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The hidden job market has been defined by Doyle (2020) to contain jobs that are not advertised or

posted online. As such, there is a need for the candidate to actively look for the job by using more

than just the regular channels and methods. There are numerous options for an applicant to tap the

hidden job market. First and foremost, applicants could strengthen their networking in order to be

able to extract job opportunities from their surrounding connections; this approach could be

executed by: opting for traditional networking, accepting invitations from non-traditional

networking events, practicing elevator speech and updating social networks to indicate new

missions. Furthermore, individuals could also directly get in touch with employers of interest,

volunteer at companies, find opportunities in their current companies or opt for the receiving of

news alerts in order to be exposed more to hidden jobs on the market (Doyle, 2020). Thirdly, the

work constructed by The Career Consultancy (2015) has also suggested that the conducting of cold

calling and sending out marketing letters are also great ways to be able to tap into the hidden job

market effectively, as the success rate of which is actually double that of the traditional ‘applying

for advertised role’ initiative.

Options to extract opportunities from the hidden job market is extremely crucial for one’s job

search strategy for a number of reasons. Firstly, it has already been pointed out by The Career

Consultancy (2015) that among different options to find jobs nowadays, networking has been one

of the best return-on-investment approaches among all, as it yields approximately 65 percent

success. The infographic established by The Career Consultancy (n.d.) adds more to this

conclusion by pointing out that: while everyone else has been looking for jobs in the visible market,

your focus on the hidden one will assist you to effectively avoid competitors, thus yielding a higher

chance of you being hired into the company. Secondly, as the end goals of all applicants and

individuals is to be able to fill up a job vacancy that is the most suitable for their preferences in the

market, the ability to discover opportunities in the hidden job market actually helps them to be

exposed to a much larger amount of available vacancy on the market at that moment, thus

providing huge assistances for them to be able to find the most suitable jobs for their need.

The changing landscape of how individuals view careers has given birth to protean career, which

has been described by Harrington and Hall (2007) to be the type of career that individuals define

their own view of success as well as self-direct their personal career management and development

over time. As such, there is a number of different values associated with ongoing career

development in managing and planning a protean career over the years. First and foremost, the

article written by Sinek (n.d.) has pointed out that: continuous development in planning and

managing will assist individuals with protean careers to be able to focus on the end goals and

objectives ahead, instead of being scared away in the process of pursuing such due to everyday

obstacles. This path is achieved by concentrating on ‘how to reach the destination and obtain the

desired outcome’ instead of ‘how to get pass the current challenges of the short run’.

Secondly, ongoing career development also provides applicants and individuals with a much

higher level of flexibility over time. In essence, Harrington and Hall (2007) has argued that: as the

current labor and job landscapes have been undergoing constant fluctuations and adjustments, it is

highly critical that individuals not only take an active role in the managing of their own career

development process, which reflects the core philosophy of protean careers, but also do so in a

continuous manner. The ‘continuous’ element of the process exists to make sure that individuals

will always be able to cater their knowledge to the current shifting demand of the market, thus

efficiently preventing their job security from being damaged over time.

In order to continue my career development across the span of my career, it is important first and

foremost that I take continuous reassessment of my strengths and weaknesses every three months,

so that current or future gaps in my knowledge and competencies could be extracted in an on-time

manner. By being able to obtain frequent insights into my own strengths and weaknesses after self-

assessments, I could be able to formulate strategies in order to close my gaps or boosts my

competencies, so that my competitiveness could be constantly honed throughout my career

(Harrington and Hall, 2007). For instance, as my biggest current weakness is my incompetent

communication skill, I will need to engage in more communication activities with my colleagues

and friends in order to be able to hone such skill in the future. In addition, it has already been

proven in the paper written by Hanley (n.d.) that goal-setting can be an extremely critical part of

career plan, implying that my career management and planning processes need to be firmly

grounded under SMART objectives, which stand for: Specific, Measurable, Achievable, Relevant

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1) The hidden job market has been defined by Doyle (2020) to contain jobs that are not advertised or posted online. As such, there is a need for the candidate to actively look for the job by using more than just the regular channels and methods. There are numerous options for an applicant to tap the hidden job market. First and foremost, applicants could strengthen their networking in order to be able to extract job opportunities from their surrounding connections; this approach could be executed by: opting for traditional networking, accepting invitations from non-traditional networking events, practicing elevator speech and updating social networks to indicate new missions. Furthermore, individuals could also directly get in touch with employers of interest, volunteer at companies, find opportunities in their current companies or opt for the receiving of news alerts in order to be exposed more to hidden jobs on the market (Doyle, 2020). Thirdly, the work constructed by The Career Consultancy (2015) has also suggested that the conducting of cold calling and sending out marketing letters are also great ways to be able to tap into the hidden job market effectively, as the success ra ...
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