Should You Seek Temporary Or Contractual Employment While Searching?

Written by David Richter

According to US Department of Labor statistics,repparttar average time to find employment is roughly six months. It could take as little as four to six weeks, or as long as ten to twelve months, or longer. Several factors determine your time to placement:

• Degrees • Current state of employment • Age • Level of experience • Level of salary • Type of position you're seeking • Level of position being sought • Desired salary level • Location • Industry • Your resume • Your interview skills • Networking effort • Degree of career transition

No one knows how long they will be unemployed. Even a person with sufficient funds to last their entire period of unemployment may still want to consider a temporary or contractual assignment as an interim solution. The loss in income can have an unforeseeable psychological impact. Other concerns that need to be addressed include:

• Loss of confidence • Losing familiarity with day-to-day responsibilities • Boredom • Creating employment gaps inrepparttar 136783 resume • More expensive health benefits • Minimal professional interactions • No opportunity to convert a temporary position into a permanent one

The rule of thumb is: if you have been searching unsuccessfully for two months and find yourself no further ahead than when you became unemployed, I would encourage you to seek temporary employment or a contractual assignment. More and more people are engaging in this type of activity, including former CEO's. In fact, there has been a twenty percent increase inrepparttar 136784 number of people working part-time since 2001.

Using Recruiters: How To Get A Step Ahead Of The Crowd

Written by David Richter

When there is an opening to fill, a company has four basic approaches at their disposal:

• Advertiserepparttar position on Internet job sites • Network • Proberepparttar 136752 Internet for viable candidates • Use recruiters

When a company advertises an opening on an Internet job site, they receive hundreds of resumes. It simply is too long of a process and financially prohibitive to review every resume and move through each step ofrepparttar 136753 interviewing and selection process to fillrepparttar 136754 opening. Since decision-makers know other decision-makers, a hiring manager’s network can be quite extensive. In time, good candidates can be located. The problem with this approach is thatrepparttar 136755 hiring manager may simply be too busy to engage inrepparttar 136756 time and human interaction required to make this happen. Employers and recruiters utilizing keyword searches scourrepparttar 136757 job sites in search of candidates to fill job openings. A major segment of these openings are unadvertised. When you post your resumes to a job site, you gain visibility, indirectly, intorepparttar 136758 hidden job market, and have access to a greater number of jobs. Onrepparttar 136759 downside, since most people searching will post their resume to a number of different sites,repparttar 136760 number of potentially viable candidates for any one particular position is huge. Employers have also frequently found major discrepancies between candidates and their resumes. The fine line between reality andrepparttar 136761 realm of imagination becomes razor-thin for creative resume writers. Screening and reviewing hundreds of resumes for accuracy and position viability, is time-consuming. Ifrepparttar 136762 job also requires a certain type of personality which doesn’t materialize atrepparttar 136763 interview, more time is wasted. For this reason, more and more employers turn to recruiters for a more efficient hiring process. A recruiter will conduct exhaustive screening procedures as part of their candidate search process. They will charge a fee torepparttar 136764 employer for this service, but it is worth it in terms of time and effort.

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