Exectuive-i Blog - Designed for the executive

The job-searching landscape has changed immeasurably over the last 10 years. Routes to market are plentiful and more importantly everyone is so much more visible.

Technological advancement can take most of the blame of course, whether it’s introductions through email and jobsites/ portals or through networking via social media and mobile platforms.

All of these routes are extremely powerful and, as Kersty has alluded to, it is extremely important to look after your digital footprint and maximise your selling points.

However, what if you’ve been on the lookout without success; or are not progressing in your current role; or perhaps you’re out of work and like an increasingly significant portion of the workforce have been searching for over 12 months.

Is there anything you can do to strengthen your position? Of course there is, as I’ve intimated in earlier blogs the basics are always the same however you need to make the most of the tools available to you in a measured way.

This takes me back to the beginning of this article, the Internet provides a platform for increased exposure to opportunities however it can also hinder your chances.

The most attractive candidates are those that are continually looking to improve themselves, get involved, keep ahead of the market, innovate and succeed.

If you have a digital footprint, it needs to ooze the skillsets and relevant successes that your future role requires – it must only show what you did and how well you did it, how you achieved it in terms of management style and approach can be communicated at interview (you can also use endorsements as an indirect way of communicating this).

So what can you do to address this?

Contribute/ Speak – there are a number of options to contribute, writing a management blog for instance, setting up a Twitter account and linking it to your LinkedIn status is another. Back in the day when online research was non-existent recruitment researchers would have limited resources but the main ones would be industry journals, newspapers, conferences etc – make your opinion a valued one, enhance your prominence in your industry and through your peers.

Scratch someones back – push leads to your network or through to a desired contact and you never know how the favour will be returned. I’m not talking about endorsements (these need to be earned) but referring business and employment opportunities etc are a good way of not only building your network but maintaining your network and real-time visibility.

Charity/ Voluntary – fill employment gaps with voluntary work, many are cash strapped and grateful for advice on how to streamline their business and grow their revenues and fundraising initiatives in this difficult climate – some companies won’t take on NED’s without some voluntary work and extra curricular experience.

Non Executive Director/ Pro-bono/ Consultancy – perhaps you’re at a stage where your vast experience could be used at the board level in a Non-Exec capacity. This could be a complete change in career strategy or could help to smooth over any career gaps. If you’re new to the game and can afford to, consider some pro-bono work.

Qualifications / Training – an executive is much more attractive when they are continually looking to improve and innovate, keeping up with the market and addressing any skill gaps. There are courses of varying duration and time of day to get involved with at various business/ management schools. I’ve always thought Prince2 was a pretty handy course for instance or, if you can afford it, there’s always an MBA which is highly regarded by some firms.

Extra Curricular – Getting involved in areas outside of your work is also an attractive feature and can help to plug the gap and, more importantly, keep you engaged and positive day-to-day. Project managing the renovation of a investment property for instance, starting a part-time unrelated venture, becoming a member of your children’s PTA or a manor association or social club etc.

Overall, whatever you do online or offline, quality supersedes quantity and will help you to focus your efforts.

All the best with your search…

Kersty Bletso, from Harvey Nash’s CIO Practice recruitment practice, shares her views on what makes for effective personal branding.

Personal Branding still has a stigma attached to it that leads people to believe it is about self promotion and bragging. This is not the case. It is a concept that has increasing credibility and touches all levels of individuals within an organisation.

If we talk about branding as a concept everyone thinks of products and services. We think of Coca Cola and McDonalds, Microsoft and Apple. We know what those brands mean and what they stand for, the messages are universal. Yet when we talk of “personal branding” there is, for the most part at least, a raised eye brow; but why should this be the case? When we think about what personal branding is the general view is that it is people putting on a front, being something they are not, that somehow they are being inauthentic and fake. Post banking crisis this is something the world is looking for in its leaders, the people who are true to what they believe and are not afraid to say what they think.

Having recently run a workshop with Jennifer Holloway of Spark, she perhaps has the best definition: Personal branding is what people say about you when you are not in the room. It is not about what you project or what you think of yourself. It is the views and opinions other people have of you. These are formulated by the lasting impressions you make  when you meet.

It is critical to understand that you personal brand is NOT about being something you are not but about ensuring you are aware of what you are. There a multiple levels to this, my top 5 are outlined below:

Understand your online brand presence

Just as when you go for a new role the first thing you do is look at the organisation and their profile on the internet, Linkedin is the first place any prospective employer and any head-hunter will look. You need to make sure that your profile is current, that there is a level of detail about your roles and responsibilities. Your profile should be written in the first person and define what drives you and what is important to you, your values, motivations and ambitions. This can be as succinct or as detailed as you choose and it depends on you and your personality. List the books you are reading and what interests you have as it creates a more rounded version of you. Make sure you have a photograph, not one of you on the beach but how people would see you in a work environment.

What are your personal values?

What is it that defines you – what are the immutable truths about you that you do not waver on? Is this integrity? Honesty? Ask yourself the question.  When have you ever really sat down and thought about what you stand for? What are your core values? What you would and what would you not? If you are perceived as being genuine, if  people know that you will be nothing other than yourself then whilst they may not agree with what you say they will at least respect you for saying it.

What is it about you that makes you stand out from other people?

Understand what experiences you have and what is it about you that makes you stand out from other people. What is it that makes you unique? If you are going for interview make sure you research the people you are going to see; where have they worked where there may be common ground, look at their hobbies and interests.

Authenticity is everything

Your personal brand is not about being something that you are not, it is about understanding who you are, what motivates you and being true to that. People can see through fronts and facades and won’t warm to someone who essentially lies. Temper the honesty and authenticity with a modicum of common sense, No one should turn up to an interview and be facetious or argumentative, to steal another companies brand “it’s you but on a good day”.

Accept that you are not to everybody’s taste…

There is no real reason some people like Coke over Pepsi and Burger King over McDonalds. It is just personal preference. If you are not a good “cultural fit” or the was no chemistry between you and the person you are meeting it does not mean you are a bad person or that you should be looking deep inside and be critical about yourself. As long as you are true to your values and confident in who you are you will find a role and organisation that is reflective of your values.  Why would you want to work for an organisation that made you work in a way that you were not comfortable with, and whose values did not closely reflect your own?

Kersty Bletso is the Head of CIO Practice at Harvey Nash

Lead change, don’t be swallowed by it.

By Matthew Richardson, Editor, EC-Insight

IT has been pervasive in business for a long time, but more recently cloud, social media, mobile computing and “own” devices have become pervasive too. Are senior IT execs going to lead the change or be swallowed by it? It is clear that the sands are shifting, and at an increasingly rapid pace too. Standard Life’s CIO has left, and his role will no longer exist. “We’ve been moving towards a model where the responsibility for IT is embedded in each business unit, rather than one large central function” a spokesman said.

So what is important in order to be indispensable or highly employable as the general markets for products, services and jobs become increasingly difficult in the coming months?

Here are two hotspots that our editors have identified at EC Insight:

1. Social Media

A thorough understanding of social media, together with a considered strategy that aligns with the goals of the business. CEOs are taking social media increasingly seriously and are keen to see the results that this new area offers.

2. Mobile

As the adoption of smartphones and tablet devices continues apace, the organisation’s mobile strategy and systems development is rising quickly up the agenda. It is increasingly considered a ‘must have’ both for internal and external work-flow, collaboration and interaction within the organisation.

Additionally, we see a couple of danger areas to be aware of:

Avoid the public sector

Recent reports indicate employment in the public sector could hamper an IT executive’s career because of the perception that the technologies and techniques used there are less up-to-date.

Stay young

Some consider age bias to be particularly prevalent in the IT sector. To avoid it one must develop and maintain relevant and current skills as well as ensure that one’s attitudes do not become narrow-minded.

Probably the best advice in today’s environment is to run a tight ship and continue to innovate.

One of the main constituents of my job description, whether previously as a recruiter or currently as a career consultant, was managing expectations. It was essential to manage the client’s expectations on the delivery/ quality side or the expectations of the candidate/ jobseeker in terms of opportunity, timescales etc..

Never has it been so important to manage jobseekers expectations. Companies recruiting have the pick of the bunch with so many quality candidates still in the market (looking for greener grass or pastures new).

It is now the jobseeker that occupies my thoughts, not just because that is our prime focus as an executive career site but also because the conditions are still tough despite the improving picture, and looks like it could flip into reverse again.

It is important to manage your expectations when looking into

I never thought I’d ever write about this but a debate this morning on 5-live discussed the issue of rejection on X-factor. I don’t watch the programme however the concern was raised that public rejection could scar these contestants for life. That may be so, but unfortunately that is life – the ability of contestants to deal with rejection depends entirely on how their expectation of life has been managed by them and for the less experienced, the people around them.

Interviews are like auditions, there are many X-factors to consider. A good recruiter will try and address the ones under your control however there are many factors that simply aren’t. Luck plays some part, you can influence some of it however the personality mix between interviewer and interviewee, the blend of experience they’re looking for, the competition, etc etc are out of your control.

So if you’re not landing a job, don’t take rejection personally, it’s life. Concentrate on the things you can control – real hard work will pay off (as it does for most of the musicians who have a successful career), preparation, market research (using tools such as executive-i.com), opening up your business network (on LinkedIn) and picking up the phone.

Have a productive week…

So you’ve spent hours on your CV, “what shall I include, what shall I cut, but I need that, and I need that… but do I need that…?” and it’s finally ready, looking great and then…?

I’ve spoken to so many executives who have put in the hard yards to get their CV ship-shape and then just aimlessly distribute their CV with no strategic intent hoping the hard work invested will turn into their perfect role.

Some can be lucky but in this market where the competition is hot, you need to make sure you stand out from the crowd and force the issue. You need to find the angle that will not only add personality to your application but also help you understand how best to tailor you application.

• Phone the consultant/ HR professional before you apply, introduce yourself, find out more information on the role and most importantly build a rapport, no matter how uninterested they appear.

Another week goes by and the constant sense of deja vu continues. The seasonal job market appears to be a thing of the past. This summer was no different, not only is the internet causing the seasons to roll into one (as well as global warming?), but the increasing popularity of social networks, mobile smart phones and tablets mean that the office travels with you in your top pocket.

The result is that recruitment can almost be 24/7. I sometimes have email exchanges with recruiters up until midnight, it’s not healthy but in a world of first come first served the days of 9 to 5 recruitment is well and truly a thing of the past.

I digress, my concern this week is unrelated however there’s no point in being on the pulse if you are skipping a beat. The amount of executives that I talk to each week who have a lack of direction is staggering. There are many senior executive jobseekers looking for work who have a wealth of experience but unfortunately that’s not what the market is looking for.

Having spoken to many HR/ Recruitment executives, the continuing theme appears to be that they are looking for executives with experience in one or two disciplines. Understandably, a lot of executives are not focusing on one particular strength as they have many and they don’t want to miss out on any opportunities, spreading the net wider.

However it has been patently clear to me for some time that companies are compartmentalising their needs, becoming extremely picky and with a wealth of candidates they are selecting suitors who ooze the solution to meet their needs.

It is essential therefore that you do your research when applying for a job, and accentuate the skills that they are looking for, reinvent yourself every time to meet their need.

In my executive search days, I often had that Eureka moment within the first 5 to 10 seconds of reading a CV. Now that there are so many routes to applying for a job, it is essential that you bear this in mind and tailor your CV, reinvent your skills (not lie) to ensure that they can see you tick all the boxes.

The statistics for people out of work for over 12 months is worrying, however more often than not the executives that I consult that are in this bracket have not focused their search.

Have a productive week…

The traditional CV is still in demand, and to a certain extent always will be but it is just as important to make sure your LinkedIn profile is up-to-date and consistent with all of your online and offline literature.

It still amazes me how few executives keep their social media profiles up to date and don’t take control of their privacy settings. That’s not to say you have to have a profile however if you do, you need to tend to it regularly. Here are some tips to cover your bases:

1) Make sure your online and offline literature tells the same story, any discrepancies will more than likely be picked up.

2) Like your CV, your profile should cover what you’ve done and how well you’ve done it (with tangibles to boot). How you did it comes at interview stage.

3) Following on from 2) use positive language be punchy, don’t overuse bullets, be strict with the content you do include, make sure the important skills/ experience don’t get diluted with waffle or less important information

4) Photos are now standard online therefore you don’t want one on your CV. Refer to your online profiles on your CV. Consider your own microsite so that you can showcase previous work and client references.

5) Only get references from key contacts, no backscratching fill ins. Clients are best, then colleagues. A good reference from a client goes a long way.

6) Include tangible information (unless sensitive) to add gravitas and legitimacy.

7) Ensure you keep the human element in the jobsearch. Strike whilst the iron’s hot and personalise your approach. Try and keep your contacts relevant to ensure relevant job referrals.

8) Google + will become an essential tool to improve search results further still, get tips and see what your contacts are interested in. The power of circles will make this network a big player.

9) Make sure you link your profiles with executive-i.com to get the best results, get appropriate referrals and enhance the company research facility.

All the best with your search…

OK. Maybe Evil is a little harsh but having reviewed Google+ and ‘reviewed the reviews’ I believe Google’s latest venture that’s sweeping the globe is an extremely powerful tool that will have a far reaching impact on social networking as we know it. But it could also have negative connotations on your digital footprint and corporate brand.

Early adoption is essential to ensure you get the most out of Google+ so put in the extra mile to get invited, this bandwagon could be an extremely powerful tool to market yourself and/ or your business but proceed with caution.

I’m not sure that the views expressed by several industry experts pertaining to the demise of Facebook and Twitter etc are entirely correct (perhaps more reactionary) however Google+ will certainly spark a chain reaction of Beta testing throughout the major players.

Although it’s still early days and major improvements are required, I do believe that Google+ will have a major impact on how people and businesses market their services, it could become the Facebook for business especially when reviewing their extremely useful Circles product.

This certainly has advantages over Facebook and LinkedIn as the ability to control updates (giving and receiving) with certain contacts/ networks really does have major advantages. The most at risk to this change could be the likes of LinkedIn and Xing – their brand should see them through however the randomness of updates and more importantly the networking limitations of free accounts could prove a challenging issue to overcome.

What are the ramifications for executives/ recruiters:

There is clearly a long way to go for +1 to prove a worthy substitute for the usual suspects however the potential is far reaching and early adoption is necessary to avoid being left behind. (N.B. I have noticed a few issues with integration of Google products such as Picasa so integrate with caution)

The main areas I see as being of benefit to jobseekers and recruiters are:

1) Networking (Circles) – build networks and control visibility for discreet searches and relevant marketing of products/ services/ jobs.

2) Digital Profile/ Footprint (Circles) – SEO your professional profile to ensure the right skills and experience are found through search

3) Instant Messaging/ Virtual Meeting (Huddle & Hangout) – easily message or set up calls with contacts to save time

4) Personal/ Corporate Trending (Sparks) – build reputation and rapport for your skills/ services/ business

5) Organise your life seamlessly – sync all of your applications (Calendar/ Email/ Photos etc) through the cloud and stay organised

Some of the potential pitfalls include:

1) Negative feedback (through +1) affecting your corporate brand and/ or digital footprint

2) False Economy – flagrant use can lead to reputation overload, misrepresentation and suspicion

3) Work/ Life Balance – increased connectivity means you could never leave work

Overall, interesting times ahead, a potential game-changer that’s for sure and one to keep a keen eye on.

Have a productive week…