Question: Would you be interested in an
executive job search system that would guarantee feedback so you can improve your results?
Answer: Of course you would.
In this article, I share with you the top three mistakes
every $100K+ executive makes when looking for job leads. I also show you how to change
your job hunting approach so that you can measure your results every step of the way.
Mistake #1: Using the Wrong Executive Job Search Model
Most $100K+ executives, when looking for their next career
opportunity, fall back into old models that were learned early in their careers. This is
often presented by an outplacement firm that still holds onto the classic lead-generation
approach and it includes these elements:
1. Create a list of target companies that you would want to
work for,
2. Contact your network to find people who work for those companies currently,
3. Call your network and ask for an "informational interview," and
4. Continue the process until you find a position.
But there are real problems with this approach.
- First, this entails using a "front-door"
approach, and there are many gatekeepers whose responsibilities include keeping you out.
- Second, many executives abandon their networks after a
while. And, many of those in their network that are actually active are just peers.
Regardless of how well intentioned they are, peers are often unable (or unwilling) to help
you.
- Third, the informational interview approach is
practically dead. Although your network may want to give you ten minutes of their time, in
most cases they simply can't afford to accommodate you. I know that if I granted every
informational interview request that was asked of me, I'd have no time to do my real job!
What is the answer to this traditional model of finding a
job?
The Solution: Use a New Executive Job Search Model
The model I suggest using when looking for your next
C-Level executive position is the one I teach in my MarketOne™ Executive system. It
moves you from an "activity-based" approach that the traditional model employs
to a "synergistic-positioning" approach that:
1. Positions you as a top thought leader in your industry
2. Leverages your current job, network and career for greater momentum
3. Utilizes marketing and sales strategies to turn strangers into interested parties.
Mistake #2: Not Having an Effective Executive Job Search
Message
The next mistake most $100K executives make is how they
design their value proposition presentation – both in print and in person.
Traditionally, we are taught to pull out our old resume, dust it off with a few new bullet
points that list new achievements and Adding in our last employer and job title. The
executive summary (and thereby the elevator pitch) is a fluff piece that focuses on the
most recent achievement using flowery words in hopes of impressing and wowing their next
potential employer.
The problem is that the pitch is boring, flat and it sounds
like everyone else's pitch.
In marketing terms, you are part of the cacophony of noise
that will not get you noticed. And this will not get an interview. You haven't defined a
compelling message that engages, excites and resonates with anyone – not even a
recruiter!
The Solution: Shift Your Message
You want to present yourself as a top talent that brings
thought leadership to a company. You want to show how you will propel that company to its
future. I call that message "potential."
Potential is THE question that is asked when CEOs and
Boards of Directors are looking to bring on top talent. It is the difference between one
candidate over the other. I can't tell you how often a CEO has turned to me and asked,
"Which one of the two or three Vice President candidates has the greatest potential
for our firm?"
To show your potential you must shift your presentation to
your audience instead of you! You must show your potential employers what's in it for
them!
Mistake #3: Using the Wrong Executive Job Search Method
The third and BIGGEST mistake most $100K executive make in
finding job leads is using the wrong method. Without a system or plan, the current wisdom
is to contact everyone (again, without a message that is compelling or interesting) and
blast their resume to everyone they know. Then the follow-up is to (embarrassingly) ask if
the person they are contacting knows of any openings. If the answer is "no,"
then that's where it ends.
Unfortunately, that can keep an executive out of a job for
a long, long time.
What's the answer?
The Solution: Develop a Measurable, Systematic Game Plan
You need to develop a systematic game plan that creates
metrics and benchmarks so that improvement can be made along the way. This is the only way
your job search campaign will create results!
Most $100K+ executives would never launch a new product,
service without a clear system.
Why shouldn't our $100K+ job search campaign have the same
focus?
By simply fixing these three BIG executive job search
mistakes, you will find your next C-Level executive position A LOT quicker – even
during a global recession. |
