I haven't done as much one to one support with jobseekers as I might have in the second part of this year.

As I won't charge job seekers to help them, it might be a quick route to problem territory if I hadn't found a balance between helping myself and helping them, so I've worked instead on my business.

Besides, I'm a better recruiter than I'd be a career coach, and it's a career that is more complex, challenging and fulfilling to me.

What I have found is that fewer calls allow time to reflect on the common traits of senior job seekers, which you might draw your own ideas from:

- motivated, smart, thoughtful, rigorous, successful performers
- all with blind spots in how to effectively look for jobs

Of course, all had different strengths. Some were great at marketing themselves, but neglected outreach; some the opposite.

In part, this is down to having limited time, specific strengths and applying their efforts in the most efficacious way.

But the point many miss is that while you can find good marginal gains by improving on your strengths, there are fundamental gains to be had in unpicking your blind spot and trying effective new activities.

And those activities can be utterly ugly yet still be effective - if you just try it.

A job search is a simple thing, especially if you have experience devising and executing complex projects or programmes of work.

- Understand your position in the market and who is most likely to employ you
- Establish where they are and the rules of engagement
- Establish the channel and means by which to introduce yourself
- Put your best foot forward at the right time

Of course, the devil is in the detail, and in a job search, it is different from person to person. Indeed, for some, the market still isn't there to employ them, despite reports of millions of vacancies.

Currently, a person that fulfils a transactional or in-demand job can rely on job boards and agencies.

Someone with functional expertise that separates them from the crowd, might focus more on inbound and outbound marketing, on LinkedIn or CV databases.

An exec might leverage their network of c-suite, equity partners and headhunters.

What is suitable for one is not suitable for another - which is the main problem with generic advice.

Get the plan right and execute it well, and a job search can be more simple than you might fear.

It's not so much about worrying where jobs might be hidden, more what you should do to find them.

Two bits of news this month, from job seekers who attribute their new jobs down to my advice - one secured a dream job from his 2nd LinkedIn post, the other secured a better job with a 30% pay rise from speculatively contacting the MD of a company he wanted to work for.

It's down to their work of course that they got what they need, resulting from simple changes to their approach.

There's no reason you can't do the same.

Always check your blindspots.