Executive Job Hunters Are Missing the Mark
By Gordon Miller
I recently completed twelve months of in-depth research on
the U.S. job market for managers and executives. I wasn't
surprised to learn that over 35% of this group was seriously
considering switching jobs or making a career change. I was
astonished to discover that over 87% of the millions of
professionals wanting to make a move were still using the
same old, tired job search strategies.
The puzzling part for me centers on some basic realities.
Specifically, that we have a whole new set of rules that are
driving the current business environment, like; a significant
pull-back in our capital markets, an unpredictable economic
horizon, and the continued restructuring of how organizations
operate in this change-a-minute, hyper-competitive world.
Combine that information with what 300 CEO's told me - that
only 40% of their decision to hire managers and executives
is based on their education and experience (versus 80% ten
years ago) - and we clearly have further evidence that most
executives are missing the job search mark.
So why do job seeking executives resort to the tactics
they utilized ten or twenty years ago when the market forces
have changed so significantly since March 2000? My research
uncovered these answers;
-
Most managers and professionals have never had to look
for a job. Positions came to them via their network, executive
recruiters, and other sources.
-
They are very competent at their trade but are not up
to speed on what new strategies are effective in this
market.
It all seems to come down to this -- new times demand
new solutions. Successful organizations, for the most
part, can not sit still and rely on doing what has always
worked for them. Look at IBM, General Electric, and Wal-Mart.
They have all been dedicated to continuously changing their
model to be a market leader. The same is true for executives
who have been successful in finding a great new position or
in switching careers.
Here are the five actions they deployed to clearly differentiate
themselves from the competition;
1. Didn't take a numbers-game
approach to networking. Instead, they were very focused
and strategic on whom they connected with and how and when
they utilized those contacts.
2. Didn't consider every company
as a target. They established the criteria they would
judge opportunities on. It often involved only 5-10 firms.
3. Didn't stop with "public"
research on their targets. They went below the radar screen
and learned more about the company than many of the firm's
own employees knew.
4. Didn't rely on their education
and experience. They based their approach on a value proposition
enhancing idea.
5. Didn't prepare for an interview.
Instead, they envisioned the first meeting or phone conversation
as the platform to further discuss their ideas.
By challenging traditional job search strategies, executives
can give themselves a competitive advantage in our volatile
job market. They can change their job search brand from someone
"looking for a position" to a professional who clearly
understands the changing business environment and has the
vision and tools to move their next employer to the top.
Gordon Miller, Executive Career Coach
with Colorado Careers, is a workplace expert, an executive
coach, and best selling author.
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