Job seeking strategies : A quick typology

A typology of job seeking strategies

In this overview1 of the main strategies for looking for jobs, Kathrine Jensen (HECSU) outlines three different approaches based on the main characteristics associated with the particular job seeking practices. It is worth noting here that the three strategies are analytical distinctions and in real life, any job seeking will of course incorporate elements from all three (and probably more) so the lines between them will often be blurred. The analytical distinctions are made simply as a useful tool for thinking about different strategies and why they can be said to be different.

The three strategies are:

• Information oriented
• People oriented
• Profile oriented

Information oriented

A strategy where the main focus is on locating information about jobs. This approach is characterised by formality in the sense that you are looking (and defining yourself) mainly in terms of qualification and job specs. In a way, this is similar to the career theory of 'matching' developed by Frank Parsons at the beginning of the twentieth century; a very basic, static and now contested idea that choosing a vocation is a matter of matching yourself to an occupation.

Typical examples of actions are trawling job boards, using search engines and other websites and sending applications.

People oriented

A strategy where the main focus is on creating connections by network opportunities and making contacts. This approach is characterised by informality in the sense that you are presenting yourself and your skills in a more interactive and social - potentially face to face - way.

Typical examples of actions are building contacts by joining on-line interest groups/professional body, going to career fairs etc.

Profile oriented

A strategy where the main focus is on building your profile by getting yourself out there. This approach is characterised by the personal in the sense that you are creating yourself as a brand, in a way you are your skills.

Typical examples of actions are building skills and a portfolio by uploading and sending CVs, using social media to be visible on-line by for example blogging, having a linkedin profile, using twitter etc.

You can download a powerpoint presentation or a pdf document with the three approaches to use in your careers services. If you do use the resource, please reference the Higher Education Career Services Unit (HECSU).

Suggestion for use with students:

Anna Tayler, careers consultant at Salford University, conducted a workshop (April 2010) with students on the topic of job searching. Anna located 12 different job resources and gave them a colour according to the typology, i.e whether it was information, people or profile oriented. Then she got the students to pick out the ones they use and together they looked at the different characteristics as well as advantages and disadvantages of the different strategies.

Typology of job seeking strategies (HECSU)

Typology of job seeking strategies (HECSU)

More information

For more information on the development of career guidance theory, see Careers guidance, identity and development by Jenny Bimrose (January 2009)

Note

The typology was informed by:

• Top Tips for Students Graduating in 2009 in A HECSU Survey: How are Higher Education Career Services experiencing the Recession? (Jensen and Higgins 2009). Available from the HECSU website in the research reports section

• Julia Horn’s article Values at work: a qualitative study of careers education in higher education from Graduate Market Trends Winter 09/10

Footnote:

This is very much work in progress and there may very well be scope to expand the suggested typology. Based on your own experiences, you may want to add to the strategies or examples.