBuilding a Culture of Continuous Growth
Building a Culture of Continuous Growth
 
InMails: The Good, The Bad, and The Ugly [Webcast]
InMails: The Good, The Bad, and The Ugly [Webcast]InMails: The Good, The Bad, and The Ugly [Webcast]
InMails: The Good, The Bad, and The Ugly [Webcast]
 
How to Create a Winning Recruitment Strategy
How to Create a Winning Recruitment StrategyHow to Create a Winning Recruitment Strategy
How to Create a Winning Recruitment Strategy
 
How to Win the Recruiting Battle
How to Win the Recruiting BattleHow to Win the Recruiting Battle
How to Win the Recruiting Battle
 
From People to Profit by Olivia Fields at Engage 2016
From People to Profit by Olivia Fields at Engage 2016From People to Profit by Olivia Fields at Engage 2016
From People to Profit by Olivia Fields at Engage 2016
 
How to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & MessagesHow to Get People to Respond to Your Recruiting Emails & Messages
How to Get People to Respond to Your Recruiting Emails & Messages
 
SECRETS TO WRITING A CAPTIVATING RESUME
SECRETS TO WRITING A CAPTIVATING RESUMESECRETS TO WRITING A CAPTIVATING RESUME
SECRETS TO WRITING A CAPTIVATING RESUME
 
The Employee Journey: the Foundation of Employee Experience Design
The Employee Journey: the Foundation of Employee Experience DesignThe Employee Journey: the Foundation of Employee Experience Design
The Employee Journey: the Foundation of Employee Experience Design
 
Referral Programs: We Can Do So Much Better - Alan Henshaw
Referral Programs: We Can Do So Much Better  - Alan HenshawReferral Programs: We Can Do So Much Better  - Alan Henshaw
Referral Programs: We Can Do So Much Better - Alan Henshaw
 
10 Hiring Roadblocks and How to Overcome Them, with Greenhouse
10 Hiring Roadblocks and How to Overcome Them, with Greenhouse10 Hiring Roadblocks and How to Overcome Them, with Greenhouse
10 Hiring Roadblocks and How to Overcome Them, with Greenhouse
 
Tough Comp Conversations: A Guide For Doing Them Right
Tough Comp Conversations: A Guide For Doing Them RightTough Comp Conversations: A Guide For Doing Them Right
Tough Comp Conversations: A Guide For Doing Them Right
 
How to Keep Your Staff Happy
How to Keep Your Staff HappyHow to Keep Your Staff Happy
How to Keep Your Staff Happy
 
Creating Kick-Ass Users: Principles for Effective Onboarding
Creating Kick-Ass Users: Principles for Effective OnboardingCreating Kick-Ass Users: Principles for Effective Onboarding
Creating Kick-Ass Users: Principles for Effective Onboarding
 

Viewers also liked

Take Control of Your Job Search!
Take Control of Your Job Search!Take Control of Your Job Search!
Take Control of Your Job Search!Liz Ryan
 
How to Get the Career You Want
How to Get the Career You Want How to Get the Career You Want
How to Get the Career You Want Liz Ryan
 
How To Step Up In Your Career in 2016
How To Step Up In Your Career in 2016 How To Step Up In Your Career in 2016
How To Step Up In Your Career in 2016 Liz Ryan
 
Job Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs team
Job Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs teamJob Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs team
Job Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs teamObserver JOBS
 
5 Employment Stats Every Hiring Manager Needs to Know
5 Employment Stats Every Hiring Manager Needs to Know5 Employment Stats Every Hiring Manager Needs to Know
5 Employment Stats Every Hiring Manager Needs to KnowRobert Half
 
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...Career Clusters: Forecasting Demand For High School Through College Jobs 2008...
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...CEW Georgetown
 
What You Need to Know About the Salary Expectation Interview Question
What You Need to Know About the Salary Expectation Interview QuestionWhat You Need to Know About the Salary Expectation Interview Question
What You Need to Know About the Salary Expectation Interview QuestionNoelle Gross, Career Strategy Coach
 
Your Career Success Formula
Your Career Success FormulaYour Career Success Formula
Your Career Success FormulaKate Matsudaira
 
Job interview - Work and Career
Job interview - Work and Career Job interview - Work and Career
Job interview - Work and Career LuisMagina
 
Career Coach Guide To Job Interview and Salary Negotiation 2015
Career Coach Guide To Job Interview and Salary Negotiation 2015Career Coach Guide To Job Interview and Salary Negotiation 2015
Career Coach Guide To Job Interview and Salary Negotiation 2015Adrian Tan
 
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISMJ.T. O'Donnell
 

Viewers also liked (13)

Take Control of Your Job Search!
Take Control of Your Job Search!Take Control of Your Job Search!
Take Control of Your Job Search!
 
How to Get the Career You Want
How to Get the Career You Want How to Get the Career You Want
How to Get the Career You Want
 
How To Step Up In Your Career in 2016
How To Step Up In Your Career in 2016 How To Step Up In Your Career in 2016
How To Step Up In Your Career in 2016
 
Job Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs team
Job Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs teamJob Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs team
Job Opportunities for Beginners_By_Lakna Sewmi_ObserverJobs team
 
5 Employment Stats Every Hiring Manager Needs to Know
5 Employment Stats Every Hiring Manager Needs to Know5 Employment Stats Every Hiring Manager Needs to Know
5 Employment Stats Every Hiring Manager Needs to Know
 
A Guide to the Holiday Job Search
A Guide to the Holiday Job Search A Guide to the Holiday Job Search
A Guide to the Holiday Job Search
 
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...Career Clusters: Forecasting Demand For High School Through College Jobs 2008...
Career Clusters: Forecasting Demand For High School Through College Jobs 2008...
 
What You Need to Know About the Salary Expectation Interview Question
What You Need to Know About the Salary Expectation Interview QuestionWhat You Need to Know About the Salary Expectation Interview Question
What You Need to Know About the Salary Expectation Interview Question
 
Your Career Success Formula
Your Career Success FormulaYour Career Success Formula
Your Career Success Formula
 
Job interview - Work and Career
Job interview - Work and Career Job interview - Work and Career
Job interview - Work and Career
 
Career Coach Guide To Job Interview and Salary Negotiation 2015
Career Coach Guide To Job Interview and Salary Negotiation 2015Career Coach Guide To Job Interview and Salary Negotiation 2015
Career Coach Guide To Job Interview and Salary Negotiation 2015
 
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM
5 (Ridiculously) Simple Steps to Creating Your Employment Brand | CAREEREALISM
 
9 Resume Fonts Designers Love
9 Resume Fonts Designers Love9 Resume Fonts Designers Love
9 Resume Fonts Designers Love
 

Similar to DeVry University Career Advisory Board: What the Most Successful Job Seekers Do Right

talent-trends-southafrica (1)
talent-trends-southafrica (1)talent-trends-southafrica (1)
talent-trends-southafrica (1)Julien Manguette
 
Talent Trends Report_India (1)
Talent Trends Report_India (1)Talent Trends Report_India (1)
Talent Trends Report_India (1)Sandhya Kini
 
2016 Global Recruiting Survey
2016 Global Recruiting Survey 2016 Global Recruiting Survey
2016 Global Recruiting Survey Gul Ansari
 
You Can't Manage Millennials: Recruiting, Engaging, and Retaining Millennials
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsYou Can't Manage Millennials: Recruiting, Engaging, and Retaining Millennials
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsQualtrics
 
Top 10 Findings From the 2015 Health Care Workforce Study
Top 10 Findings From the 2015 Health Care Workforce StudyTop 10 Findings From the 2015 Health Care Workforce Study
Top 10 Findings From the 2015 Health Care Workforce StudyCareerBuilder
 
eFinancialCareers Candidate Journey webcast
eFinancialCareers Candidate Journey webcasteFinancialCareers Candidate Journey webcast
eFinancialCareers Candidate Journey webcastMyJobMatcher
 
Selecting Candidates for Engagement and Retention
Selecting Candidates for Engagement and RetentionSelecting Candidates for Engagement and Retention
Selecting Candidates for Engagement and RetentionMonster
 
AGR Selection & Assessment Forum - Cubiks : Candidate Experience
AGR Selection & Assessment Forum - Cubiks : Candidate ExperienceAGR Selection & Assessment Forum - Cubiks : Candidate Experience
AGR Selection & Assessment Forum - Cubiks : Candidate ExperienceEmmaAGR
 
Linked in 2015 - Healthcare Talent Trends Report
Linked in   2015 - Healthcare Talent Trends ReportLinked in   2015 - Healthcare Talent Trends Report
Linked in 2015 - Healthcare Talent Trends ReportBrett Mikoy
 
2015-healthcare-talent-trends-namer
2015-healthcare-talent-trends-namer2015-healthcare-talent-trends-namer
2015-healthcare-talent-trends-namerDouglas Tauro
 
You Can't Manage Millennials
You Can't Manage MillennialsYou Can't Manage Millennials
You Can't Manage MillennialsQualtrics
 
Challenges in the workplace
Challenges in the workplaceChallenges in the workplace
Challenges in the workplaceRay Poynter
 
Health Care Workforce Trends to Fuel Your 2016 Strategic Plans
Health Care Workforce Trends to Fuel Your 2016 Strategic PlansHealth Care Workforce Trends to Fuel Your 2016 Strategic Plans
Health Care Workforce Trends to Fuel Your 2016 Strategic PlansCareerBuilder
 
What Makes a Super Recruiter: 2017 Global Recruiting Survey
What Makes a Super Recruiter: 2017 Global Recruiting SurveyWhat Makes a Super Recruiter: 2017 Global Recruiting Survey
What Makes a Super Recruiter: 2017 Global Recruiting SurveyTim Sackett, SPHR, SCP
 
AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...
AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...
AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...EmmaAGR
 
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience 5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience Mystery Applicant
 
Embracing AI & Becoming a Super Recruiter!
Embracing AI & Becoming a Super Recruiter!Embracing AI & Becoming a Super Recruiter!
Embracing AI & Becoming a Super Recruiter!Johnny Campbell
 

Similar to DeVry University Career Advisory Board: What the Most Successful Job Seekers Do Right (20)

talent-trends-southafrica (1)
talent-trends-southafrica (1)talent-trends-southafrica (1)
talent-trends-southafrica (1)
 
Talent Trends Report_India (1)
Talent Trends Report_India (1)Talent Trends Report_India (1)
Talent Trends Report_India (1)
 
Deciphering What Candidates Really Want
Deciphering What Candidates Really WantDeciphering What Candidates Really Want
Deciphering What Candidates Really Want
 
2016 Global Recruiting Survey
2016 Global Recruiting Survey 2016 Global Recruiting Survey
2016 Global Recruiting Survey
 
You Can't Manage Millennials: Recruiting, Engaging, and Retaining Millennials
You Can't Manage Millennials: Recruiting, Engaging, and Retaining MillennialsYou Can't Manage Millennials: Recruiting, Engaging, and Retaining Millennials
You Can't Manage Millennials: Recruiting, Engaging, and Retaining Millennials
 
Top 10 Findings From the 2015 Health Care Workforce Study
Top 10 Findings From the 2015 Health Care Workforce StudyTop 10 Findings From the 2015 Health Care Workforce Study
Top 10 Findings From the 2015 Health Care Workforce Study
 
eFinancialCareers Candidate Journey webcast
eFinancialCareers Candidate Journey webcasteFinancialCareers Candidate Journey webcast
eFinancialCareers Candidate Journey webcast
 
Selecting Candidates for Engagement and Retention
Selecting Candidates for Engagement and RetentionSelecting Candidates for Engagement and Retention
Selecting Candidates for Engagement and Retention
 
AGR Selection & Assessment Forum - Cubiks : Candidate Experience
AGR Selection & Assessment Forum - Cubiks : Candidate ExperienceAGR Selection & Assessment Forum - Cubiks : Candidate Experience
AGR Selection & Assessment Forum - Cubiks : Candidate Experience
 
Linked in 2015 - Healthcare Talent Trends Report
Linked in   2015 - Healthcare Talent Trends ReportLinked in   2015 - Healthcare Talent Trends Report
Linked in 2015 - Healthcare Talent Trends Report
 
2015-healthcare-talent-trends-namer
2015-healthcare-talent-trends-namer2015-healthcare-talent-trends-namer
2015-healthcare-talent-trends-namer
 
Vietnam gen y 2014 launch combined
Vietnam gen y 2014 launch   combinedVietnam gen y 2014 launch   combined
Vietnam gen y 2014 launch combined
 
You Can't Manage Millennials
You Can't Manage MillennialsYou Can't Manage Millennials
You Can't Manage Millennials
 
Challenges in the workplace
Challenges in the workplaceChallenges in the workplace
Challenges in the workplace
 
Health Care Workforce Trends to Fuel Your 2016 Strategic Plans
Health Care Workforce Trends to Fuel Your 2016 Strategic PlansHealth Care Workforce Trends to Fuel Your 2016 Strategic Plans
Health Care Workforce Trends to Fuel Your 2016 Strategic Plans
 
What Makes a Super Recruiter: 2017 Global Recruiting Survey
What Makes a Super Recruiter: 2017 Global Recruiting SurveyWhat Makes a Super Recruiter: 2017 Global Recruiting Survey
What Makes a Super Recruiter: 2017 Global Recruiting Survey
 
AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...
AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...
AGR Selection & Assessment Forum Introduction - Cubiks: Candidate Experience ...
 
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience 5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
 
Presentation1.pptx
Presentation1.pptxPresentation1.pptx
Presentation1.pptx
 
Embracing AI & Becoming a Super Recruiter!
Embracing AI & Becoming a Super Recruiter!Embracing AI & Becoming a Super Recruiter!
Embracing AI & Becoming a Super Recruiter!
 

Recently uploaded

Personal Brand Exploration presentation 1
Personal Brand Exploration presentation 1Personal Brand Exploration presentation 1
Personal Brand Exploration presentation 1jayycobb25
 
Collaborators for Change: Research on the Relationship between Communications...
Collaborators for Change: Research on the Relationship between Communications...Collaborators for Change: Research on the Relationship between Communications...
Collaborators for Change: Research on the Relationship between Communications...Sarah Jackson
 
2024 QRC Praesentation Leistungsangebot - Vorstellung
2024 QRC Praesentation Leistungsangebot - Vorstellung2024 QRC Praesentation Leistungsangebot - Vorstellung
2024 QRC Praesentation Leistungsangebot - VorstellungJoerg Speikamp
 
EFFECTIVE COACHING AND TRAINING ESP.pptx
EFFECTIVE COACHING AND TRAINING ESP.pptxEFFECTIVE COACHING AND TRAINING ESP.pptx
EFFECTIVE COACHING AND TRAINING ESP.pptxoforijulius77
 
Masters Degree Parchment, Simon Fraser University
Masters Degree Parchment, Simon Fraser UniversityMasters Degree Parchment, Simon Fraser University
Masters Degree Parchment, Simon Fraser UniversityThomas GIRARD BDes
 
Richard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand ExplorationRichard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand Explorationrdtriple
 
_[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +...
_[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +..._[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +...
_[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +...ChitreshGyanani1
 
_[Session #3 +4] Technical Skills +Interview Preparation.pptx
_[Session #3 +4] Technical Skills +Interview Preparation.pptx_[Session #3 +4] Technical Skills +Interview Preparation.pptx
_[Session #3 +4] Technical Skills +Interview Preparation.pptxChitreshGyanani1
 
Exploring your personal brand for project and portfolio
Exploring your personal brand for project and portfolioExploring your personal brand for project and portfolio
Exploring your personal brand for project and portfoliowynton86
 
Sean Creech - Personal Brand Exploration
Sean Creech - Personal Brand ExplorationSean Creech - Personal Brand Exploration
Sean Creech - Personal Brand ExplorationSean Creech
 
Harvard Business Review Jan-Feb 2024.pdf
Harvard Business Review Jan-Feb 2024.pdfHarvard Business Review Jan-Feb 2024.pdf
Harvard Business Review Jan-Feb 2024.pdfNiravAjmera2
 
Richard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand ExplorationRichard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand Explorationrdtriple
 
312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf
312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf
312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdfHiteshVairale
 
Difference Between Old Vs New Tax Regime
Difference Between Old Vs New Tax RegimeDifference Between Old Vs New Tax Regime
Difference Between Old Vs New Tax RegimeRiyaWalke
 
LikeWays Job Information Providers (Manual).pptx
LikeWays  Job Information Providers (Manual).pptxLikeWays  Job Information Providers (Manual).pptx
LikeWays Job Information Providers (Manual).pptxLikeways
 
Marco Gonzalez Music Business PowerPoint
Marco Gonzalez Music Business PowerPointMarco Gonzalez Music Business PowerPoint
Marco Gonzalez Music Business PowerPointgonzalezmarco132
 
Rachel Marie Ochsen Resume - March 1 2024.docx
Rachel Marie Ochsen Resume - March 1 2024.docxRachel Marie Ochsen Resume - March 1 2024.docx
Rachel Marie Ochsen Resume - March 1 2024.docxRachel Ochsenschlager
 
Masters Degree Acceptance, Royal College of Art
Masters Degree Acceptance, Royal College of ArtMasters Degree Acceptance, Royal College of Art
Masters Degree Acceptance, Royal College of ArtThomas GIRARD BDes
 

Recently uploaded (20)

Personal Brand Exploration presentation 1
Personal Brand Exploration presentation 1Personal Brand Exploration presentation 1
Personal Brand Exploration presentation 1
 
Collaborators for Change: Research on the Relationship between Communications...
Collaborators for Change: Research on the Relationship between Communications...Collaborators for Change: Research on the Relationship between Communications...
Collaborators for Change: Research on the Relationship between Communications...
 
2024 QRC Praesentation Leistungsangebot - Vorstellung
2024 QRC Praesentation Leistungsangebot - Vorstellung2024 QRC Praesentation Leistungsangebot - Vorstellung
2024 QRC Praesentation Leistungsangebot - Vorstellung
 
EFFECTIVE COACHING AND TRAINING ESP.pptx
EFFECTIVE COACHING AND TRAINING ESP.pptxEFFECTIVE COACHING AND TRAINING ESP.pptx
EFFECTIVE COACHING AND TRAINING ESP.pptx
 
Masters Degree Parchment, Simon Fraser University
Masters Degree Parchment, Simon Fraser UniversityMasters Degree Parchment, Simon Fraser University
Masters Degree Parchment, Simon Fraser University
 
Richard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand ExplorationRichard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand Exploration
 
_[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +...
_[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +..._[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +...
_[Session #1+2] GDSC Program Overview & Effective Writing + Speaking Skills +...
 
_[Session #3 +4] Technical Skills +Interview Preparation.pptx
_[Session #3 +4] Technical Skills +Interview Preparation.pptx_[Session #3 +4] Technical Skills +Interview Preparation.pptx
_[Session #3 +4] Technical Skills +Interview Preparation.pptx
 
Exploring your personal brand for project and portfolio
Exploring your personal brand for project and portfolioExploring your personal brand for project and portfolio
Exploring your personal brand for project and portfolio
 
Sean Creech - Personal Brand Exploration
Sean Creech - Personal Brand ExplorationSean Creech - Personal Brand Exploration
Sean Creech - Personal Brand Exploration
 
Harvard Business Review Jan-Feb 2024.pdf
Harvard Business Review Jan-Feb 2024.pdfHarvard Business Review Jan-Feb 2024.pdf
Harvard Business Review Jan-Feb 2024.pdf
 
PNSQC 2024 Heather Wilcox Crafting Your Resume
PNSQC 2024 Heather Wilcox Crafting Your ResumePNSQC 2024 Heather Wilcox Crafting Your Resume
PNSQC 2024 Heather Wilcox Crafting Your Resume
 
Richard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand ExplorationRichard Duma, III - Personal Brand Exploration
Richard Duma, III - Personal Brand Exploration
 
312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf
312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf
312003- this is a syllabus of SOCIAL-AND-LIFE-SKILLS.pdf
 
Difference Between Old Vs New Tax Regime
Difference Between Old Vs New Tax RegimeDifference Between Old Vs New Tax Regime
Difference Between Old Vs New Tax Regime
 
LikeWays Job Information Providers (Manual).pptx
LikeWays  Job Information Providers (Manual).pptxLikeWays  Job Information Providers (Manual).pptx
LikeWays Job Information Providers (Manual).pptx
 
Marco Gonzalez Music Business PowerPoint
Marco Gonzalez Music Business PowerPointMarco Gonzalez Music Business PowerPoint
Marco Gonzalez Music Business PowerPoint
 
Rachel Marie Ochsen Resume - March 1 2024.docx
Rachel Marie Ochsen Resume - March 1 2024.docxRachel Marie Ochsen Resume - March 1 2024.docx
Rachel Marie Ochsen Resume - March 1 2024.docx
 
Masters Degree Acceptance, Royal College of Art
Masters Degree Acceptance, Royal College of ArtMasters Degree Acceptance, Royal College of Art
Masters Degree Acceptance, Royal College of Art
 
Ron Wilson Five Tips for landing your dream job using LinkedIn and AI (ChatGPT)
Ron Wilson Five Tips for landing your dream job using LinkedIn and AI (ChatGPT)Ron Wilson Five Tips for landing your dream job using LinkedIn and AI (ChatGPT)
Ron Wilson Five Tips for landing your dream job using LinkedIn and AI (ChatGPT)
 

DeVry University Career Advisory Board: What the Most Successful Job Seekers Do Right

  • 1. April 2015 The Career Advisory Board What the Most Successful Job Seekers Do Right Executive Summary
  • 2. Survey Methodology The Career Advisory Board’s Successful Job Seekers research was designed to uncover the actions and traits of individuals who were able to land new jobs quickly in a market where hiring managers are increasingly selective and many candidates go months or years without employment.   The research was conducted online within the United States by DeVry University on behalf of the Career Advisory Board in March 2015. Survey respondents included 589 U.S. professionals who had accepted a new job in the last year, and who received an interview for that role within six months of being recruited or starting a new job search.
  • 3. Snapshot of Respondents 88% 12% 72% 28% 10% 45% 35% 11% 15% 38% 32% Full or Part Time? Active vs. Passive Job Seekers Were employed full time Were employed part time Actively applying for new jobs Not looking when they were recruited within or outside their current company Age Range Salary Ages 18-26 Ages 27-40 Ages 41-54 Ages 55+ Earned $25-49K/year Earned $50-99K/year Earned $100+K/year
  • 5. 51% Active job seeker respondents, on the whole, targeted individual companies and applied to open positions very selectively. Nearly a third received an interview for more than half the positions to which they applied. applied to 5 or fewer positions 66% 90% applied to 10 or fewer positions wanted to be at least 75% qualified before applying 41% wanted to be at least 90% qualified before applying Successful Job Seekers TARGET A job search is not a numbers game Percentage of respondents
  • 6. 0% 10% 20% 30% 40% 50% 60% 70% 80% Reached out to contact person Customized a resume Wrote a targeted cover letter Reached out to personal network Successful Job Seekers CUSTOMIZE 84% 63% 52% 46% 28% 26% Updated or created a new resume for that opportunity Reviewed the company website Googled the company Brainstormed concrete examples of how the job description matched their skill set Talked to current employees at the company Googled their interviewers 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% In preparing for individual interview conversations 84% 63% 52% 46% 28% 26% Activities engaged in after spotting a great job opportunity
  • 7. More than 3 hours 1-3 hours Less than an hour 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% Daily hours spent on a job search Successful Job Seekers ORGANIZE Though many career advisers suggest treating a search like a full-time job, most of our respondents didn’t. 73%Kept files on each opportunity 64%Stuck to a weekly to do list 50%Used an online calendar or smartphone app to manage appointments They didn’t follow up too much, however. 65% 17% 16% 64% 6% Respondents emailed thank you notes after an interview Mailed hard copy thank you notes Called to thank the interviewer(s) Of respondents followed up after the interview at least once They didn’t follow up too much, however. Followed up frequently 47% 45% 7% Organization and timely follow up were critical to securing an offer
  • 8. The most successful active and passive job seekers were willing to settle to some degree. Most accepted jobs that were superior in only a few ways (role, industry, company, geographic location). Successful Job Seekers ARE REALISTIC 63%Accepted roles they felt were desirable 55%Accepted a role at a desirable company 51%Accepted a role in a desirable location 46%Accepted a role in a desirable industry 21%Felt the received an excellent offer 61%Thought the offer was good enough 19%Thought the offer was not good, but they wanted the work Percentage of respondents
  • 9. We asked both active and passive job seekers about the #1 most critical factor in receiving a job offer, and about the personal traits that they felt contributed most to their success. What Sets Them Apart 52 54 56 58 60 62 64 66 68 Willingness to learn Adaptability Confidence Critical Success Traits 28% 21% 20% Communicated what they could offer a company Were willing to be flexible Had very marketable skills #1 Success Factors
  • 10. Successful job seekers were remarkably consistent regardless of their age or years spent working. There were, however, a few variations worth noting:   •  The youngest respondents (18-26 years) spent much more time per day on job search activities than the oldest respondents (over 41 years). About 50 percent of successful seekers over age 41 spent less than an hour per day on their search, while only 23 percent of 18-26 year-olds spent this little. •  The youngest respondents were the most likely to jump online immediately to prepare for an interview. Nearly 62 percent of respondents ages 18-40 Googled the company while only 41 percent of respondents over age 41 did so. •  Mid-level careerists ages 27-40 were more likely to engage a coach or therapist than the youngest and oldest respondents (12 percent versus 2 percent of 18-26 year-olds and 0 percent of over 55 year-olds). •  As seekers get older, a willingness to learn becomes less of a factor in securing employment. Eighty-four percent of the youngest job seekers cited this quality as critical while only 59 percent of the oldest job seekers did.           Does Age Matter?
  • 12. Although most successful job seekers don’t spend more than a few hours a day on search activities, they are meticulous in how they research, identify, and contact promising organizations. You will have better results if you concentrate on a few choice opportunities and understand what’s most important to each hiring organization. Then, customize your application materials and “study” for each interview so that it’s apparent that you’ve done your due diligence and know exactly what you can bring to the position. Put in the time
  • 13. Job search techniques Our respondents employed a mix of job search techniques, ranging from occasional use to frequent use. Sixty-five percent queried their family, friends, and mentors about target companies, 60 percent Googled companies, 47 percent tapped contacts in their business networks, 42 percent attended in person networking events like one-on-one meetings, conferences, and industry gatherings, and 28 percent leveraged industry associations. The key? Spread your influence around so potential employers are more likely to hear about you and what you have to offer. Use in multiple touchpoints
  • 14. Don’t focus too much on social media Only 33 percent used professional network LinkedIn occasionally or frequently. The type of engagement on social networks was fairly limited as well. Therefore, you should certainly have a social media presence, but spending hours per day on Twitter will not bring in the bulk of your interviews. So, social media is not a panacea for your job search woes. You should certainly have a presence, but spending hours per day on Twitter will not bring in the bulk of your interviews. 43% 39% 11% 8% Used social networks to talk with employers or recruiters Used social media to research employers Used social networks to talk with employers or recruiters Used social media to participate in industry-related discussions
  • 15. Find your happy medium In an interview situation, you should employ a happy medium between too informal (as if you’re talking to a stranger on an airplane) and too formal (as if you are sticking to a script you prepared in advance). In terms of what they did most often in interviews, 60 percent of our respondents paused thoughtfully before answering questions, 43 percent adopted a conversational style, 39 percent listened more than they talked, and 30 percent made sure their agenda was covered in addition to the interviewer’s. Balance “going with the flow” with selling yourself
  • 16. No news is usually, bad news When you are waiting to hear from an employer, realize that no news is usually bad news. Our respondents’ experiences showed that if employers are serious, they tend to move quickly. Seventy-five percent of successful seekers had an offer in hand less than a month after their first interview. Beware of a slow hiring process
  • 17. Job Acceptance As we mentioned, most respondents did not accept a job that fulfilled 100 percent of their criteria. Your goal should be to secure an offer in which you generally enjoy going to work every day and have the opportunity to develop professionally and acquire new skills. Understand that it won’t be perfect
  • 18. Constructive Feedback Even though they are clearly doing a great deal right, successful job seekers recognized that there’s always room for improvement. They were on the lookout for constructive feedback, and when they received it, 82 percent looked for ways to incorporate it into future efforts. Remember that recruiters or hiring managers who share areas for improvement are only trying to help you, so don’t get defensive or shrug the comments off as one person’s opinion. The most effective professionals learn from others and from their own experiences. Be willing to improve
  • 19. About the Career Advisory Board Established in 2010 by DeVry University, the Career Advisory Board is comprised of leading representatives from business and academia, and recognized career experts who deliver valuable insights on today’s most important career trends and provide actionable advice for job seekers. The Career Advisory Board generates original research and commentary, and creates tools, insights and resources to prepare job seekers for success. Its members include executives from DeVry University, Google, HP, IBM, and LinkedIn, as well as nationally recognized career experts. For more information, visit http://careeradvisoryboard.org.