Archive for February, 2010

It’s not rocket science: Two positives don’t make a negative job search

Tuesday, February 23rd, 2010

“Your attitude, not your aptitude, determines your altitude.” Zig Zigler

OK so I decided to google some quotes for this blog and I found the most suitable one from someone I hadn’t heard of before last week. In fact this is just one quote from many others I could have chosen from him. What is patently obvious is that as a motivational speaker, Zig delivers a positive message in almost every sentence.

It not only exudes a positive message about what he is saying, it also exudes a positive message about him. He appears credible even though I don’t know anything about him.

Depending on the situation you find yourself in, it can be extremely difficult to be positive during a job search. I spoke to an executive yesterday who had been looking for a job for just over a year and I could tell, she didn’t even have to say it.

Throughout all aspects of your job search you must maintain a positive theme, from the positive (active) language you use in your CV to the positive message you’ll deliver at interview. You must take the monotony out of the search and look for any positive slants you can get from any introduction or job opportunity:

  • Give yourself a little time to get into a positive mindset for the search. The last thing you want to do is come across negatively especially as you will set the foundations of your network during the first few weeks of the search.
  • Look for the positives in any aspect of your career that you may perceive as negative, go through this diligently and you’ll avoid surprises at interview.
  • Research and understand not only the requirement but the company dynamic. Network, if you can, to find out if there is a particular issue that you are qualified to address or if there’s a particular reason the previous incumbent is vacating the position.
  • Adapt to the market and tailor your application to each position, bringing out the positive salient aspects of your career in your CV to meet their requirements.
  • Provide positive and quantifiable tangibles where possible not watery descriptions such as ‘driven’ ‘results oriented’ etc… anyone can claim this so you need to set yourself aside from the competition.In this market you need to work for the position otherwise the position won’t work for you.
  • Deliver a positive message about your job search at interview and avoid mentioning any negative experiences, give the impression that you have many irons in the fire.

This may seem obvious to some, however I want to hit home the importance of applying positive spin, negating the negatives to avoid any misconceived prejudices during your search.

I hope you have a productive week…

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    Bring order to a chaotic executive career

    Tuesday, February 16th, 2010

    Every week I talk to experienced executives that are struggling to receive any positive feedback on their CVs, let alone responses to applications.

    After reviewing their CV, there is often a recurring trend… chaotic presentation and formatting gives the impression of an unorganised executive and a poor communicator. If you can’t represent yourself effectively, how can you represent the client? Moreover, unstructured and confusing presentation will result in your audience missing the key salient points of your career.

    In fact, presentation is the key. It is key when delivering anything in business, whether it be a speech, a report, a product or a service; therefore it stands to reason that presentation is key to communicate tangibles and achievements, as well as positive spin!

    More often than not, it’s easier to start again – CVs can be added to and redrafted so much over time, just slotting in your latest experience can tip the balance.

    Keep it simple, with subtle formatting; use bullets sparingly to maximise their effectiveness and don’t overcrowd your sentences/ paragraphs with too much information otherwise the important points will be missed.

    If you’d like to speak to an experienced career consultant about the presentation of your CV or any other aspect of your CV, please go to executive-i.com for details on our popular premium service.

    I hope you have a productive week…

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    Whatta mistaka to maka!

    Tuesday, February 9th, 2010

    When first deliberating the make up of this blog I was determined to avoid providing the same old “Top 5″ or “Top 10″ lists however I’m finding it difficult to avoid running down some “Mistakes to avoid” following a consult I conducted last week.

    In fact I come across examples most weeks – the executive job search can be a laborious process and bad habits can creep in; the longer the search goes on the more important it it to freshen up the process, avoid basic errors that can prejudice your search and, as we touched on last week, work with your contacts to positively impact on your search.

    Omitting key information

    Whilst the inclusion of too much information can dilute the message, if you choose to omit information – including important details that you feel may rule you out – be aware that this can be to the detriment of trust, can scar your relationship with your consultant and can waste everyone’s time including your own.

    Spam applications

    It’s important to keep a fairly regular dialogue with your contacts but there is a fine line between keeping them warm and receiving a restraining order! Companies track applications and applicants, recruiters will keep your details on file and the market can be incestuous. They will most likely have searched their database for applicable suitors before they advertise and will not need reminding every day – it looks desperate and you won’t be remembered in a favourable light.

    Quality control

    Make sure you apply to jobs in relevant disciplines and markets or that use transferable skills, especially in this market. It will not only focus your mind and ensure you put the necessary energy into each application but it will save everybodys time and energy and avoids the perception of ‘hit and hope’, keeping your integrity intact.

    Mass mailouts/ speculative applications

    Opening up your network is an absolute necessity to build up leads, however this must be done in a measured fashion. Sending mass emails to every recruiter under the sun can impact greatly on your marketability – why would a recruiter put time into your career if you’re known to every competitor under the sun. You must maintain the perception of exclusivity and professionalism – tailoring your approaches will not only make the recruiter feel valued but it will ensure you get the maximum feedback – why not pick up the phone.

    Don’t burn your bridges

    This can be an extremely frustrating process for the jobseeker but also for the recruiter. Assignments can be shelved for no good reason, recruiters can’t always get back to you straight away and, rightly or wrongly, they are focused on the requirements laid out by their client. There will always be another opportunity so always maintain good relations with consultants, communicate your skills positively and recruiters may be open to thinking outside the box.

    I hope you have a productive week….

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    Help me help you

    Tuesday, February 2nd, 2010

    I conducted an interesting consult last week with an executive jobseeker who is looking to move on from a company he had started 6 years ago.

    He had grown the company as far as he could and needed a new challenge, however it also turned out that the company had fallen on hard times more recently.

    And here was a classic example of how our impartial consultancy service  can prove invaluable for senior executives.

    The client wanted to know how far (if at all) he should mention this in his CV and/ or at interview – he felt that this was not an open conversation he could have with recruiters.

    On closer inspection the company had, not unlike many others in the last couple of years, been providing a vital service but had struggled to refinance its debt. Their clients could not live without the service as there were no other suppliers of note.

    I would stress that honesty is best policy, you should be able to consult with your recruiter to make sure there are no surprises at interview. Your prospective employer will do the necessary due diligence at companies house especially when this can often be the only tangible evidence of performance when recruiting an owner director, especially in this climate!

    Often it’s not all bad though – talking it through highlighted the positives in his particular case and these must be stressed wherever possible. His clients were aware of his companys’ position but still needed the service and he didn’t want to leave them high and dry. He cut the companies overheads and now provides the service with a completely outsourced and stripped down business model.

    Even though the company was barely recognisable, he still found a way to deliver and his clients demonstrated loyalty which can only be attributed to the valued service he built. He just needed to make sure he perceived this as an achievement whereas psychologically it felt far from it.

    In my time as an executive search consultant, there were a few examples of candidates not being completely honest with me and ultimately the hiring company; most were front runners for the job and all were unsuccessful in landing the job.

    You need to work with your recruiter and be honest – help them help you – any recruiter worth their salt will work with you and manage everyones expectations – you don’t need to mention every minutiae of detail but it’s important to accentuate the positives if you can and demonstrate that you learnt from the experience and ulimately gained from the experience.

    I hope you have a productive week…

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