Job Hunting: Managing Job Loss, Effective Search, and Negotiation

This report provides a comprehensive overview of job hunting, addressing the challenges of job loss and outlining strategies for a successful job search. It emphasizes the importance of preparing for positive action, conducting thorough research, optimizing job search performance, and building a productive job search environment. The report also covers creating a compelling career profile, presenting oneself effectively on paper, and developing strong decision-making skills. Furthermore, it highlights the significance of communication skills, interview preparation, and contract negotiation in securing a job. The work schedule and references are included to ensure the quality of the report. Desklib provides access to this assignment and other solved papers to aid students.

Running head: JOB HUNTING
JOB HUNTING
Name of the Student
Name of the University
Author’s Note

1JOB HUNTING
Table of Contents
Working Outline.........................................................................................................................2
I. Manage job loss and job search challenges............................................................................2
II. Successful job search.............................................................................................................3
III. Contacting decision making, presenting effective and formative negotiation with contracts
....................................................................................................................................................4
Work Schedule...........................................................................................................................5
References..................................................................................................................................6

2JOB HUNTING
Working Outline
I. Manage job loss and job search challenges
a. Preparing for positive action
Unexpected job loss is a transition that people get in and the initial reaction for the
people is the condition of helplessness and they are in the awkward position. Shock and
denial in case of an operational sector of the organisation and emotions have come in
form of anger. Positive control by staying open-minded and be flexible for any kind of
job opportunity help job seeker to find the job. As proposed by Lim et al. (2016), the
situational change in the organisation will happen by the effective inputs of employees. In
case of job search, the proactive network is important for the job seekers and they get
more opportunities in the job.
b. Pursue research clarity and stamina
Research clarity is important for the profitable business deliverance. Unprofitable
products are mitigated from the company and effective negotiation will be placed for the
development of the global market. In case building stamina, positive thinking, visualise
the process, the process for the setback and managing stress is the most important
approach in perusing clarity (Durfee 2015). The positive approach while giving an
interview is also important as the job opportunity of getting selected in the interview will
be formed through this process.
c. Optimize job search performance
Leading in new job opportunities help an employee to grow and deliver in diverse
condition as well. The prosperous career is awaiting for the employees and through the
employee, an organisation can achieve their optimum level of achievement (Altmann et

3JOB HUNTING
al. 2018). For the improving job opportunities, a good resume is very important.
According to the Durfee's law, sense of dress and the present in front of an interviewee is
an art of interview process and level of performance is also improving by that process.
The self-confidence and use of technological advancement is the key opportunity that job
seeker must have for the selection process in the organisation.
d. Build a productive job search environment
Job search environment is related to employees' identity of doing the job and their
directive approach for the selection of jobs. In this economic world order, companies are
downsizing their operations and engage more technological processes to make more
advantage in productivity and efficiency (Liu, Huang and Wang 2014). The job
environment is created by its place, political situation of the nation, employees and
administrative behaviour. The feel free atmosphere will reflect if all these environmental
factors are sustained in the organisation and job seeker will engage with the situation
easily.
II. Successful job search
a. Create a career profile
Career profile contains all the academic success, achievements, different courses and
the self-assessment draft, which discover the objectivity of the job seeker. In case of
creating a profile, the resume is the only medium of showcase that in front of the
interviewee (Gowan 2014). The profile also delivers the belonging of the personal and
make a clear objective of heading towards the goal. The profile must be concise and focus
on the job listing that organisation needs from a particular employee. Focus in future is
also needed from the job seeker point of view and that reflected by the interviewer
attitude.

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b. Look good on paper
A proper paper, which will be designed by the interviewer must be interesting and
informative at the same time. The paper will showcase the aim and objectivity of the
person, trying to engage with the company. The paper will showcase the additional
dynamics of the person, which are strengthening the process of selection chances (Durfee
2015). The paper will maintain a thin line what chances the job seeker wants for the
company and what the person will deliver for the development of the company.
c. Good in decision making
Good decision making is an important skill in the workplace. Ineffective leadership,
good decision making helps the entire process to formulate. Effective decision making
helps in bringing new ideas, innovative thoughts from the management (LePine et al.
2016). In the case of effective decision making, the productivity of the company or the
technological enhancement is possible for the development of business as well.
III. Contacting decision making, presenting effective and formative negotiation with
contracts
a. Shaping communication skill
The communication skill improves the quality of understanding the situation. Verbal
and Non-verbal communication helps in the organisational attachment. Business dealings
are important for the management and that is the reason effective interaction with
employees will make a sustainable approach for the organisation (LePine et al. 2016).
The right decision can be taken after the proper interaction with employees and the
process of power relation will be mitigated by the legitimate communication skill.
b. Make interview opportunity

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Interview opportunity will deliver an effective platform for job seekers to have a
potential position in the organisation. The effects of that process help in long-term cases,
when the particular employee is liable for the organisational success. Job seekers also
wait for the opportunity to have that platform, where they can showcase their talent.
c. Negotiate with contracts and closing deal
Negotiation is the final step to get engaged with the organisation. The negotiation
deals are important for the company as the company delivers the packages to the job
seeker, which suited for the post. The basic engagement is coming from the extrinsic
motivation and the motivation will be formed in money Lim et al. (2016). The negotiation
of monitory dealing and closing the deal in a solicit position helps both the parties to
implement the job deliverance process in an effective way.
Work Schedule
Schedule 25-27th Oct 28-29th Oct 30-31st Oct 1-2nd Nov 3rd Nov 5th Nov
Examination
of books
from the
library
Stud
Durfee’s
Laws
Interviewing
different
professionals
and meet
with them
personally
Interpretatio
n of finding
Compose
draft
Revising
draft
Final
submission
of the report

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Timetable: Entire work schedule of the project

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References
Altmann, S., Falk, A., Jäger, S. and Zimmermann, F., 2018. Learning about job search: A
field experiment with job seekers in Germany. Journal of Public Economics, 164, pp.33-49.
Durfee, A., 2015. “Usually It’s Something in the Writing”: Reconsidering the Narrative
Requirement for Protection Order Petitions. University of Miami Race & Social Justice Law
Review, 5(2), p.469.
Gowan, M.A., 2014. Moving from job loss to career management: The past, present, and
future of involuntary job loss research. Human Resource Management Review, 24(3), pp.258-
270.
LePine, M.A., Zhang, Y., Crawford, E.R. and Rich, B.L., 2016. Turning their pain to gain:
Charismatic leader influence on follower stress appraisal and job performance. Academy of
Management Journal, 59(3), pp.1036-1059.
Lim, V.K., Chen, D., Aw, S.S. and Tan, M., 2016. Unemployed and exhausted? Job-search
fatigue and reemployment quality. Journal of Vocational Behavior, 92, pp.68-78.
Liu, S., Huang, J.L. and Wang, M., 2014. Effectiveness of job search interventions: A meta-
analytic review. Psychological bulletin, 140(4), p.1009.