Posts tagged: six figure job
Executive employment is not a mystery yet candidates sometimes miss the point. They get so wound up on ‘what I have to offer’ they miss what companies ‘buy.’
Companies hire people to maximize revenue and profitability. No matter how it is dressed up, no matter how we protest, regardless of the niche, the bottom line is the bottom line. We talk about growing a company, succeeding in our space, becoming the standard, beating the competition and releasing new products, but the true desired outcomes are revenue generation and profitability. Continue reading 'Why will I get hired?'»
Win the hearts of executive-level candidates. Grow your stable of executives and make more placements.
The Jobsguy, Steve Fienberg, a revered employment advisor wrote an oft RTd article on 12 sure fire ways to a recruiter’s heart. The article is well written and worth a read. [See the comments section for Steve's thoughts on this post.]
Now for the other side of the coin. Assume for this post that I am a successful executive whom you are attempting to recruit and with whom you want to build a relationship. Executives, use this as a road map to managing your relationship with recruiters. Recruiters, endear yourself to the best candidates: Here’s how.
1. Identify yourself when you contact me. Don’t ask how am I or other empty questions. Tell me your name, company, intention and contact information straight away.
2. Identify your client. Don’t be cagey with me. I need to know if your client is a company I can work for. Is it against my non-compete? Have I already been introduced? Is there another recruiter representing me there? So many reasons for me to know up front who the client is.
Afraid I will go around you? Don’t be. I am experienced and have used recruiters to locate my own staffs. I value quality representation and know your client invited you to represent only the best and if you decide to represent me, I have a leg up. If you ask me to consider a life-changing event with you as my representative and want me to trust you, you must trust me as well. Continue reading '12 sure fire ways to a candidate’s heart.'»
Bill Witherspoon, founder of The Sky Factory thinks he created a perfect company. Is there such a thing or is this just pride and arrogance? Bill founded the company by accident and as long as he was doing it, he put his own vision of a perfect company on the culture. He was the founder of another company years ago and he believes he learned from that singular experience. But isn’t the creation of a perfect company the intention of any founder?
Did not Jeff Bezos or Steve Jobs feel they had founded the perfect companies when they started? Did IBM founder, Tom Watson, start his venture thinking, “I think I will create a less than perfect company.” Was it not a personal vision for all to create companies where people wanted to work? And did they not each select a different version of that perfect company? Continue reading 'Is there a Perfect Company?'»
Don’t say “no.” Say “Thanks for thinking of me. Here’s what I’d say yes to.”
It happens a lot. Recruiters contact prospective candidates for the wrong job. Often it is because they are fishing for leads or just don’t know how to read a resume. But sometimes, it is a recruiter with whom you want to have a decent relationship. And you don’t want to turn them away with a resounding, ‘no,’ you only want to educate them.
Or, it is an internal recruiter from a company with which you do want to work. It’s clear the recruiter just used a few key words to find your resume in their data base or worse, believes your success leading teams of 40+ is perfect for the first line management role she is chartered to fill. So, what’s a candidate to do? Don’t say “no.” It is negative and blocks further communications, instantly. In fact, the recruiter just stops listening and works hard to get off the phone as fast as possible once “no” is uttered. Continue reading 'How to say no to a recruiter'»
And how to avoid them.
Don’t say these things. You know it is true and your frustration is apparent. If you say it out loud, you make it true.
- Job Market is very bad.
- There aren’t a lot of jobs out there at my level.
- I have been looking for quite some time with little results.
- It’s hard to get interviews. I am relieved to have this one.
No one wants to hire a loser. If you make comments like these, that’s exactly how you sound. The folks interviewing you may be friendly, but they are not your friends. Do not confide your frustration. When they ask about how your job search is going, and they may, say instead:
- I am delighted and surprised to see how willing people are to help.
- I am meeting many new people and find networking invigorating.
- There are openings, all those products still need to get created, marketed and sold.
- I like that companies are being very careful in who they hire. It makes good business sense.
People hire positive, high-energy executives. Come across carrying a cup half full. Discuss challenges and solutions, not problems. And most assuredly, ask for the job.
Do you know why you are still unemployed?
The statistics are horrible. Over 10% unemployment. Consultants and executives who have ‘aged out’ of the unemployment roles are not included. Entrepreneurs who don’t qualify and interns who don’t find paid work are not included. So the number is a lot higher than the statistic reports.
And it is those very executives and consultants who feed the economy. Laborers and hourly people don’t feed the beast. We must get middle managers and executives back to work and spending money. Short sales and bankruptcies are still occurring with wretched frequency. It is those in six figure jobs who fuel the economy.
My solution? Revitalize the job search. Learn how to do it right. Stop doing what isn’t working. I see executives uncovering great leads but shooting themselves in the foot with poor process or blind belief in job search myths.
One sad fellow called me because he had been on five interviews with five different companies and never made it to the second round. After talking to him for just a few minutes, I knew why. He couldn’t stop talking.
His desperation was palpable. He wanted to make sure I knew every possible thing about him in case some one thing would trigger my response to hire him. I couldn’t even get in a word to tell him I don’t hire people.
He sent me a resume and asked if my clients were hiring. Bad. Very bad. He didn’t even know what I do. He just sent out blind and random emails with his resume with no regard for the recipient. His was not the first inquiry that assumed I am a recruiter or hiring manager. Continue reading 'Interview but no offer?'»