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Five Main Job Search Methods
Understand, that employers choose how they source into jobs. Not you.
If you're in between jobs, your best interests will be to try using all of them.
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Networking
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Be found online
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Direct applications
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Advertising / job boards
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Staffing firms / recruitment agencies
1) Networking
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Around 50–70% of professional and executive roles are found via networking.
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It’s the main way senior and specialist hires are made.
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You access the “hidden” job market and can get on a hiring manager’s radar before jobs are advertised.
Build your people network
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List people who may be relevant: past and present colleagues, customers, suppliers, contacts in other departments or subsidiaries.
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Prioritise “insiders” who work for target employers.
Identify best contacts
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Focus on people who are well connected and likely to help.
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Start with shared interests rather than asking for a job directly.
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Most people can’t help directly but can introduce or advise.
Plan your calls
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Phone is usually more effective than email for networking conversations.
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Prepare a short structure: who you are, what you do, and 3–5 key credentials.
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Ask about: the industry, what the company is like, potential openings, and who the hiring manager might be.
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Aim to be remembered positively and to gain referrals.
Don’t
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Ask directly “Can you find me a job?”
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Talk only about yourself; ask questions and share relevant insights.
A useful idea
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Peers recently in job search may know about open roles, good job boards, and effective recruiters.
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Happily employed contacts may have been approached about roles that would suit you; ask them to pass on leads.
2) Be Found On LinkedIn
Your presence on LinkedIn and other online networks matters. With the right persona, messaging and keywords, your profile can act as a magnet for recruiters and hiring managers – a passport to a brighter future, or a barrier to entry.
1. Start with your photo
The first thing people notice is your photo – or the lack of one. A poor or inappropriate photo can be an immediate blocker.
Use a professional image: facing the camera, smiling, neutral background.
Make sure it matches the level of seniority and type of roles you want.
Be mindful that your posts, photos and wider social‑media presence don’t undermine your professional brand.
2. LinkedIn keywords and content
Incorporate keywords that clearly showcase your skills, experience, interests and career goals. Recruiters search using keywords, so your goal is to feature the right ones – without overloading your profile.
Industry skills
Think in three levels of definition, for example:
Manufacturer
Car manufacturer
Automotive parts manufacturer
Someone hiring a design engineer might search for Porsche, but also for broader or more precise terms such as “manufacturer”, “automotive manufacturer” or “automotive parts manufacturer”. How does this translate into your world?
Occupational skills
Again, think in three levels of definition, for example:
Accountant
Chartered accountant
Cost management accountant
Then consider specialist variants such as: financial accountant, tax accountant, forensic accountant, auditing, cost accounting. Which of these describe you best?
Specialist credentials
Recruiters also search by specific processes, tools and qualifications, such as:
Six Sigma, PRINCE2, SAP, Salesforce, ISO 6000
Change management, project management, mergers & acquisitions, new business sales, employee engagement, elevating customer service
Chartered Accountant, ACCA, MBA
Include what is genuinely relevant to you and the roles you want.
3. Employment details
Use your experience section to make your relevance obvious at a glance.
Briefly describe what your employer does, and what your department or function delivers to the market.
Then outline what you do, how you’ve contributed, and what you can do going forward.
Add a few headline achievements that show you get things done (ideally with simple facts or outcomes).
4. The “About” section
Your About section should position you for what you can credibly do now and where you want to go.
You can combine experience and interests, for example:
“I have experience in X and familiarity with Y.”
“I have experience in X, and interests in Y, Z and W.”
Examples:
“I have experience in the automotive industry and familiarity with supercars.”
“I have experience in accounting and familiarity with project accounting.”
The aim is to get on the radar for areas you’re capable of moving into – not to oversell or claim skills you don’t yet have. Say enough to attract interest, but keep it concise so your profile is easy to read.
5. Be noticed for the right reasons
Deliberately raise your profile within your target employer community.
“Like” and comment (constructively) on posts from target companies and hiring managers.
Use comments to add insight, not noise – they should always be relevant and complimentary, never compromising.
This keeps you visible and familiar, including to people who weren’t recruiting when you first connected but may be recruiting later.
Think beyond LinkedIn: Twitter, YouTube, Instagram, and other platforms can also support your visibility if used professionally.
3) Direct Applications
Defining target opportunities
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Clarify what you want: employer type and job type (from Step 1 – Preparation).
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Build and continuously expand a list of target employers.
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Group them into “target opportunity profiles” (priority pillars).
Brainstorming
How to apply directly
Main channels:
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Email
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Phone
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LinkedIn
General tips
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Align your message with the job’s requirements.
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Use relevant facts and figures that show your value.
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Be brief and focused.
Applying direct via email
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Write to the most senior relevant hiring authority (e.g. CEO or department head for senior roles), copying HR if needed.
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Use a short subject line with your name, the word “application,” and job reference/title.
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Keep the email to around 7 lines, with generous white space.
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Draft in Word/Docs first to check spelling and grammar.
Structure your email:
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Introductory line, e.g.:
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“I’m pleased to attach my CV in application for the position of …”
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“I’m writing on a speculative basis; I am a … and wonder if you are hiring into this type of role.”
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Credentials (short, sharp points)
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Experience in their sector.
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Relevant qualifications or certifications.
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2–3 lines on achievements and value you’ve delivered.
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Closing line, e.g.:
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“I would welcome the opportunity to speak with you by phone or meet in person to discuss this further.”
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Always end with:
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Name, email address and mobile number (ideally set as an email signature).
Applying direct by phone
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Call early (before 9am) or later (after 5:30pm) when people are less busy.
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Prepare a structure for the call and 3–5 key points about your value.
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Introduce yourself, mention your current/last role, then pause to let them speak.
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If they’re not recruiting, ask:
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Who else you should speak to (internally or externally).
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If you can send your CV for future opportunities.
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For their email address and connect on LinkedIn afterward.
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USING LINKEDIN TO APPLY DIRECT
Ways to contact people:
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Invitations to connect (limited characters).
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InMails.
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Messages to 1st‑degree connections.
Invites – example phrases
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Refer to shared employer, industry, specialism, or a post of theirs you liked.
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Keep it friendly and brief; end with a simple “It would be good to connect.”
After they accept
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You may see their contact details and can then follow up appropriately.
InMails
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Similar structure to an email but usually shorter (no attached CV).
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You might include 2–3 key credentials relevant to the employer.
Messaging
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Once connected, you can send messages and attach your CV.
4) Jobs Boards/Adverts
Choosing boards
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Examples: Indeed, LinkedIn, Glassdoor and other local/niche boards.
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Use job‑search aggregators (e.g. Google for Jobs) to scan multiple sites.
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Identify the 2–3 boards most relevant to your role, sector, location and level.
Using Boolean searches
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AND (Engineer AND Technician)
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OR (Coca‑Cola OR Pepsi)
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“Quoted phrases” for exact terms, e.g. “supply chain”
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NOT (London NOT Manchester)
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wildcard (develop* picks up developer, development, etc.)
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Online applications
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Adverts may be screened by automated systems or junior staff.
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Mirror important terms from the job ad in your CV and application (without misrepresenting).
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Check the date of the ad; very old adverts may be stale.
Covering text for online forms
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Create reusable templates with:
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Short introduction line.
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2–3 concise paragraphs/bullets of relevant experience and results.
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Simple closing line requesting a discussion.
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EMAIL APPLICATIONS VIA ADVERTS
Subject line
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Short, readable on mobile; include your name, “application”, job title and reference.
Intro examples
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“I’m pleased to attach my CV in application for the position of … advertised in …”
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“I read your advert for … with interest. I can offer …”
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If referred: mention the referrer and role.
Content – credentials
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Focus on how you can help them, not what you want.
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Pick 5–7 bullet points: relevant achievements, sector knowledge, and strengths.
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Use some of their own terminology.
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Substantiate with a line on results and evidence.
Closing examples
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“I have attached my CV and would welcome the opportunity to speak with you.”
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“I’ll contact you in the next few days to follow up.”
Always:
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Include your name, email, and mobile.
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Attach your CV, ideally as a PDF.
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If you say you’ll follow up, do it.
5) Recruitment Firms
Senior executives may use headhunters; candidates at all levels can benefit from recruitment agencies.
Firms specialise by:
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Occupational type
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Industry sector
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Level of seniority
Work only with agencies that handle the kind of roles you want.
Ask peers which firms they rate.
It's not a dress rehearsal...
Remember: the recruiter decides who to present and how to position you, so treat every interaction professionally.