Rita Ashley, Career Coach. Field tested advice for executives.

Comments (0)

By admin, July 19, 2008 3:15 pm

Bet you haven’t heard that before. But it is true. Except for vacations of key people (an easy work around), most companies have more time to interview; to hire. Later in the year, there are trade shows, conferences and all sorts of crash mode product deadlines to consider.

For companies whose fiscal year starts in June, summer is prime time for hiring. Money is available and the new org chart has just been created.

But the key reason summer is the best time to look for an Executive or Technology Professional job is because other people aren’t. Those who are considering a job change typically wait until September to begin their efforts; you have less competition.

One of my recent clients began his search in January but it wasn’t until May that the interviews were offered and June saw seven very real opportunities where he was one of three or four candidates. And each company signaled they wanted to move quickly.

You have to like those odds. He laid the groundwork in the preceding months and reaped the rewards when people he had contacted for leads began to email him about openings they just now heard about.

So let’s keep this secret to ourselves so you can keep competition to a minimum and find those hiring companies eager to have someone in place before all that craziness of September begins.

PS: Missed the summer hiring window? The holidays are also excellent for landing a job. Most folks are in town, relaxed and ready to spend that last dime left in the budget before the company’s new fiscal year begins.

Ready to amp up your job search? Download Job Search Debugged The Insider’s Guide for Executives and Technology Professionals. www.jobsearchdebugged.com.

Need help in your search? Contact the Coach at jobsearchdebugged dot com for Coaching options.

For Job Search Tools, Click here:

Bookmark It

Hide Sites

Comments (0)

By admin, July 8, 2008 3:56 pm

KNOW WHEN TO SAY NO TO A JOB OFFER

There is nothing like receiving a job offer or interview opportunity after a dry spell to cloud your vision. You used the right interview questions and you listened to the corporate sales pitch knowing it was just that. Yet you jump at the chance to take the wrong job seriously.

Do you know what the wrong job looks like? How do you spot the red flags when you are completely focused on the outcome?  Create a Go/No-Go list before you even begin your job search.

The list includes the basics like minimum compensation you will accept and location. But it should also cover all variables relevant to a job. Imagine the job in six months. The thrill of the increased compensation is worn off, now what is important to you?  Everything you feel is critical to your success and comfort belongs on the list including senior management track record.

Once you have created your list, you have to use it. If you are willing to accept an opportunity that doesn’t conform to your list, the item must be removed from the list or you must pass on the job.

But how do you spot the red flags?  Most companies hope to dull your senses with glowing reports of their growth, ease of getting things done or prospects for your employment. You are considering where you will spend the next four or five years of your professional life and with whom.  Evaluate the company as if you were planning to invest $50,000. If what you learn tells you it is a good investment, go forward. If not, take my favorite Monty Python advice, “Run Away.”

Bookmark It

Hide Sites

Comments (0)

By admin, July 8, 2008 3:30 pm

HOW EXCUTIVES DISCOVER IF THE JOB OFFER IS FROM AN EMPLOYER THAT FITS

How do you know your prospective employer is the right employer for you?  When you interview, everyone is in “sales” mode to keep you interested in working for the company.  Even if they tell you about challenges, they don’t tell you the real downside to working there and every company has them.

Why is finding out the dirt so important, especially to an Executive or Technology Professional? Your career/resume are sacred. If you show several short term stints you rob your credentials of valuable currency. Employers want to see staying power. They want to know you have lived through the results of your decisions.

Most people change jobs for reasons other than money. Which means vetting your prospective employer is vastly more important than negotiating every last dime. 

So how are you to get past the sales pitch and learn what the company is really like? An even bigger challenge if you are not a local. Talk to the techies. Once you are in serious consideration for an opportunity, ask to talk to the Q/A manager and the Customer Services manager. Want to really get the scoop? Talk to the customers, former customers and people who have left the company.

And don’t forget to take a look at glassdoor and other sites where employees comment on their employer confidentially. Don’t use them as the end all, only as an alert and guide for questions. Want to test the sites? See what people say about your current or most recent employers and do a reality check.

Since every company has a down-side, keep a pros and con list to provide balance in your decision. And also consult your Go/No-go list to make sure none of the concerns rule this employer out of consideration.

For detailed support for your search, purchase Job Search Debugged, Insider’s Guide to Job Search.  For highly targeted and personalized guidance with your job search, consider Job Search Coaching.

Bookmark It

Hide Sites

Comments (0)

By admin, July 1, 2008 3:35 pm

WHAT DO YOU DO ONCE YOU HAVE THE NAME OF SOMEONE WHO CAN FURNISH LEADS?

Ah, the travails of Networking.  As an Executive in Job Search Mode, you know the importance of networking to find leads to jobs, establish champions to your cause and generate more introductions.  And now that you have names of people who can point you in the right direction, what do you say to them?

Many a tongue-tied Executive has wasted an important contact because they did not convey the right message.  “I am looking for a job, do you know who is hiring?” is not the right message. 

Let’s say you are introduced to an investor and your goal is a VP spot with an early stage company.  After the pleasantries, tell the individual what you need.  Your message can take many forms depending on your style, “How would you get in front of companies if you were me?” could work to get the conversation started.

But let’s back up.  If you want the person to respond with names of companies or people who have openings, give an example of the kinds of companies in which you’d be most interested.  “I like what I see about Cosmos because they have seasoned management with an excellent early stage company track record.  Perhaps you know others like Cosmos in need of a Technology Executive with experience bringing order into chaos.” 

You can see how asking for something definable may get the response you need.  Here are a few other possibilites: 

Who are the people I need to know to get introduced to Cosmos, Google and Maple? 

What are you seeing out there that could be a strong play for a tech exec with my background?

Who would you contact if you were looking for a job in the Wireless industry in town?

I like what I hear about ABC.  They appear to value their employees and promote from within.  Are there other companies like that for which you can provide introductions?

Brad Pitt introduced me to George Clooney who gave me excellent introductions to investors.  Do you know others who can provide similar introductions for the Angel community?

Get creative with your requests and always supply an example to guide the person on the exact deliverable.   You will find your time better spent and the person who referred you will feel they accomplished what you needed: A true win-win.

For detailed support for your search, purchase Job Search Debugged, Insider’s Guide to Job Search.  For highly targeted and personalized guidance with your job search, consider Job Search Coaching.

Bookmark It

Hide Sites