Job search process: Challenges job seekers face and strategies to win

2019 ◽  
Vol 24 (1) ◽  
pp. 44
Author(s):  
Aditya Sharma
Keyword(s):  
Job Search ◽  
Search Process ◽  
Job Seekers

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

Employment goal commitment moderates the impact of job search goal orientation on the job search process

2017 ◽  
Vol 22 (6) ◽  
pp. 659-682 ◽  
Author(s):  
Adam Kanar
Keyword(s):  
Goal Orientation ◽  
Job Search ◽  
Self Regulation ◽  
Goal Commitment ◽  
Search Process ◽  
Learning Approach ◽  
Job Seekers ◽  
Content Type ◽  
The Impact ◽  
Job Searching

Purpose The purpose of this paper is to enhance the understanding of self-regulation during job search by integrating goal-orientation theory with a resource allocation framework. Design/methodology/approach The author surveyed job searching new labor market entrants at two time points and hypothesized that the effects of job seekers’ state goal orientations on indicators of self-regulation during the job search process (procrastination, anxiety, and guidance-seeking behaviors) depended on levels of employment goal commitment (EGC). Findings Results indicate that for job seekers with higher levels of EGC, a state learning-approach goal orientation (LGO) was beneficial for the job search process and a state performance-approach goal orientation (PGO) was detrimental. For job seekers with lower levels of EGC, a state LGO was detrimental to the search process, while a state PGO was beneficial. Research limitations/implications This research extends the understanding of state goal orientation in the context of job search. Future research may replicate these findings with different samples of employed and unemployed job seekers and extend this research with additional conceptualizations of resource limitations. Practical implications The present research suggests that the effectiveness of learning-approach goal-orientation training methods in the context of job search must be considered in light of individual differences in resource availability. In particular, individuals with lower resources available for job searching may benefit from interventions focusing on increasing state PGO. Originality/value The present results suggest that EGC is an important moderator of the impact of job search goal orientation on indicators of self-regulation during job search, and therefore present important boundary conditions regarding the role of state goal orientation in the job search process.

scholarly journals Preceived age descrimination in the job search process in later life

2021 ◽  
Author(s):  
Ricardo Twumasi ◽  
Cheryl Haslam
Keyword(s):  
Job Search ◽  
Later Life ◽  
Academic Community ◽  
Age Discrimination ◽  
Search Process ◽  
Job Seekers ◽  
Application Process ◽  
Legislative Change ◽  
Age Related ◽  
The Impact

Purpose - The purpose of this paper is to explore the impact of legislative change to extend working lives and protect against age discrimination on the experiences of older job seekers following a period of economic decline.Design/methodology/approachThe research was informed by two focus groups. The research followed an inductive and iterative approach, interviewing 27 older job seekers to explore the barriers to seeking employment they faced. Themes from these interviews were then used to create a representative case study video to further highlight, share, and educate people on the barriers to employment that older job seekers face, and the strategies they use to overcome them.Findings - Perceived age discrimination, change of identity, motivation and insufficient feedback were identified as significant barriers to finding employment. Social support, coping strategies for identity change and detailed feedback were reported as positive facilitators of the search for work. The findings suggest that older job seekers face significant age related barriers to securing employment, which require age specific support to overcome. A statutory requirement for minimum standards of feedback provided to job applicants may increase transparency, and reduce the prevalence of discrimination in the job application process. Originality/value - This paper adds to the limited literature investigating the psychological impacts of the job search process in light of age related legislative change. With each new protected characteristic there is a lag between change in legislation, and change within employer attitudes and behaviour. This research investigates the impact of legislative change on the identity, morale and strategies of the older job seeker. The case studies from this research may also reach an audience beyond the traditional academic community offering a voice and new audience to the barriers older job seekers face.

scholarly journals The Appropriateness Of Parental Involvement In The Job Search Process

2010 ◽  
Vol 5 (2) ◽  
Author(s):  
Gary S. Insch ◽  
Joyce Heames ◽  
Nancy McIntyre
Keyword(s):  
Parental Involvement ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Preliminary Work ◽  
Search Behaviors

This paper explores millennial job seekers and their parental involvement in the job search process. Preliminary work on a scale to measure the “appropriateness” of certain job search behaviors is reported. Ten parental job search behaviors are identified.  The appropriateness constructs of “mentoring” and “meddling” are developed and empirically tested. Results indicate that both meddling and mentoring are valid and initially useful constructs in examining the suitability of parental involvement in the job search process. The possible impact of parental involvement in the job search process is then discussed along with possible managerial responses.

scholarly journals Job Seekers’ Self-Directed Learning Activities Explained Through the Lens of Regulatory Focus

2021 ◽  
pp. 089484532199164
Author(s):  
Adam M. Kanar ◽  
Dave Bouckenooghe
Keyword(s):  
Job Search ◽  
Regulatory Focus ◽  
Self Efficacy ◽  
Learning Activities ◽  
Job Seekers ◽  
Self Directed Learning ◽  
Significant Relationships ◽  
Directed Learning ◽  
Job Searching

This study aimed to understand the role of regulatory focus for influencing self-directed learning activities during a job search. The authors surveyed 185 job-searching university students at two time points to explore the conditions under which regulatory focus (promotion and prevention foci) impacts self-directed learning activities and the number of employment interviews secured. Both promotion and prevention foci showed significant relationships with self-directed learning activities and number of interviews, and positive and negative affect partially mediated these relationships. The relationships between both regulatory focus strategies and self-directed learning were also contingent on self-efficacy. More specifically, prevention focus and self-directed learning showed a positive relationship for job seekers with high levels of self-efficacy but a negative one for job seekers with low levels of self-efficacy. This research extends the understanding of the role of regulatory focus in the context of self-directed learning during a job search. Implications for research and practice are discussed.

Scientists, Engineers, and the Job Search Process

1974 ◽  
Vol 17 (2) ◽  
pp. 40-49 ◽  
Author(s):  
Ross E. Azevedo
Keyword(s):  
Job Search ◽  
Search Process

Job-Search Activities, Job-Seeking Barriers, and Work Experiences of Transition-Age Youths With Visual Impairments

2021 ◽  
pp. 0145482X2110591
Author(s):  
Jennifer L. Cmar ◽  
Anne Steverson
Keyword(s):  
Job Search ◽  
Parental Support ◽  
Visual Impairments ◽  
Work Experiences ◽  
Job Seekers ◽  
Short Term ◽  
Work Activity ◽  
Transition Age ◽  
Work Activities ◽  
Job Seeking

Introduction: The purpose of this study was to describe the job-seeking and work experiences of transition-age youths with visual impairments. Methods: We analyzed follow-up data from a quasi-experimental study of a job-search intervention conducted from 2016 to 2019. Participants were 88 youths with visual impairments from three states; approximately half received the job-search intervention, and the other half served as a comparison group. Measures included job-search activities and outcomes, job-seeking barriers, volunteer and work experiences, and parental support for job-seeking. Results: Commonly reported job-search activities were preparing or revising resumes, talking to people about jobs, submitting applications, and submitting resumes, but most participants performed these activities infrequently. Many job-seekers encountered barriers during their job search, and few searches resulted in paid employment. Participants generally reported moderate levels of preparation to handle job-seeking barriers and parental support for job-seeking. Intervention and comparison participants had similar results on most measures, with few exceptions. Discussion: When youths actively search for a job but do not find one, their motivation to continue job-seeking may be reduced, particularly if their preparedness to overcome job-seeking barriers is low. Although many participants had some engagement in volunteer or work activities, short-term work experiences were the most common—and perhaps most misunderstood—work activity. Implications for practitioners: Youths with visual impairments may benefit from feedback on their job-seeking approach, application materials, and interview skills so they can make changes and determine how to focus or refocus their efforts. In addition to offering feedback, service providers can provide ongoing support to youth job-seekers and encourage them to persist in their job search. Explicit discussions about different types of work activities may help transition-age youths understand how short-term work experiences differ from paid jobs.

Mastering the Job Market

2021 ◽  
Author(s):  
Elizabeth L. Shoenfelt
Keyword(s):  
Job Search ◽  
Technical Writing ◽  
American Psychological Association ◽  
Oral Communication ◽  
Nationwide Survey ◽  
Job Seekers ◽  
Job Market ◽  
Master's Programs ◽  
Knowledge And Skills ◽  
Business Acumen

Mastering the Job Market: Career Issues for Master’s Level Industrial-Organizational Psychologists is the definitive source for practical advice and data-based recommendations addressing key issues leading to successful careers as industrial-organizational (I-O) master’s practitioners. Both the U.S. Bureau of Labor Statistics and the American Psychological Association have reported a bright outlook for I-O master’s graduates. The increased interest in and growth of I-O master’s programs and graduates are attributed to higher visibility in the workplace, readily obtained jobs, interesting work, and great pay. A large nationwide survey of I-O master’s practitioners and their employers lays the foundation for the data-based recommendations throughout the book. Authors from top-ranked I-O master’s programs address topics such as the job search, applying for jobs, on-boarding, organizational roles, salaries, career transitions, and maintaining professionalism throughout one’s career. Critical insights into the nuts and bolts of conducting a job search and other specific strategies are provided to enable job seekers to land one or multiple job offers within six months of graduation. Competencies identified as essential for success as an I-O practitioner include core I-O knowledge and skills, as well as enabling competencies such as oral communication, business acumen, consulting skills, project management, ethics, and technical writing. Mentoring is discussed, and three best practices are recommended for maximizing mentoring relationships. Recommendations are made for professional development opportunities for I-O master’s graduates to increase their knowledge and skills and to advance their careers. Graduates overwhelmingly perceive their I-O master’s degree to be valuable for their career success.

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