Save Your Money: Market Yourself and Land a New Executive Position
Five tips show you how.
September 22, 2011
Last week I addressed ad-hoc questions during a job-search webinar attended by almost 40 senior-level executives seeking new jobs. The expected inquiries came up about cover letters, résumés, external recruiters, the job market, employer preferences and career-marketing firms. The participants were a very well-educated group, all members of a senior executive-networking organization. While I would label this a sophisticated audience, few seemed to feel confident about their job-searching skills and blamed the current job market for their lengthy time in transition. Over and over again, I heard that traditional job searching (which had been always effective in the past,) was not producing results and running their campaigns as they had in the past relying on recruiters to call or résumé submissions to generate interviews was almost worthless. So what were they to do? How should they look for new executive jobs?
In the past, job searching best practices included mastering the art of preparing a strong, meticulously edited résumé and submitting it to employers properly, waiting to be called for an interview patiently and presuming that if there was a match, there would be an offer. It was just a matter of time or a numbers game before everything fell smoothly into place again.
All that has changed and not just because of the Internet taking over the job market, but also the recession and demographics have had a profound impact and revolutionized job search best practices. If you are still relying on your résumé to open doors to new opportunities and that once you have landed, job searching is behind you, then you are sadly mistaken. Here are a few pointers to help you be a more enlightened (permanent) candidate.
While te chnically, people still “apply” for a job, more often than not, the job offer is extended first to someone who was recommended by an insider. Therefore, it is critical to develop and maintain connections. Think about this from the hiring decision-maker’s perspective: Wouldn’t you prefer to hire someone who comes recommended than to screen umpteem strangers, especially when you know that a résumé often is not an accurate representation of how the new person will adapt to and perform as a member of your team?
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Debra Feldman is the JobWhiz(TM), a nationally recognized expert who designs and personally implements swift, strategic and customized senior level executive job search campaigns, banishing barriers that prevent immediate success. Her gift for Networking Purposefully(TM) and expediting stalled job searches connects candidates directly to decision makers, not HR. Learn more about her groundbreaking techniques that compress job searches from months into weeks leveraging online visibility and maximizing traditional techniques.
© 2011, Debra Feldman.