| Interested in an executive job search system that | | | | how they design their value proposition presentation |
| would guarantee feedback so you can improve your | | | | — both in print and in person. Traditionally, |
| results? Here are top 3 mistakes every $100K+ | | | | we are taught to pull out our old resume, dust it off |
| executive makes when looking for job. Question: | | | | with a few new bullet points that list new |
| Would you be interested in an executive job search | | | | achievements and Adding in our last employer and |
| system that would guarantee feedback so you can | | | | job title. The executive summary (and thereby the |
| improve your results? | | | | elevator pitch) is a fluff piece that focuses on the |
| | | | | most recent achievement using flowery words in |
| Answer: Of course you would. | | | | hopes of impressing and wowing their next potential |
| | | | | employer. |
| In this article, I share with you the top three | | | | |
| mistakes every $100K+ executive makes when | | | | The problem is that the pitch is boring, flat and it |
| looking for job leads. I also show you how to change | | | | sounds like everyone else's pitch. |
| your job hunting approach so that you can measure | | | | |
| your results every step of the way. | | | | In marketing terms, you are part of the cacophony |
| | | | | of noise that will not get you noticed. And this will |
| Mistake #1: Using the Wrong Executive Job Search | | | | not get an interview. You haven't defined a |
| Model | | | | compelling message that engages, excites and |
| | | | | resonates with anyone — not even a recruiter! |
| Most $100K+ executives, when looking for their next | | | | |
| career opportunity, fall back into old models that | | | | The Solution: Shift Your Message |
| were learned early in their careers. This is often | | | | |
| presented by an outplacement firm that still holds | | | | You want to present yourself as a top talent that |
| onto the classic lead-generation approach and it | | | | brings thought leadership to a company. You want to |
| includes these elements: | | | | show how you will propel that company to its |
| | | | | future. I call that message "potential." |
| 1. Create a list of target companies that you would | | | | |
| want to work for, | | | | Potential is THE question that is asked when CEOS |
| 2. Contact your network to find people who work | | | | and Boards of Directors are looking to bring on top |
| for those companies currently, | | | | talent. It is the difference between one candidate |
| 3. Call your network and ask for an "informational | | | | over the other. I can't tell you how often a CEO has |
| interview," and | | | | turned to me and asked, "Which one of the two or |
| 4. Continue the process until you find a position. | | | | three Vice President candidates has the greatest |
| | | | | potential for our firm?" |
| But there are real problems with this approach. | | | | |
| | | | | To show your potential you must shift your |
| - First, this entails using a "front-door" approach, and | | | | presentation to your audience instead of you! You |
| there are many gatekeepers whose responsibilities | | | | must show your potential employers what's in it for |
| include keeping you out. | | | | them! |
| | | | | |
| - Second, many executives abandon their networks | | | | Mistake #3: Using the Wrong Executive Job Search |
| after a while. And, many of those in their network | | | | Method |
| that are actually active are just peers. Regardless | | | | |
| of how well intentioned they are, peers are often | | | | The third and BIGGEST mistake most $100K |
| unable (or unwilling) to help you. | | | | executive make in finding job leads is using the |
| | | | | wrong method. Without a system or plan, the |
| - Third, the informational interview approach is | | | | current wisdom is to contact everyone (again, |
| practically dead. Although your network may want | | | | without a message that is compelling or interesting) |
| to give you ten minutes of their time, in most cases | | | | and blast their resume to everyone they know. |
| they simply can't afford to accommodate you. I | | | | Then the follow-up is to (embarrassingly) ask if the |
| know that if I granted every informational interview | | | | person they are contacting knows of any openings. |
| request that was asked of me, I'd have no time to | | | | If the answer is "no," then that's where it ends. |
| do my real job! | | | | |
| | | | | Unfortunately, that can keep an executive out of a |
| What is the answer to this traditional model of finding | | | | job for a long, long time. |
| a job? | | | | |
| | | | | What's the answer? |
| The Solution: Use a New Executive Job Search Model | | | | |
| | | | | The Solution: Develop a Measurable, Systematic |
| The model I suggest using when looking for your | | | | Game Plan |
| next C-Level executive position is the one I teach in | | | | |
| my MarketOne Executive system. It moves you | | | | You need to develop a systematic game plan that |
| from an "activity-based" approach that the traditional | | | | creates metrics and benchmarks so that |
| model employs to a "synergistic-positioning" approach | | | | improvement can be made along the way. This is the |
| that: | | | | only way your job search campaign will create results! |
| | | | | |
| 1. Positions you as a top thought leader in your | | | | Most $100K+ executives would never launch a new |
| industry | | | | product, service without a clear system. |
| 2. Leverages your current job, network and career | | | | |
| for greater momentum | | | | Why shouldn't our $100K+ job search campaign have |
| 3. Utilizes marketing and sales strategies to turn | | | | the same focus? |
| strangers into interested parties. | | | | |
| | | | | By simply fixing these three BIG executive job |
| Mistake #2: Not Having an Effective Executive Job | | | | search mistakes, you will find your next C-Level |
| Search Message | | | | executive position A LOT quicker — even |
| | | | | during a global recession. |
| The next mistake most $100K executives make is | | | | |