Using the 80-20 principle in your job search!

How to apply the 80-20 principle to your job search…

Happy New Year to you all! Perhaps you’re simply catching up on some careers and recruitment news after the festive break, or maybe January has inspired you to launch a fresh new job search. Whatever brings you here today, this post endeavours to save you some time…

We’ll explore a rule of thumb that you can apply to all aspects of your work. Including your efforts to secure that new role.

Introducing the 80-20 principle…

This popular business concept is more formally known as the ‘Pareto Principle’. Which just so happens to be named after its founder, Vilfredo Pareto – a notable economist and philosopher.

Forbes provides an excellent explanation of the 80-20 principle. However, let’s get straight to the core finding: 80% of the results you generate at work (and in your job search) will come from just 20% of your total efforts.

Let’s imagine you spend 100 hours (just over 4 days) searching, applying and interviewing for new roles. The average person would undertake 80 hours (3.33 full days) of action without achieving many results. It would be the 20 hours of work (less than one full day’s efforts) that would provide 80% of the pay-off.

How accurate is this?

This is a rule of thumb. So, it may be that just 15% of your hard work gleans the most results or it may be that it takes a spot more effort on some occasions. However, it does appear to broadly apply across life and business.

As for the 100 hours to find a job part, this is just an example. It’s incredibly challenging to predict how long it takes to find a job due to the number of variables – for some people it takes only a matter of hours or days, for others it’s a far longer process.

The Pareto Principle also appears to apply to the choices we regularly make. We tend to pick the same 20% of options 80% of the time. So that’s the same few lunch options on regular rotation, the same tasks we’ll select from our daily/weekly lists, and the few outfits we’ll most often pick from our wardrobes.

So how does this knowledge benefit your job search?

The trick is in the application of the 80-20 principle. Rather than throwing all of your waking hours at your job search, invest your time where it will truly count. For instance…

  • Identifying your core search requirements before you get started vs. applying for every interesting vacancy you spot and then later realising they’re not right for you anyway.
  • Ensuring you’re contacting recruitment agencies who definitely recruit for your target roles/industry.
  • Generally doing your research at every stage – from thoroughly reading job specs (vital for CV writing) to interview preps.
  • Making sure your CV clearly demonstrates your suitability for each job; even when skimming.

You won’t always know which job vacancies will generate interview offers. After all, you’ll rarely know who you’re up against or exactly what the employer is searching for. But you can still save yourself a lot of wasted time.

Eager to get started? You’ll find our jobs vacancies listed here.



Reputation matters to job-seekers

Why any business looking to recruit new team members would be wise to take a good look at their reputation.

Today’s discussion rather neatly follows on from our last post. If you haven’t read it yet, it highlights the importance of job skills in relation to the ongoing skills shortage.

With many stats pointing towards both high staff demand and low application numbers, employers must appraise their staff attraction approach. And this is where brand reputation comes into the conversation…

Never more important than now:

It’s said that a brand’s online rep is more important now than ever before. Alongside the recruitment climate we’ve outlined above (and over the past few articles!), we all clearly possess the digital means to thoroughly investigate our prospective employers. The stats suggest:

  • 70% of people will always research an employer’s reputation before applying for a job.
  • 56% would not go on to make an application if the business had ‘no online presence’. 57% say they would distrust these companies.
  • As for what the candidates are searching for, employee satisfaction and how staff are treated top the priority list.

The power of word of mouth…

It’s not only low job application numbers that employers should be concerned about. Future buying behaviour may also be affected by their recruitment reputation.

Perhaps understandably, candidates who’ve been through an unpleasant recruitment experience are less likely to support that employer’s products or services. What’s more, word of mouth could further harm wider purchasing choices.

  • 69% of candidates would discuss their negative experience with others – 81% would do so through one-to-one conversations and 18% via social media broadcasting.
  • 47% who heard about such a negative encounter from a friend would be less willing to purchase the brand’s offerings.
  • The experiences most likely to influence buying behaviour included poor interview encounters, and ‘lack of transparency’ regarding salaries or job descriptions, alongside non-existent interview feedback.

A reputation for the positive:

Thanks to HR News, we’ve observed the importance of employer reputation and the consequences of a poor recruitment rep. Now, we turn to Recruiting Times and the draw of a positive impact.

Employees feel that working for these companies would increase their individual happiness and productivity. In addition, staff members would be willing to leave roles that didn’t prioritise a positive or meaningful ethos.

How companies can work with recruitment agencies to improve their employer reputations

  • As well as ensuring you have an up-to-date and easily found website, why not provide some extra details that support your employer reputation profile? This could include links to any awards you’ve received (especially those for staff management), links to review sites, and HR provisions you’re proud to offer.
  • If you have had any negative reviews as an employer, it may be worth discussing these with your Consultant. Perhaps it came from previous management and new methods are now in place. Honest conversations can help your Consultant to communicate openly with prospective candidates.
  • Sometimes it helps if candidates can meet with one or a few employees during the interview process. This also proves a useful tool for ascertaining potential team fit.
  • Recruitment consultants can advise on how to best conduct the interview process, support you in creating the most appropriate job descriptions and help provide interview feedback/updates.
  • The above can also include a focus on your impact statements and brand purpose. This must be authentic though, or else an excited applicant could soon become a disgruntled employee!

Please call the office on 01225 313130 to discuss your recruitment needs.