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

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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.

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By admin, May 28, 2008 12:27 pm

VP COMPENSATION is a hot topic.  For many people, Vice President is as high as they will go in their career.  When you are considering a new job, most people want to get all they can upfront.  They negotiate hard and leave nothing on the table. 

This is not the best strategy.  Compromise in some areas shows you are flexible and a team player.  If you play hardball and make hiring you difficult, the employer may just walk away.  How you negotiate is an indication of how you will behave when you are part of the team. 

Don’t be strident in your demainds; you are discussing budgets with people with whom you will work.  Pave the way for excellent work relations by listening to their point of view.  Be prepared.  Know what VP Compensation looks like in your geographic area and company type.   What your friends make in other companies is NOT a guide to what this particular company pays.

Be aware of tone of voice, facial expressions and any other subtle indications of reactions to your requests.  If you feel you have left too much on the table, tell the employer what you will do to earn the money and ask for a three month SALARY review.  Be specific with milestones and don’t forget to mention the resources you will need to achieve those goals.

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By admin, May 20, 2008 11:56 am

GET TO KNOW WHO YOU KNOW

Executive jobs are hard to find in the best of times; and executive job search in a recession is daunting.  Most executives have been so heads-down working long hours that when it is time to look for a job, they are bewildered at whom to call, who may be hiring and how to compete.

Many, to their profound disappointment, find their first response is to head directly to the $100,000 job boards.  Others just flounder.  As an alternative, executive jobs can be found by asking the right people the  right question.  Too obvious?  I have worked with executives in pursuit of a job for two decades, trust me when I say, it is not always that apparent to someone panicked by pending unemployment.

Let’s get to the point.  Most executive jobs are not posted in the newspaper or other media.  They are filled, primarily, by word of mouth especially during a recession because employers want to avoid the risk of hiring someone no one in their circle knows.  Your job is to find out who is spreading the word. 

Take for instance your current or most recent employer.  All the people who use to work for you are connections to possible leads.  All the people to whom you reported are absolutely resources to call on for leads and introductions to others who can tell you about jobs. 

And the most often missed, whether you are a Director or CEO, is the Board of Directors and the Investors.  They are the richest resource for new opportunities if you get on their radar.  These people know you, perhaps not the day to day work you did, but they do know the results.  And unless you were fired for cause, they have a vested interest in giving you an assist.  It is good PR and more importantly, especially the investors, these executives are always looking for excellent talent with whom to seed other companies on whose Boards they sit.

They are connected to a world of companies, not just your employer.  Leverage that connection and research all the other companies with which each Board Member and Investor is affiliated.  You will be surprised to see how long that list is.  So take heart, you know more people than you think.

OK, it sounds easier than it is.  Especially at a time when your most important asset, your self confidence is flagging.  That’s when you need the support of a job search coach.

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By thejobcoach, May 15, 2008 6:17 am

Executives and Technology Professionals conducting a Job Search are often seduced by the lure of easy access to Senior positions listed on Job Boards. It is entirely understandable…send in a resume for a monstrously wonderful job and sit back and wait for a telephone interview. When it doesn’t come, when in fact no acknowledgement at all is received, the candidate is often left demoralized. “How does this happen? I have great credentials and there is a good match. Why haven’t I heard back?”

Sadly, Executive positions listed on Job Boards are seldom active, real or the main resource for sourcing candidates. Most companies rely heavily on referrals. Job boards    are a last resort. And even then, one must ask why referrals didn’t provide the right candidate. Does the company’s community know something you don’t? Some companies leave old listings on Job Boards as advertisement for their growth.

Fact is, less than 1.5% of any Executive positions are filled through Job Boards. My advice? Don’t waste your time. Focus on finding referrals and introductions and make personal contact. Most Executive and certainly Technology Executives are hired by way of personal referrals.

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