If you’re an executive and you’re considering a job or career move, here’s an executive career tip that can make a lot of sense for you. Private outplacement could make a huge difference in your future.
You’re probably familiar with corporate outplacement. Back in the day it was an exit benefit that soon appeared on everyone’s wish list. But that was back when an executive could count on some of the old fashioned job search methods to work with some predictability.
But then came the 21st Century, 911 and Katrina. And a lot of things changed. You know what I mean. You have probably been part of driving those changes. For example, employment expectations changed. Decision-makers began looking for more than a good resume when they were making a hiring decision.
They wanted to know very specifically what a prospective employee would bring to the table that could make a difference going forward. They were less interested in what someone did for someone else. They wanted to see whether a fresh executive employee could be a contributing member of the team.
If that became something of an expectation for entry or mid-level employees, then an executive career tip would be to expect double for a senior or executive level prospect. The only trouble was that corporate outplacement providers failed to keep up with the times and expectations.
So many outgoing executives have been subjected to weeks and months of job search because they’ve been following rigid last century rules. They’re in programs that focus on their resume and it’s distribution through online services, emails, regular mail, executive recruiters and even advertised openings. And then they’re subjected endless exercises in interviewing techniques, dress codes, negotiations, etc.
The one thing corporate outplacement seems to be unable to do is get you in front of the one targeted person who can make a hiring decision about you. That’s where you can represent yourself, not hat in hand looking for a job, but as a fellow executive with a carefully thought-out proposal demonstrating you’ve taken the time to learn about the directions the organization is moving in.
So, the executive career tip I want to leave you with is to explore the advantages of private outplacement.
In a world class private outplacement service you’re not subjected to endless rehearsals and all the hoopla allegedly aimed at preparing you to interview. The facts of life are, if you don’t have a way to get in front of the person who will be you next boss-- you’re out!
That requires a step-by-step plan of action that doesn’t begin with a resume and all kinds of classes in dress, interviewing and negotiations. Or psychological test and career profile studies. All that may be interesting, but it doesn’t get you a job. Private outplacement isn’t beholden to the pressures of the corporate client who, after all, is paying the bill. And you’re not a victim of the constraints of the corporate outplacement provider who is more concerned with the program than the results.
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
Monday, June 23, 2008
Executive Hot Careers For The Future . . . 3 Most Promising Growth Areas
If you’re an executive wannable and you’re looking around for the executive hot careers of the 21st Century, then you’ll want to explore three of the most promising areas of growth.
Now, maybe you’re saying, “I don’t have any experience in these areas. So how can I find a job there?”
Well, that might make sense if you’re using old-fashioned job search techniques that were terrific in the last century. But if you understand that today’s employers are much more interested in what are called your “transferable skills” then you’ll see how the doors are open to al lot more opportunities than you may have thought.
Very simply, your transferable skills are those capabilities, personal assets, strengths and experiences that transcend your work history. They describe the critical qualities of your performance that are so attractive to employers.
For example, your leadership skills, or your motivational expertise . . . or your experience of other cultures or your ability to manage business downturns as well as upswings . . . these and the dozen other transferable skills you possess give you an extraordinary portfolio that work with any of the executive hot careers. It will be very attractive to employers--provided you’re willing and able to market yourself skillfully.
So, what are these executive hot careers that show the most promising growth for the foreseeable future (as reported in Parade Magazine)?
1. Information Technology. We live in an economy that relies technology professionals who can design, develop and maintain computer systems. For example, CIO’s are commanding salaries in the 200-300K range. And even systems analysts are making more than 91K
2. Law. Lawyers are in high demand un areas including intellectual property, corporate law and litigation. First year attorneys are starting out in the range of 73K to $140K depending on the size of the firm. Legal support workers are finding jobs plentiful and salaries healthy, too. For example, legal librarians make as much as $70K while calendar clerks can make up to $47K
3. Internet. The rapid growth of the internet is fertile ground for executive hot careers. There’s a boom in online media jobs. A creative director, responsible for website content and presentation can attract a salary in the $80K to $120K range. On the business side, advertising salespeople are earning up to $103K.
OK. These executive hot careers may not be for everybody. But hopefully you’ll understand that where there’s this kind of explosive growth in these executive hot careers there are opportunities. That means if you can look past he rigid job qualifications and see where your transferable skills will be attractive, you can open up a whole new range of opportunities.
CLICK HERE to enter The Executive Suite. Discover exciting private executive outplacement strategies and career advancement techniques. Sign up for a FREE live professional consultation!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
Now, maybe you’re saying, “I don’t have any experience in these areas. So how can I find a job there?”
Well, that might make sense if you’re using old-fashioned job search techniques that were terrific in the last century. But if you understand that today’s employers are much more interested in what are called your “transferable skills” then you’ll see how the doors are open to al lot more opportunities than you may have thought.
Very simply, your transferable skills are those capabilities, personal assets, strengths and experiences that transcend your work history. They describe the critical qualities of your performance that are so attractive to employers.
For example, your leadership skills, or your motivational expertise . . . or your experience of other cultures or your ability to manage business downturns as well as upswings . . . these and the dozen other transferable skills you possess give you an extraordinary portfolio that work with any of the executive hot careers. It will be very attractive to employers--provided you’re willing and able to market yourself skillfully.
So, what are these executive hot careers that show the most promising growth for the foreseeable future (as reported in Parade Magazine)?
1. Information Technology. We live in an economy that relies technology professionals who can design, develop and maintain computer systems. For example, CIO’s are commanding salaries in the 200-300K range. And even systems analysts are making more than 91K
2. Law. Lawyers are in high demand un areas including intellectual property, corporate law and litigation. First year attorneys are starting out in the range of 73K to $140K depending on the size of the firm. Legal support workers are finding jobs plentiful and salaries healthy, too. For example, legal librarians make as much as $70K while calendar clerks can make up to $47K
3. Internet. The rapid growth of the internet is fertile ground for executive hot careers. There’s a boom in online media jobs. A creative director, responsible for website content and presentation can attract a salary in the $80K to $120K range. On the business side, advertising salespeople are earning up to $103K.
OK. These executive hot careers may not be for everybody. But hopefully you’ll understand that where there’s this kind of explosive growth in these executive hot careers there are opportunities. That means if you can look past he rigid job qualifications and see where your transferable skills will be attractive, you can open up a whole new range of opportunities.
CLICK HERE to enter The Executive Suite. Discover exciting private executive outplacement strategies and career advancement techniques. Sign up for a FREE live professional consultation!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
Friday, June 13, 2008
Dress To Win . . . How Executive Job Search Clothes Can Make A HUGE Difference!
At your level looking good is critical to your success.
Executive job search clothes establish your image in a memorable way. Remember, an employer is not going to make a decision about you while you’re sitting in front of him/her. An employer has to depend on the memory of you. You want it to be outstanding.
We’ve often said that running job campaign is like running a small business. You’re the product. The employer is the buyer. Your executive job search clothes are the packaging. It must be attractive and memorable.
For example, according to Dorothy Waldt, a recruiter with CTPartners, women don’t realize how often a tight shirt or low neckline can come across as seductive. People who meet them are likely to assume the sexual innuendo is intentional.
It’s harder for men to dress inappropriately. But they do. Being sloppy with untucked or wrinkled shirts can create negative impression. So can wearing a gaudy sports watch to a staid interview.
Doing research on the company and on the hiring decision-maker is essential to your interviewing success. An employer wants to feel that wanting being part of the team means that you’ve taken the time to learn about corporate needs and future growth plans.
But, your research should also include appropriate executive job search clothes. In other words, you have to uncover the company’s fashion ethos, so you can wear executive job search clothes that fit into the corporate culture.
Remember, the more an employer perceives you as a member of the team, the better you chances of getting an offer. You may want to call the hiring manager’s assistant or ask a recruiter to determine what corporate expectations are.
One easy way to get an idea of what appropriate executive job search clothes should look like is to observe how politicians dress. Most of them a e pretty savvy about how to flash messages with clothing. After all, much of their appeal to their constituency depends on looking authoritative but personable.
Ann Marie Sabath, a business etiquette consultant, advises investing in a good watch, wearing pants with creases. Men should have their shirts professionally laundered with a crisp collar. “A collar projects authority,” says Sabath. She further advises hat men button one or two jacket buttons when standing in order to look neat and well-assembled.
As for women, Hillary Clinton has offered some elegant but comfortable and accepted executive job search clothes expertise. Her dark suit hit the nice-but-not-loud note that signals we’re supposed to be paying attention to her brain, not her designer.
All this points to the need to be sophisticated and well-informed about the expectations of the 21st Century executive job market. If you haven’t been in the market for a while, you need to catch up before you enter.
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Executive job search clothes establish your image in a memorable way. Remember, an employer is not going to make a decision about you while you’re sitting in front of him/her. An employer has to depend on the memory of you. You want it to be outstanding.
We’ve often said that running job campaign is like running a small business. You’re the product. The employer is the buyer. Your executive job search clothes are the packaging. It must be attractive and memorable.
For example, according to Dorothy Waldt, a recruiter with CTPartners, women don’t realize how often a tight shirt or low neckline can come across as seductive. People who meet them are likely to assume the sexual innuendo is intentional.
It’s harder for men to dress inappropriately. But they do. Being sloppy with untucked or wrinkled shirts can create negative impression. So can wearing a gaudy sports watch to a staid interview.
Doing research on the company and on the hiring decision-maker is essential to your interviewing success. An employer wants to feel that wanting being part of the team means that you’ve taken the time to learn about corporate needs and future growth plans.
But, your research should also include appropriate executive job search clothes. In other words, you have to uncover the company’s fashion ethos, so you can wear executive job search clothes that fit into the corporate culture.
Remember, the more an employer perceives you as a member of the team, the better you chances of getting an offer. You may want to call the hiring manager’s assistant or ask a recruiter to determine what corporate expectations are.
One easy way to get an idea of what appropriate executive job search clothes should look like is to observe how politicians dress. Most of them a e pretty savvy about how to flash messages with clothing. After all, much of their appeal to their constituency depends on looking authoritative but personable.
Ann Marie Sabath, a business etiquette consultant, advises investing in a good watch, wearing pants with creases. Men should have their shirts professionally laundered with a crisp collar. “A collar projects authority,” says Sabath. She further advises hat men button one or two jacket buttons when standing in order to look neat and well-assembled.
As for women, Hillary Clinton has offered some elegant but comfortable and accepted executive job search clothes expertise. Her dark suit hit the nice-but-not-loud note that signals we’re supposed to be paying attention to her brain, not her designer.
All this points to the need to be sophisticated and well-informed about the expectations of the 21st Century executive job market. If you haven’t been in the market for a while, you need to catch up before you enter.
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Tuesday, June 3, 2008
Your Executive Job Resume . . . The Biggest Mistake!
If you’re on an executive career path you already know that your executive job resume has to be above average. But what you do with it could be a big mistake!
OK. We’ve all been told that mass distributing your executive job resume is the way to go. Right? The theory goes like this . . . the more job resumes you can paper the market with, the better your chances are of getting a job.
You know, that approach actually used to work . . . back in the last century! You could count on the numbers eventually working for you with some predictability. But those days are gone forever. Different century. Different market.
Yet, it’s amazing to me how many executive job seekers hold on to the illusion that somehow I can make the executive job resume numbers work for me. It’s a crapshoot! It doesn’t work for you. And it doesn’t work the employers.
Here’s why.
From the employer’s side--employers today are much more sophisticated and require much more from a job candidate than a resume. No one is going to hire you based on your resume. Employers aren’t really interested in what you used to do for someone else. They want to see how you’re going to fit into their team. And they won’t learn that from your resume.
From the job candidate’s side--your million-dollar resume won’t even be seen by the person who makes the hiring decision. It’ll be screened by some personnel staffer or low level assistant. Along with hundreds of other resumes. When you submit a resume you’ve just put yourself right in the middle of the fiercest competition--right where you DON’T want to be!
So, what’s a serious executive job seeker to do, if a resume isn’t the way to go?
Well, the answer is . . . use an alternative job search strategy! One that gets you in front the person who’ll actually be making the hiring decision about you--but without requiring him/her to wade through all the competition to get to you.
For example, you approach your job search by targeting the precise companies you want to work for and then single out the exact decision-makers who could be your next boss. And then meet with him/her. Sounds like a great way to go, doesn’t it? I mean you have direct access to your next boss without any competition.
So the secret is how to do that.
You need a plan . . . a track to run on that will show you step-by-step how to correctly use your resume. You want to utilize a system that can have you meeting face-to-face with selected decision-makers in a matter of days. You can be entertaining a high-paying job offer in as little as two weeks!
So, abandon the notion of mass distributing your executive job resume and jump aboard one of the 21st Century private outplacement programs. You’ll be amazed at how fast you’ll see real results when you’re ready to abandon the old-fashioned ways of doing things!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
OK. We’ve all been told that mass distributing your executive job resume is the way to go. Right? The theory goes like this . . . the more job resumes you can paper the market with, the better your chances are of getting a job.
You know, that approach actually used to work . . . back in the last century! You could count on the numbers eventually working for you with some predictability. But those days are gone forever. Different century. Different market.
Yet, it’s amazing to me how many executive job seekers hold on to the illusion that somehow I can make the executive job resume numbers work for me. It’s a crapshoot! It doesn’t work for you. And it doesn’t work the employers.
Here’s why.
From the employer’s side--employers today are much more sophisticated and require much more from a job candidate than a resume. No one is going to hire you based on your resume. Employers aren’t really interested in what you used to do for someone else. They want to see how you’re going to fit into their team. And they won’t learn that from your resume.
From the job candidate’s side--your million-dollar resume won’t even be seen by the person who makes the hiring decision. It’ll be screened by some personnel staffer or low level assistant. Along with hundreds of other resumes. When you submit a resume you’ve just put yourself right in the middle of the fiercest competition--right where you DON’T want to be!
So, what’s a serious executive job seeker to do, if a resume isn’t the way to go?
Well, the answer is . . . use an alternative job search strategy! One that gets you in front the person who’ll actually be making the hiring decision about you--but without requiring him/her to wade through all the competition to get to you.
For example, you approach your job search by targeting the precise companies you want to work for and then single out the exact decision-makers who could be your next boss. And then meet with him/her. Sounds like a great way to go, doesn’t it? I mean you have direct access to your next boss without any competition.
So the secret is how to do that.
You need a plan . . . a track to run on that will show you step-by-step how to correctly use your resume. You want to utilize a system that can have you meeting face-to-face with selected decision-makers in a matter of days. You can be entertaining a high-paying job offer in as little as two weeks!
So, abandon the notion of mass distributing your executive job resume and jump aboard one of the 21st Century private outplacement programs. You’ll be amazed at how fast you’ll see real results when you’re ready to abandon the old-fashioned ways of doing things!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Hot Executive Job Search Secret . . . Find Amazing Opportunities On Blogs!
Of course you know what blogs are. But did you know they’re fast becoming the hottest executive job search secret?
It’s pretty exciting news. Because if you can master this simple executive job search strategy you can blow your competition out of the water! Here’s how.
First, you already know there are all kinds of traditional job search techniques. You’ve probably tried most of them. You know . . . like writing and rewriting a resume, mass distributing it to some job sites, emails and regular mail, answering lots of advertised openings, maybe contacting some recruiters.
If this is what you’ve been doing, then you also know it takes a lot of time to manage. And a lot more time while you wait for results which can often take weeks and months.
But there is a better way. And a lot faster! For example there are alternative job search strategies and non-traditional career advancement techniques. They’re called “alternative” and “non-traditional” because they bypass the old-fashioned traditional approaches in favor of strategies that are more consistent with the way employers make hiring decisions and the way executive jobs are offered in the 21st Century.
There are many exciting executive job search secret strategies. When you master these simple strategies you can be entertaining job offers in as little as two weeks.
One of these exciting alternative strategies is learning how to use blogs to identify organizations that are consistent with your job search goals. And even more specifically, discover the names of hiring decision-makers who could be your next boss.
It’s worth taking the time to sift through the amazing variety of blogs to find the gems that are loaded with industry-based news, information, tips, observations, philosophy, gossip and, yes, even jobs. Company blogs are often loaded with useful information about company expansion, new product development and introduction.
The reason this information is so useful is because it becomes the basis for targeting a selection of decision-makers you want to approach.
Another important executive job search secret is to understand your immediate goal is NOT to write and rewrite a resume. But to put together a portfolio of carefully thought out benefits you can bring to an organization going forward and answers to the hot-button issues an employer would like hear from someone he/she is interested in bringing on board as a member of the team.
So, don’t waste your time blowing your horn about what you used to do for someone else. Employers ultimately really don’t care. Instead, use the blogs to put together a proposal that shows very specifically how you can make a difference. When you do that, you will be light years ahead of your competition!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
It’s pretty exciting news. Because if you can master this simple executive job search strategy you can blow your competition out of the water! Here’s how.
First, you already know there are all kinds of traditional job search techniques. You’ve probably tried most of them. You know . . . like writing and rewriting a resume, mass distributing it to some job sites, emails and regular mail, answering lots of advertised openings, maybe contacting some recruiters.
If this is what you’ve been doing, then you also know it takes a lot of time to manage. And a lot more time while you wait for results which can often take weeks and months.
But there is a better way. And a lot faster! For example there are alternative job search strategies and non-traditional career advancement techniques. They’re called “alternative” and “non-traditional” because they bypass the old-fashioned traditional approaches in favor of strategies that are more consistent with the way employers make hiring decisions and the way executive jobs are offered in the 21st Century.
There are many exciting executive job search secret strategies. When you master these simple strategies you can be entertaining job offers in as little as two weeks.
One of these exciting alternative strategies is learning how to use blogs to identify organizations that are consistent with your job search goals. And even more specifically, discover the names of hiring decision-makers who could be your next boss.
It’s worth taking the time to sift through the amazing variety of blogs to find the gems that are loaded with industry-based news, information, tips, observations, philosophy, gossip and, yes, even jobs. Company blogs are often loaded with useful information about company expansion, new product development and introduction.
The reason this information is so useful is because it becomes the basis for targeting a selection of decision-makers you want to approach.
Another important executive job search secret is to understand your immediate goal is NOT to write and rewrite a resume. But to put together a portfolio of carefully thought out benefits you can bring to an organization going forward and answers to the hot-button issues an employer would like hear from someone he/she is interested in bringing on board as a member of the team.
So, don’t waste your time blowing your horn about what you used to do for someone else. Employers ultimately really don’t care. Instead, use the blogs to put together a proposal that shows very specifically how you can make a difference. When you do that, you will be light years ahead of your competition!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Saturday, May 31, 2008
The Executive Job Candidate . . . 5 Absolutely Essential Guidelines!
Meeting face-to-face between an executive job candidate and a prospective employer is where it all happens. And you thought all you needed was a good resume!
We’ve been saying for years that a resume is not going to get you a job. But what happens when you establish rapport and chemistry with a hiring decision-maker . . . well, that’s where all the action is.
The reason for that is very simple. No employer worth his/her salt is going to bring someone on board at your level who doesn’t fit into the team. An executive job candidate needs to understand that a prospective employer will make that decision based on a number of critical guidelines. These are listed in order of importance.
1. Sense of chemistry and rapport with the executive job candidate. In other words, a prospective employer has to feel some connection--not necessarily related to your job qualifications. Or, to put it another way, a prospective employer, at some level, has to like you.
2. A clear perception that you will productively fit into the team.
3. Assurance that you have the requisite skills and credentials to do the job.
4. Presentability. Remember, an employer has to show you around to his/her boss and colleagues. Therefore, you have to be able to represent his/her values. Prospective employers will look at you through the eyes of their colleagues.
5. Work history.
Now, these observations and 5 critical guidelines are based on interviews with hundreds of hiring decision-makers. To a person, they have told us that what you used to do for a previous employer (as outlined in your resume) has the lowest weight in their decision-making.
It makes sense. Put yourself in their shoes. You would want the confidence of knowing that your new employee fits in. That you feel good about him/her. And are proud to show off the new kid on the block.
None of that is going to be gained from a resume. Or, for that matter, from a routine, traditional interview where you sit passively and do your best to jump through all the hoops and answer all the questions correctly. These old-fashioned methods simply don’t provide a prospective employer with enough of the critical perceptions needed to make an intelligent hiring decision concerning an executive job candidate..
So, what’s the right way?
These questions can be answered if you follow a plan of action that walks you through the strategies necessary to get you into face-to-face meetings in a matter of days. Look, at your level it’s too important to wing it! You need an innovative approach that can have you entertaining job offers in as little as two weeks!
Doesn’t that beat the weeks and months you could spend as an executive job candidate doing it the old-fashioned way?
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
We’ve been saying for years that a resume is not going to get you a job. But what happens when you establish rapport and chemistry with a hiring decision-maker . . . well, that’s where all the action is.
The reason for that is very simple. No employer worth his/her salt is going to bring someone on board at your level who doesn’t fit into the team. An executive job candidate needs to understand that a prospective employer will make that decision based on a number of critical guidelines. These are listed in order of importance.
1. Sense of chemistry and rapport with the executive job candidate. In other words, a prospective employer has to feel some connection--not necessarily related to your job qualifications. Or, to put it another way, a prospective employer, at some level, has to like you.
2. A clear perception that you will productively fit into the team.
3. Assurance that you have the requisite skills and credentials to do the job.
4. Presentability. Remember, an employer has to show you around to his/her boss and colleagues. Therefore, you have to be able to represent his/her values. Prospective employers will look at you through the eyes of their colleagues.
5. Work history.
Now, these observations and 5 critical guidelines are based on interviews with hundreds of hiring decision-makers. To a person, they have told us that what you used to do for a previous employer (as outlined in your resume) has the lowest weight in their decision-making.
It makes sense. Put yourself in their shoes. You would want the confidence of knowing that your new employee fits in. That you feel good about him/her. And are proud to show off the new kid on the block.
None of that is going to be gained from a resume. Or, for that matter, from a routine, traditional interview where you sit passively and do your best to jump through all the hoops and answer all the questions correctly. These old-fashioned methods simply don’t provide a prospective employer with enough of the critical perceptions needed to make an intelligent hiring decision concerning an executive job candidate..
So, what’s the right way?
These questions can be answered if you follow a plan of action that walks you through the strategies necessary to get you into face-to-face meetings in a matter of days. Look, at your level it’s too important to wing it! You need an innovative approach that can have you entertaining job offers in as little as two weeks!
Doesn’t that beat the weeks and months you could spend as an executive job candidate doing it the old-fashioned way?
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
The Executive Interviewer Torture Chamber . . . How To Avoid It At All Costs!
Got an important executive interview lined up? Ready for what the executive interviewer is going to do to you? Your anxiety level is probably ratcheted up to “severe.”
Most executive job-seekers find interviewing intimidating. Some are absolutely petrified. And the more they dwell on it, the more frightened they become.
Of course there’s some common sense advice that hopefully can alleviate some of the pressure.
First, you have to realize that executive interviewers are not monsters or demons or torturers. They’re just people like you, holding down jobs. They’re folks playing parts in the real life drama we’re living. Secondly, you may be afraid of authority and loss of control. Realizing that can help dispel that fear.
Whatever it is you can psych yourself by affirming that you’re going to go in and play by the rules. That includes pulling out all the stops to become a winner. It also means that you don’t win every time. And if you don’t get the job at least you’ll walk away knowing that you gave it your best shot. Chances are you won’t make the same mistakes again.
But common sense advice doesn’t get job offers. This win/lose scenario with its encouraging recommendations for success is based on what we have called a “traditional” job search program. You know what I mean . . . you write and rewrite your resume; mass distribute it to plenty of job sites and
companies, dozens of “job openings” want ads, may be some agencies and recruiters. And then wait for the phone to ring . . . and the invitations from an executive interviewer.
Chances are those precious interviews are few and far between. You probably get discouraged waiting for the phone to ring. After while you rewrite your resume and repeat the process all over again.
If you do get an interview, it’s a “traditional” interview. That means you’ll initially be meeting with staff -level executive interviewers or lower-level assistants who will ask standard questions in an effort to screen you out. And you’ll be interviewing along with a lot of other candidates who are in competition with you.
If the interview gods are smiling on you, you may get booted upstairs to eventually meet face-to-face with the person who could be your next boss. Of course, by this time, the competition has intensified significantly.
It’s no wonder you think of executive interviewers as torturers. It’s no wonder your anxiety level has skyrocketed! But it doesn’t have to be that way.
If you follow an alternative job search plan you can bypass the whole resume/interview hoopla. You can avoid the executive interviewer death-trap where you’re appearing, hat in hand, before professional screeners. With a 21st Century plan of action you can get directly to the hiring decision-maker who’s going to make the ultimate decision about bringing you on board . . . and without all the competition.
So, there’s a way for someone at your level to bypass the traditional executive interviewer where you’re treated like a recent college grad. There’s a way for you to approach job search like an executive where you’re dealing with other decision-makers at your level. When you take this approach, you could be meeting face-to-face with your next boss in a matter of days. You could be entertaining job offers in as little as two weeks!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Most executive job-seekers find interviewing intimidating. Some are absolutely petrified. And the more they dwell on it, the more frightened they become.
Of course there’s some common sense advice that hopefully can alleviate some of the pressure.
First, you have to realize that executive interviewers are not monsters or demons or torturers. They’re just people like you, holding down jobs. They’re folks playing parts in the real life drama we’re living. Secondly, you may be afraid of authority and loss of control. Realizing that can help dispel that fear.
Whatever it is you can psych yourself by affirming that you’re going to go in and play by the rules. That includes pulling out all the stops to become a winner. It also means that you don’t win every time. And if you don’t get the job at least you’ll walk away knowing that you gave it your best shot. Chances are you won’t make the same mistakes again.
But common sense advice doesn’t get job offers. This win/lose scenario with its encouraging recommendations for success is based on what we have called a “traditional” job search program. You know what I mean . . . you write and rewrite your resume; mass distribute it to plenty of job sites and
companies, dozens of “job openings” want ads, may be some agencies and recruiters. And then wait for the phone to ring . . . and the invitations from an executive interviewer.
Chances are those precious interviews are few and far between. You probably get discouraged waiting for the phone to ring. After while you rewrite your resume and repeat the process all over again.
If you do get an interview, it’s a “traditional” interview. That means you’ll initially be meeting with staff -level executive interviewers or lower-level assistants who will ask standard questions in an effort to screen you out. And you’ll be interviewing along with a lot of other candidates who are in competition with you.
If the interview gods are smiling on you, you may get booted upstairs to eventually meet face-to-face with the person who could be your next boss. Of course, by this time, the competition has intensified significantly.
It’s no wonder you think of executive interviewers as torturers. It’s no wonder your anxiety level has skyrocketed! But it doesn’t have to be that way.
If you follow an alternative job search plan you can bypass the whole resume/interview hoopla. You can avoid the executive interviewer death-trap where you’re appearing, hat in hand, before professional screeners. With a 21st Century plan of action you can get directly to the hiring decision-maker who’s going to make the ultimate decision about bringing you on board . . . and without all the competition.
So, there’s a way for someone at your level to bypass the traditional executive interviewer where you’re treated like a recent college grad. There’s a way for you to approach job search like an executive where you’re dealing with other decision-makers at your level. When you take this approach, you could be meeting face-to-face with your next boss in a matter of days. You could be entertaining job offers in as little as two weeks!
Paul Bowley manages EEI, the world-class pioneer in private executive outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Tuesday, May 27, 2008
Executive Job Hunting . . . Run It Like A Business!
I came across a fascinating statistic recently. If you‘re executive job hunting, take notice! This is information you absolutely need to know. Here it is.
Robert Half Executive Director, Katherine Spencer, said in Certification Magazine that it’s estimated that between 70 and 80 percent of all jobs are filled by people who first heard about the position through word of mouth.
Kinda shoots holes in the whole notion that your resume gets you a job. The amazing thing is this information is not new. We discovered a long time ago that serious executive job hunting isn’t done with a resume. Why? Because today’s savvy employers rely on much more to make a hiring decision.
For example, they want to know that you’re interested enough in being part of the team that you’ve taken the time to learn something about the organization and its goals. They want to hear you discuss how you’re going to make a difference to their organization. Resumes can’t provide that information.
But the truly amazing part is that most executive job hunting candidates who have acquired a face-to-face meeting with a decision-maker who could be their next boss did so because some person intervened--not a resume. That intervention could be information or referral provided by a relative, friend, neighbor, religious or political leader, service club member, someone they do business with, etc.
Ms Spencer’s statistic should give serious pause to resume-dependent job seekers. The fact is that the most successful job hunters run their campaign like a small business. We discovered many years ago that the job market follows the same marketing rules as the business market.
You don’t seriously grow a business by shot gunning and mass distributing untargeted information randomly to lots of people in the hope that someone will buy what you’re selling. Businesses don’t do that if they want to stay in business. Or they’re willing to burn up their budget while waiting to see who calls in.
Businesses succeed through person-to-person contact. It’s called sales. And the same thing is true of executive job hunting. Resumes cannot provide a substitute for personal intervention. Nothing is going to happen for you based on a resume--unless you’ve got weeks and months to wait for results from this crapshoot.
But the good news is that a systematic approach that takes advantage of the real way the job market works can produce amazing results fast. Using powerful 21st Century strategies and techniques can accomplish the goal of getting you a job offer in a matter days instead of months.
Let’s be clear. Most executive jobs are ultimately obtained through word of mouth. When you follow a proven plan that takes a step-by-step approach using proven marketing techniques, you can get results almost immediately. In fact, you can be meeting face-to-face with your next boss in a matter of days. And entertaining a good job offer is as little as two weeks!
Paul Bowley manages EEI, the world-class pioneer in executive private outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Robert Half Executive Director, Katherine Spencer, said in Certification Magazine that it’s estimated that between 70 and 80 percent of all jobs are filled by people who first heard about the position through word of mouth.
Kinda shoots holes in the whole notion that your resume gets you a job. The amazing thing is this information is not new. We discovered a long time ago that serious executive job hunting isn’t done with a resume. Why? Because today’s savvy employers rely on much more to make a hiring decision.
For example, they want to know that you’re interested enough in being part of the team that you’ve taken the time to learn something about the organization and its goals. They want to hear you discuss how you’re going to make a difference to their organization. Resumes can’t provide that information.
But the truly amazing part is that most executive job hunting candidates who have acquired a face-to-face meeting with a decision-maker who could be their next boss did so because some person intervened--not a resume. That intervention could be information or referral provided by a relative, friend, neighbor, religious or political leader, service club member, someone they do business with, etc.
Ms Spencer’s statistic should give serious pause to resume-dependent job seekers. The fact is that the most successful job hunters run their campaign like a small business. We discovered many years ago that the job market follows the same marketing rules as the business market.
You don’t seriously grow a business by shot gunning and mass distributing untargeted information randomly to lots of people in the hope that someone will buy what you’re selling. Businesses don’t do that if they want to stay in business. Or they’re willing to burn up their budget while waiting to see who calls in.
Businesses succeed through person-to-person contact. It’s called sales. And the same thing is true of executive job hunting. Resumes cannot provide a substitute for personal intervention. Nothing is going to happen for you based on a resume--unless you’ve got weeks and months to wait for results from this crapshoot.
But the good news is that a systematic approach that takes advantage of the real way the job market works can produce amazing results fast. Using powerful 21st Century strategies and techniques can accomplish the goal of getting you a job offer in a matter days instead of months.
Let’s be clear. Most executive jobs are ultimately obtained through word of mouth. When you follow a proven plan that takes a step-by-step approach using proven marketing techniques, you can get results almost immediately. In fact, you can be meeting face-to-face with your next boss in a matter of days. And entertaining a good job offer is as little as two weeks!
Paul Bowley manages EEI, the world-class pioneer in executive private outplacement and career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Saturday, May 24, 2008
Executive Cover Letters . . . Reality Or Flim-Flam?
At your level, you’ve been told you MUST USE executive cover letters to succeed. You’ve also been told you DON’T NEED job search cover letters. What’s the story?
Let me approach this from two points of view. If you’re intent on conducting a “traditional” executive job campaign, then you want to seriously consider supplementing you resume with a cover letter. But don’t even bother if it’s going to be some kind of routine, photo-copy of a standard letter you concocted.
Why? Because employers receive thousands of them. These letters all say the same thing. And they get the same treatment that standard resumes get. Trashed!
Executive cover letters can be a valuable part of a traditional job campaign if they’re individually written with the reader in mind. An employer will respond positively to a letter that demonstrates the writer has taken the time to learn something about the organization and its needs. And if it looks, well, executive.
What’s more, if the letter contains a proposal that shows how the writer can resolve current issues or make a contribution to bottom line, then it may get an employer’s attention. You see, employers really don’t care a lot about what you used to do for someone else (which is what your work history is all about). But they can be very attentive to an obviously personalized executive-style letter that shows how the writer can quickly become part of the team.
This means you must do your homework and individualize your executive cover letters. Obviously that takes more time than a standard letter. But the response rate is significantly higher. And you avoid the disaster of mass distributing your letter and resume . . . and just hoping for the best.
Now, I told you there are two points of view. You have the option of conducting an alternative job search using non-traditional career advancement strategies. When you do, you avoid all the resume writing and distributing hoopla, and employ amazingly successful techniques that can have you entertaining job offers in as little as two weeks!
How can we guarantee those results? Well, can you abandon the old-fashioned job search methods that we’ve all been taught as the way to find a job . . . you know, the approach that can take weeks and months before you land a job? Are you ready to embrace new, innovative 21st Century alternative approaches? Why? Because you need a system that has rethought the whole job search process from the ground up.
If you can follow such a program, then you’ll join the thousands of executive job-seekers worldwide who have locked up high-paying jobs in as little as 14 days! And you’ll be meeting face-to-face with hiring decision-makers in a matter of days . . . without executive cover letters! The secret is to have a professional plan of action that can give you a track to run on.
Paul Bowley manages EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Let me approach this from two points of view. If you’re intent on conducting a “traditional” executive job campaign, then you want to seriously consider supplementing you resume with a cover letter. But don’t even bother if it’s going to be some kind of routine, photo-copy of a standard letter you concocted.
Why? Because employers receive thousands of them. These letters all say the same thing. And they get the same treatment that standard resumes get. Trashed!
Executive cover letters can be a valuable part of a traditional job campaign if they’re individually written with the reader in mind. An employer will respond positively to a letter that demonstrates the writer has taken the time to learn something about the organization and its needs. And if it looks, well, executive.
What’s more, if the letter contains a proposal that shows how the writer can resolve current issues or make a contribution to bottom line, then it may get an employer’s attention. You see, employers really don’t care a lot about what you used to do for someone else (which is what your work history is all about). But they can be very attentive to an obviously personalized executive-style letter that shows how the writer can quickly become part of the team.
This means you must do your homework and individualize your executive cover letters. Obviously that takes more time than a standard letter. But the response rate is significantly higher. And you avoid the disaster of mass distributing your letter and resume . . . and just hoping for the best.
Now, I told you there are two points of view. You have the option of conducting an alternative job search using non-traditional career advancement strategies. When you do, you avoid all the resume writing and distributing hoopla, and employ amazingly successful techniques that can have you entertaining job offers in as little as two weeks!
How can we guarantee those results? Well, can you abandon the old-fashioned job search methods that we’ve all been taught as the way to find a job . . . you know, the approach that can take weeks and months before you land a job? Are you ready to embrace new, innovative 21st Century alternative approaches? Why? Because you need a system that has rethought the whole job search process from the ground up.
If you can follow such a program, then you’ll join the thousands of executive job-seekers worldwide who have locked up high-paying jobs in as little as 14 days! And you’ll be meeting face-to-face with hiring decision-makers in a matter of days . . . without executive cover letters! The secret is to have a professional plan of action that can give you a track to run on.
Paul Bowley manages EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
Friday, May 23, 2008
The Executive Dead-End Job Dilemma . . . 5 Rules To Bail You Out!
You know it's time! It’s an executive dead-end job. You’ve gone about as far as you can go. It’s a much tougher realization for executives because there’s a lot more at stake. Still, you have to confront your situation honestly.
That’s a tough assessment and a challenging realization. No one likes to get to the point in their career or work history where they recognize they’re up against an executive dead-end job. But if you’ve come to that conclusion, it’s time to bite the bullet and get on with the rest of your career!
Here’s what you should do.
1. Reassess your strengths, capabilities and assets. Do not rely on your work history for this. Much of what you’ve gained and accomplished are what we call “transferable skills.”
This is the transcendent knowledge you’ve acquired which goes way beyond a job description. For example, skills like people managing, problem-solving, interpersonal dynamics, inventiveness, goal-orientation, loyalty, commitment, etc. In fact, these transferable skills are the ones an employer will be particularly interested in when you make your move. Studying them can also give you a sense of direction for your next job.
2. List what you want to get out of your next job. Remember, making a job decision is a two-way street. It’s not just about whether or not an employer decides to hire you. You need to be very clear in your own mind what will make you happy. And it’s not just money.
You need to consider a lot of other things that will advance your career and make you happy. For example, benefits, long-term career growth, opportunities for advancement, comfort level with the team, relationship with the boss, etc.
3. Do your homework. Before you make any job search decisions to get out of your executive dead-end job you want to get a feel for what’s out there. Use Google, trade publications, association directories, product directories, Chambers of Commerce, etc. to narrow down the kind of industry or organization you’d like to be part of. Review (but don’t answer) want ads to get a fix on whose hiring or growing in your area.
Start to single out the names of hiring decision-makers in those organizations. These are typically the people you would report to. You can find information about them online in such places as Who’s Who, a name search in local newspapers, business publications, etc.
4. Build your contact bank. Start immediately to list all the names of people you know who could be helpful to you . . . not to find you a job, but who could advise you, serve as a conduit to others, help you with defining your goals, share information about industries and companies you’re interested.
These names aren’t limited to friends, relatives, and neighbors. There are many others in your community who will be happy to assist you: religious leaders, business connections, your banker and financial advisor, political leaders, etc.
5. The last thing you want to do is think about putting together a resume. This should come at the very end of a thorough reassessment effort like we’ve been describing. Your resume can summarize what you’ve learned with the idea of representing who you are going forward . . . not what you used to do for someone else. Your resume will NOT get you a job. But it can serve as a useful recap of goals, capabilities and assets.
Now what? You want to meet the challenge of an executive dead-end job with a great job search plan. With a track to run on and a set of step-by-step directions, you can take advantage of some remarkable 21st Century strategies and techniques. With them, you could be entertaining a job offer in as little as 2 weeks!
Paul Bowley manages EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
That’s a tough assessment and a challenging realization. No one likes to get to the point in their career or work history where they recognize they’re up against an executive dead-end job. But if you’ve come to that conclusion, it’s time to bite the bullet and get on with the rest of your career!
Here’s what you should do.
1. Reassess your strengths, capabilities and assets. Do not rely on your work history for this. Much of what you’ve gained and accomplished are what we call “transferable skills.”
This is the transcendent knowledge you’ve acquired which goes way beyond a job description. For example, skills like people managing, problem-solving, interpersonal dynamics, inventiveness, goal-orientation, loyalty, commitment, etc. In fact, these transferable skills are the ones an employer will be particularly interested in when you make your move. Studying them can also give you a sense of direction for your next job.
2. List what you want to get out of your next job. Remember, making a job decision is a two-way street. It’s not just about whether or not an employer decides to hire you. You need to be very clear in your own mind what will make you happy. And it’s not just money.
You need to consider a lot of other things that will advance your career and make you happy. For example, benefits, long-term career growth, opportunities for advancement, comfort level with the team, relationship with the boss, etc.
3. Do your homework. Before you make any job search decisions to get out of your executive dead-end job you want to get a feel for what’s out there. Use Google, trade publications, association directories, product directories, Chambers of Commerce, etc. to narrow down the kind of industry or organization you’d like to be part of. Review (but don’t answer) want ads to get a fix on whose hiring or growing in your area.
Start to single out the names of hiring decision-makers in those organizations. These are typically the people you would report to. You can find information about them online in such places as Who’s Who, a name search in local newspapers, business publications, etc.
4. Build your contact bank. Start immediately to list all the names of people you know who could be helpful to you . . . not to find you a job, but who could advise you, serve as a conduit to others, help you with defining your goals, share information about industries and companies you’re interested.
These names aren’t limited to friends, relatives, and neighbors. There are many others in your community who will be happy to assist you: religious leaders, business connections, your banker and financial advisor, political leaders, etc.
5. The last thing you want to do is think about putting together a resume. This should come at the very end of a thorough reassessment effort like we’ve been describing. Your resume can summarize what you’ve learned with the idea of representing who you are going forward . . . not what you used to do for someone else. Your resume will NOT get you a job. But it can serve as a useful recap of goals, capabilities and assets.
Now what? You want to meet the challenge of an executive dead-end job with a great job search plan. With a track to run on and a set of step-by-step directions, you can take advantage of some remarkable 21st Century strategies and techniques. With them, you could be entertaining a job offer in as little as 2 weeks!
Paul Bowley manages EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Check out THE WORLD’S FASTEST JOB SEARCH SYSTEM! http://www.fastest-job-search.com
CLICK HERE to grab my stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!"
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