A lot of job seekers end up weeks or months after dark time once they be prepared to be hired and started at a good, career-level, employment position. If that description sounds anything like your circumstances, then pay attention to the next tactics that usually jump-start and move ahead a job search onto the employment superhighway.

But be warned, they're strategies not for the faint-of-heart. Mental-focus, self-discipline, dispassionate drive, and a large dose of stick-to-it-ness are required to maneuver your career forward with one of these methods. Too often, job seekers' minds are captured by the hypnotic distress caused when successive letters-of-rejection or, after hours sending out scores of resumes, a chain of failed call-backs for job interviews line as much as assail job seeker enthusiasm. Don't allow your focus to waver. Utilize the strategies herein to help keep your job search on course and on time.

And in addition, these tactics are not the conventional network-with-industry-friends or the visit-a-niche-job-board type of job search advice. Keep your mind open about these suggestions. They are exactly the same friendly, but to-the-point, approaches that numerous professional executive search-recruiters use to generate job hires at all quantities of employment. Such methods generate job offers - year after year - and they'll meet your needs now, if you remain focused.

Additionally, to turbo-charge this job search model, you must create meaningful employer-prospect lists that reasonably match the career you pursue, then put those lists to act as you methodically follow the steps below.

A PRIMARY STRATEGY - PAY ATTENTION, NUMBERS, RESEARCH

As you create and decide and plan which job or job title offers you select to harvest, remember to get, correspond and organize as much accurate facts and statistics as you are able to about your own personal job history that accurately illustrates your on-job performances relative to key workplace topics which are commonly discussed in your work-floor environment - statistics, such as, percentages of improvement or loss-control on various subjects that highlight your skills and successes; include ratios, comparisons, totals, breakdowns of production, growth margins, projections, and more, as you don't know yet which of those prime-topic-stats will undoubtedly be of keen interest to any particular employer-prospect, so be prolific in this endeavor.

Next, constantly remind yourself that about seventy-percent of all job openings are not posted to any job board, nor even posted or discussed within an employer's own business walls. Nonetheless, the US Department of Labor, Bureau of Labor Statistics, confirms these "about seventy-percent" figure, so don't doubt it. And be sure... your doubts of it... won't change the facts of the quantity, it holds fast despite your belief-system.

It is very important to notice that last observation, and remember it, at least during any job search using the job search strategies reported in this article. Actually, remember to check-at-the-door most previous job search beliefs, they'll end up being massive time and energy wasters; set them aside, particularly those concepts which used to yield results however now end up being impotent; like the rumor that if you send out enough copies of exactly the same resume someone will call back. That may be work for certain entry-level jobs, however not careers. The tactics herein rely on accurate, repeating numbers. The job seeker performing certain variety of job search tasks in a repeated, methodical manner, without fail, whose results always move things forward, towards an actual job offer.

For some people, such activities might appear over-the-top -- and these strategies do require some unorthodox but friendly snooping around, too offre d’emploi, some may say - however not deemed such by any reasonable professional assessment. To secure career-level employment positions, you cannot be shy about making direct contact to business operators and employer managers who are not advertising to hire for the job specialty (and don't be too shy to communicate making use of their associated employees or ex-employees, too), as smart job seekers remember that a lot of business operators and employer managers may also be known to occasionally hire specialists with your kinds of skills - even if you can find no obvious job openings available.

So first, you have to find those employer/managers then you have to pick their brains.

THE 2 TACTICS LIKELY TO GET YOU HIRED
In order to get the attention of an employer who is not advertising a job opening, don't simply send a meek inquiry to HR requesting consideration for a job that doesn't exist. That approach more often than not fails.

Instead, (TACTIC #1) do what most job seekers are not willing to do... customize a unique resume for every single such potential employer; a resume that specifically addresses, in a unspoken manner, each employer's individual workplace needs, and suggests you while the "superhero" means to fix those specific and ongoing aspects of business, which each employer/manager agrees would use some swift and measurable improvements - and how your resume statistics prove your ability to do thusly. Then distribute that resume accordingly, per the steps below.
But how do you do this? How do you find a business' unspoken hiring needs before you even create and send your resume?

(TACTIC #2) It's easier than you think. Just before constructing each custom resume, perform research about each company you select to pursue - this is serious business so organize and get up with the job ASAP and stay focused or you could lose your nerve to complete the tasks - discover the actual names of decision-makers who would approve, or contribute to a choice to, hire for the department or job-title or vocational specialty that you intend to pursue with each employer-prospect. And in your research, as you get each business' most urgent workplace hiring needs in your job specialty, you get exactly which of your job skills and industry experiences to use to make a custom resume, and which related employment statistics may best impress each hiring manager.

To greatly help identify decision-makers and other employees from specific industries and firms, consider to use the general public library's business directory sections, because they are often overlooked - but you can find names in print-only industry directories that rarely appear online; yet don't neglect the net to find industry related contacts in social-mobi systems like Twitter, Facebook or LinkedIn and the others; and don't stop there, use industry and vocational oriented online blogs, forums or bulletin-boards or YahooGroups and other such social-net groups, where employees from the firms you have targeted may log-on to talk about related industry activities, or whose names and titles appear related to one or another business or public or private system or function which, for reasons uknown, made its way online. Run search strings on major search engines to add names of your employer-prospects, any individual employee or ex-employee names that you might have uncovered already, and specific cities or states.

Often, email address details are simple to deliver. When examples arrive into your search-results, click through, read the different entries that best match your job search intentions. And check the real history of job posts for every single employer-prospect. Return so far as feasible for hiring trends and related job requirements and oft-quoted company benefits, etc.

Whatever you do, don't be intrusive with any inquiries you could make via these channels, this isn't corporate espionage, merely a job search, so remain professional constantly, maybe make comments in-reply to others' postings, re-tweet with comments, etc. - or, maybe -- wait till you have recommended of whom you might want to make contact with or reply to first and exactly what you would like to say and ask, even while capturing names, job titles, email addresses, fax and telephone numbers and desk-extension numbers, and user names from business groups, social networks and forums you haunt. Those details often result in obvious decision-makers and other employees within the firms you pursue; and sometimes it leads to companies unfamiliar for your requirements, who later become employer-prospects, too.

Once you are fueled with names, departments and other details, call them. Have them on the telephone, when possible, or at least consult with associated colleagues, Administrative Assistants or personal Secretaries to decision-makers, to ask important questions; inquiries that could confirm the names and titles of the persons that work and manage the aspects of business where you seek employment; also, confirm status of any yet-to-be-posted job openings; and ask - hypothetically, if this type of job was open, or before when the manager was hiring - what can most impress the hiring manager about a job candidate? It's best to obtain that form of specific job information directly from the hiring-authority whenever feasible, but it is sometimes difficult to attain them; so...

Don't be shy about directly contacting actual working employees, including non-managers, in those same departments. Be friendly, not demanding or expectant, explain how much respect you have for the business (by this time you will have already researched each employer-prospect enough to state briefly, but meaningfully, about why you respect them). Inform them why you seek employment there. Require advice on the smartest solution to navigate a path to a job offer, or tips about which aspects of that department would use some help, and about any ongoing business challenges there relating to your aspects of training.

Seem too intrusive? It's not. It's no more than getting hired. Most people who receive such telephone calls, emails, chat or IM messages or those whom react to tweets or discuss postings made previously on that or some other social-mobi system - most of us, worldwide, don't mind to help. So don't hesitate to ask for information.

With such business contact details in-hand, and having identified a lot of companies to analyze for the job you seek, begin to customize your resumes for every single firm. Again - don't be shy. Use each resume as your professional billboard, as we say, to highlight your skills and successful experiences in solving specific work-floor issues, and have statistics to ensure it. Then utilize email addresses, fax numbers and other hiring-agent contact data to release your customized resumes - one at any given time -- right to the offices of every hiring authority (and/or to the closest contact to them), including HR; later, if things go well, let the hiring manager(s) guide you through HR processing. Prove it to yourself, whenever you impress the principal hiring-authority, and their associates, with know-how to fix their workplace issues - combined with a teamwork attitude -- they draw their own conclusions, minus the candidate speaking a phrase; as workplace performance statistics, confirm your success with similar issues. As you will see, whether in your resume, or cited in a phone call, or in emails, wherever - workplace statistics illustrate your results as they lend authority to any claims of anticipated performance if hired.

In accordance with contacting employer-prospects... in the event that you follow the processes reported in this information, and you talk and touch base to people in enough businesses - you may find company managers eager to talk for your requirements about a possible job. Typically, no later compared to fourth or fifth such serious employer-prospect follow-up inquiry and subsequent job interviews, or sooner, incites a job offer created by more than one employer.

So don't give up on this method to finding gainful, reliable employment. It's which can generate hires - in the event that you stick-with-it and perform every part of the process. Work this job search model as thoroughly as you works ab muscles job you pursue.