Executive Search – It's Personal!

It is different from job search by managers and professionals because it is still personal. Executive recruiters from Associate to Partner, for example, still talk with sources, prospects and candidates. Hiring executives and Boards still meet with candidates face-to-face individually and in person or virtually by video – and eventually in person – as they fill unique, mission critical roles in the company. For those engaged in a job search, therefore, networking counts, relationships count, communication counts, and professional presentation counts. It also means that candidates must be articulate as to the value they bring and clear as to alignment with the needs of a particular company at a specific time.

Hiring of managers and professionals is diverging dramatically from executive search. It is increasingly technology-driven and initial screening outsourced to call centers or even chat bots. Recruiters connect with talent pools through social media and engage in conversations there, often in advance of having a specific opening. Tools such as AI-based selection, self-recorded video applications, and text-driven application systems are maturing. There is also increasing emphasis on pre-interview assessment testing and later on group and panel interviews, especially for high volume recruiting and mass hiring. 

Paula Asinof
Wharton MBA, CCM, NLPC
Yellow Brick Path Career Management
pasinof@asinof.com \ 214-526-8690

Build a Wider Network 

Regardless of your level, more than seventy percent of new positions materialize from networking. At the executive level, networking is a must. Career and executive development professionals know that approximately eighty percent of jobs are never posted. This is the hardest point to hit home with executives—especially those that hold long tenures with one company or industry. Vast networks in your own company or industry aren’t enough. You must widen your network outside of your comfort zone.

Although many executives are strong strategic business thinkers, that mindset tends to become dormant when it comes to marketing oneself. Naturally, we are our own worst critics, and it is difficult to know where to begin when it comes to an executive search—especially if you haven’t looked for a new position in a long time. You must build your network before you need it. Whether it is an idea, business partnership, or new role, opportunities come through people. Creating an effective, never-ending networking strategy is a critical key performance indicator.

Susan Barens
Career and Leadership Development Executive
Golden Ratio Coaching, Ltd.
coachbarens@gmail.com 
www.goldenratiocoaching.com 

Executive Job Search in Learning & Development

There are four components that make an executive job search stand out: 

• First, a professional seeking an executive role in the Learning and Development field should focus on communicating their philosophical beliefs concerning learning and development in addition to sharing their knowledge, skills, and abilities.
• Second, a traditional interview requires you to explain what your motivations are; whereas an executive interview requires you to explain how you lead and motivate others.
• Third, a resume or curriculum vitae used for an executive job search should start with your leadership style, highlight executive functioning skills, and focus on major organizational/industry related contributions and accomplishments.
• Fourth, an executive job search may be handled with a high level of discretion to protect both the company and the candidate.

Lakeisha Mathews, Owner
Certified Professional Career Coach & Resume Writer
Right Resumes & Career Coaching 
www.rightresumes.org
rightres@gmail.com

Executive Job Search as a Business Plan

Many executive clients have never conducted a comprehensive job search. Instead, they’ve been recruited into successive positions for ten, twenty, possibly thirty years.

Executives are more likely to be conducting a confidential job search and therefore must be strategic in how they approach their network.

As an executive, you understand the importance of writing a business plan to outline your objectives for the coming year. Much like a business plan, a job search plan lays the foundation for your ultimate success.

Taking the time to map out your plan now, will save time, and frustration in the future. In preparing for your job search now, you can ensure a smooth transition when the time comes for implementation.

You will be surprised how an effective job search strategy will shorten your time back into the market. And, as we are all aware, time is money. Save your money by reducing the time it takes you to get back to work.

Resources:

What every executive should know about how to stand out: http://www.mypromotion.ca/2016/04/what-every-executive-should-know-about-their-resume-how-to-stand-out-in-a-competitive-market/

Maureen McCann, BA, CCDP, MCRS, MCES, MCIS, MCCS
Promotion Career Solutions | www.mypromotion.ca

Know Your Point of View

We all know that it is imperative that an Executive/C-Suite resume showcase specific business accomplishments, however, with the increased emphasis on employee engagement and retaining top talent, the resume must demonstrate value-driven, trusting and authentic leadership. It is the differentiator in today’s world. This makes the Executive/C-Suite resume even more challenging to write and is beyond branding. It’s assumed that the business/technical skills of executive applicants are extraordinary, however, demonstrating authenticity and trustworthiness are hard to pinpoint. The resume writer needs to know more about the executive than just business skills, they must “get under the skin” of the executive, have them think deeply about why they want to move into the position, what are their beliefs, as Ken Blanchard relates, ask them to explain what their LPOV-Leadership Point of View is.

Pam McHugh, MA, SPHR/SHRM-SCP, CCMC
prmchugh22@gmail.com
410-215-1782

The Job Search Process

Job search at the executive or C-level is not any different from other professionals. A successful job search process has the same steps involved regardless of the level of position you are seeking to land.

First you need to identify your target organizations. You don’t even want to think about updating your resume until you know whom you’re writing it for.

Then you need to identify your personal brand and value. It’s an essential part of selling yourself, knowing how you uniquely can solve your target company’s problems.

Now you’re ready to update your personal marketing materials – resume, LinkedIn profile, cover letter, etc. so you can be ready for the critical step, NETWORKING.

Networking in any job search is essential, but even more so for an executive. Executive and C-level roles are not often publicized so you need to rely on your network (and recruiters) to uncover opportunities.

Finally all job seekers go through interviews. When you’re prepared to tell your brand story, answer the tough questions and ask the right ones you’ll surely be on your way to an offer.

Michelle Robin, NCRW, CPRW
Chief Career Brand Officer
Brand Your Career
www.brandyourcareer.com