Remember hiring at the lower levels indicate movement and opportunities at the top too! Accenture hiring 5,000 Vets over the next 5 years, Community Health Systems hiring 1,500 in Nashville and more here: http://jobs.careercloud.com/
“We are very pleased with having Mr. Ed Torres join us and with GoEZ … and discount wholesaling industries is one of the fastest growing sectors of the … “The GoEZ platform under SpikCo affords us access to growth potential.
Read more here:
When I talk with new clients, one thing I almost always hear in our first conversation is that they have been sending out countless resumes over the internet with nearly zero response from potential employers.
The internet can be a successful way to find jobs, but if you do it wrong, you can find yourself feeling burned-out and anxious from hours of surfing, sending and waiting.
Here are four powerful tips to get your internet job search activity running smoothly and easily with great results.
Tip #1: Use a Job Aggregator and Set Up Email Alerts
This single tip is worth its weight in gold. Using a job aggregator (a beta search engine) works just like Google. You type in what you are looking for and where you would like to find it, and it returns results from major and minor job boards, associations and companies. My favorite is indeed.com. When you set up daily email alerts you cut out all that wasted time surfing around for jobs. Now you simply have your coffee in the morning, quickly scroll through the open positions, save what you want, ditch the rest and you are done!
Tip #2: Don’t Just Use the Internet to Search for Jobs
To truly be committed to making your next career move a really good one, you must honor that commitment by using other, non-traditional methods to look for jobs. I prefer tapping into the 80% of the job market that isn’t advertised. By doing this, you can quickly identify your target market, best companies and associations to contact, land more interviews, and get bigger offers.
Tapping into the hidden job market works because positions that have yet to be advertised are generally more creative and flexible in terms of salary range and what the company is looking for. The hiring process in general is also strikingly easier and more informal than the typical rigid HR process entails.
If you want more in-depth instruction, be on the lookout for an upcoming invitation to my new Career Power Strategy Sessions coaching call on “How To Tap Into the Hidden Job Market” (of course, you have to be on my mailing list to receive it)! To get you started now, here is a quick tip: you can begin searching the hidden job market by using Google Maps to find companies in your geographic location and industry and Google News Alerts to track growing companies in your industry.
If you have been jumping from board to board setting up email alerts and accounts, now is the time to delete (yes delete) all of them. This will eliminate much of the overwhelm (and lots of junk advertisements) that has been filling your email in box. Replace it with an elegant and powerful job aggregator that you can easily set up email alerts with, and brand new positions that are matches for you will be delivered to your email inbox daily.
Tip #4: Use LinkedIn to Grow Your Network
Grow your network of recruiters and key decision makers in your industry of interest through LinkedIn! This is something you can do by finding and reaching out to these people through LinkedIn’s search box or your groups. If you are connected and they are looking for people like you, you will show up in their top search results!
And one last small tip: I recommend spending no more than 30 minutes each day reviewing jobs on the internet. Yes, you may find your next dream job from the internet, but creating a plan to use 2 or 3 other techniques for landing the job you really want will serve you much better than the small 1 to 4% response rate internet jobs generally yield from electronic job boards.
Glassdoor recently announced its 50 Best Places to Work list! The top 50 winners were selected by their employees – check it out!
Have you ever considered working with grantmaking foundations? According to the Dunn and Bradstreet database there are over 5,000 “grantmaking foundations” nationwide and they are growing at phenomenal rates.
Check out this article, which includes a list of the top 100 grantmaking foundations by asset size:
Executive level jobs and C-level jobs require very specific job search strategies and some work better than others! In this article I am going to go over the main executive level job search strategies, including the pros and cons of each. Hopefully this information will help you decide what job search methods are best for your particular situation.
Most C-level executives believe they are bound to recruiting firms to bring them opportunities – but this is not necessarily true. Getting your resume to the top recruiting firms can open up potential opportunities for you!
Pros: The job comes to you and there is a lot of cachet. Executives enjoy believing that they have been handpicked by a recruiter to represent them to a company. The truth is that the recruiter represents the company, not you, the candidate, no matter what they are telling you or how they are making you feel. Still, it is a “pro” that the recruiter brings the opportunity to you.
Cons: A recruiter has the company’s best interest at heart since it is the company who pays them in the end. And sometimes the recruiter is paid so much (20% to 30% of your annual compensation) that I believe it can cut into your ability to fully leverage your salary package negotiations.
Recruiters limit your opportunities because:
- C-level searches are rare and a recruiter can generally only bring you an existing search – one at a time.
- Usually the recruiter will be asked to bring in at least 3 qualified candidates – so you have built in competition.
- You may be constrained from speaking to the company directly as the recruiter will want to mediate and many times negotiate your offer on your behalf (even though his or her loyalty is to the company).
Your Best Move? Make sure if you do a recruiter distribution, you find someone with a good list of top recruiters (hint: I have one!). Treat the recruiter and the company with the same discernment. Don’t open up to the recruiter as if he or she is being retained by you. They are not. You need to “sell” the recruiters on the value you bring to the company just as if you were “selling” directly to the company.
Networking can open up opportunities for jobs that are not advertised. If you are well connected – or you know how to take initiative and “make rain” – this is a viable option for you.
Pros: You can tap into hidden opportunities. Get third party endorsements from people that you know and that trust and respect you – that can be invaluable!
Cons: Networking can be tough for executives who don’t know how to do it. After all, how does an executive ask their associates if they know anyone who is hiring or who might be interested in them? This is largely demeaning for a powerful executive who is used to being a leader and in control. It can also take an average of 18 months to complete your job search if all you do is “network” in the traditional sense of the word and your income is over 6 or 7 figures.
Your Best Move? Learn how to network without asking for a job. There are executive level strategies and communication techniques that approach these conversations in more of a fact-finding and consulting spirit. You need to learn how to do it so you can network confidently. I show executives how to do this both through private coaching and through my DIY home study program, the Job Search Success System.
Executives who are looking at management consulting or an interim position, helping turn around a poor performing company, or are interested in a startup, may be interested in connecting with VC and PE firms.
Pros: If you are a C-level executive, it may be a pretty good move for you to send a distribution to these firms. There are companies that do this (including mine).
Cons: I have found that if you are below the C-level, distribution to these firms is less effective.
Your Best Move? If you are a C-level executive, you can send out a VC/PE email distribution for around $300 and it might land you a handful of good leads if you sell your skills correctly. Smart move!
I personally believe that understanding how to reach out to companies directly is the most powerful strategy for success. Direct mail means sending an actual letter to the key decision maker in a company. Not an email, an actual letter – preferably on engraved stationery and high quality Cranes paper. You will invest a little money up front marketing yourself like this, but the ROI blows away any other job search strategy I know of in this job market climate.
Pros: You can identify and isolate your industry and cherry pick who you want to reach out to. You can even do this for free using Google maps. Lists are free or cheap if you know where to look.
With the power of the internet you can use Google news alerts to have information on companies or industries that are growing sent right to your inbox. Companies that are growing are often hiring.
At a salary of $250k+, over 90% of jobs are filled in the hidden job market and never advertised. That means reverse engineering your job search and going after what you want vs. waiting and waiting for the right job to come to you – and competing with dozens or hundreds of other executive job seekers for the same position – makes logical sense for executives.
Learn how to tap the hidden job market once and use this method for the rest of your career. People tap the HJM when they want to leverage themselves in the job market, command more money, minimize their competition and shorten their job search.
Cons: Your success in terms of how many interviews/offers you land is predicated on your industry, supply and demand and is hard to predict. Between 2% and 5% is average. But I have also seen executives send out 20 letters and land 5 interviews. It depends on many factors. This still beats job boards, but if you don’t understand marketing numbers this can be discouraging to you.
You must be the type of person who can take initiative and “make things happen” to successfully manage this entrepreneurial driven strategy.
These methods at the executive level generally require some help from an experienced career professional who can be your sounding board and show you the shortcuts to using HJM strategies successfully. You will have to hire some help or at least do some self-study, otherwise be prepared for some frustration and roadblocks.
Your Best Move? I think everybody, not just executives, should learn how to find and capitalize on companies that are growing and know how to approach companies in an industry they potentially want to work for. I have seen executives grind away for a year in a fruitless job search – wasting precious time, losing confidence and often tens of thousands of dollars in income for those who were in between jobs – only to land multiple interviews in the first 30 days of refocusing their job search on the HJM (and often hiring a professional resume writer to beef up their marketing message). They all say the same thing in retrospect: my only regret is that I didn’t do this sooner for myself!
If you are a boomer executive that wants more flexibility you might want to consider your own consulting business. Management and technical consulting is one of the fastest growing industries. At 44% in 10 years, it’s grown four times faster than the workforce growth rate.
Pros: Consulting can be a nice “bridge” job and you might find the flexibility suits you. Many companies prefer hiring consultants – it’s safer for them and they can check you out first before they consider hiring you full time.
You can consult from anywhere. You don’t necessarily have to be a road warrior either. You can do much of your consulting via phone and internet (I myself have done this for years and rarely even meet my clients face to face).
You can consult in almost any field. One of our $500k+ CEO clients found businesses who could not afford to engage him full time as a CEO, but wanted his expertise. He negotiated a handful of engagements with several businesses – some one day a week, some for a few hours a week, and some for a couple days a month. He is now working fewer hours and making more than $500k per year. In one of our conversations, he remarked that he would never go back to a full-time job. (Courtesy: jobbait.com.)
You can generally charge about two and a half to three times your hourly rate (you will have to break down your salary to get this figure).
Cons: You will have to market your business and this may or may not be something you like to do. Be prepared to invest 15% to 25% of your revenue on marketing. But of course, if it brings you business and you don’t have a lot of other overhead, this is probably a pro not a con.
Interim full-time consulting gigs can leave you scrambling for new assignments and are problematic. Avoid them and try to find a few clients who need your help part time. This is safer relative to your income streams and it’s easier to land these gigs in general. If you find 2 clients who need you just one day a week, you might find yourself making as much as you made in your past full-time job. Many companies desperately need heavy-weight talent, but can’t afford a full-time person.
Your Best Move? If you are an executive with any kind of entrepreneurial desires, this could be an excellent move for you! You can learn more here.
Mary Elizabeth Bradford, nationally recognized tactical job search coach and certified resume writer is offering an unprecedented opportunity to job seekers. Now you can receive coaching to learn to tap into the hidden or unadvertised job market for $35 for a 6-week program. Learn more here:
Dave Perry, Co Author of Guerrilla Marketing For Job Hunters 2.0 says in recessionary times – 95% of jobs are stealth or hidden jobs. If you are in a job search you MUST learn how to find hidden and unadvertised opportunities.
There is NOTHING in the market for job seekers that comes close to giving this much value at this price point. It doesn’t matter where you are at in your career, executive level or just starting out… this is critical information that will help you land the job you want and even exceed your salary expectations.
If so, I would like to invite you to join me for an absolutely fr^ee, no strings attached teleseminar titled:
How to Find a Job in Days, Not Weeks
I recently shared with you in my ezine that one of my goals for 2009 was to help as many job seekers as I could. I can’t think of a better way to kick off the New Year than with a program that can turn your “frustration” into “excitement!”
Date: Tuesday January 20th, 2009
Time: 5pm CST
Register here now:
*When you register, you will receive the call-in information.
Hosted by two of the country’s leading experts on job search techniques:
* Mary Elizabeth Bradford, a certified resume writer and job search coach with an executive recruiter background, creates custom, turnkey job search strategies and marketing materials for her clients, helping them to easily and quickly attract the attention they deserve. Her strategy leverages research, detail and focus.
* Mark Hovind of JobBait.com helps executives find jobs by going directly to the decision-makers most likely to hire them. His specialties include value proposition letters, targeting, mailing list (CEOs, Presidents, etc.), websites and video clips. His strategy leverages quality, volume, and speed.
Mark and Mary Elizabeth have combined forces to help job-seekers find a job as fast as possible, specifically in the hidden job market.
Please note: this teleseminar is for serious-minded job seekers who are willing to commit to do what it takes to land their next position. Come prepared to take notes and feel that mix of euphoria and relief when we show you the light at the end of the tunnel!
***Only 98 spots available – this call will fill quickly!***
Register here now:
Inspiring your success,
P.S. At the end of this teleseminar, you will KNOW which decision-makers to contact and have several options to reach them right now…today if you want to.
P.P.S. There is no catch except that once you find a job, we ask that you “pay it forward” and don’t forget to share your story with us!
During the holidays most of us are focused on our families and taking a little time off.
It makes sense that job hunting during the month of December might at first appear unsavory, however there are several excellent reasons why December can be the perfect month for you to start your job search!
First the stats: the Bureau of Labor and Statistics shows that December holds its own as “average” for new job hires across the board! That dispels any myths that less people are hired during the holiday season.
Another point to consider is your job may be slowing down during this time – giving you a few additional hours a week that you can devote to updating your resume and getting your resources and strategies in place.
Your competition (or lack of it) is another exceptional reason to job hunt in December. December job candidates show initiative and often don’t have the competition they normally would for the same type positions, simply because of the time of the year.
Companies are looking at their budgets and hiring needs for the upcoming year…making it a great time for you to make a first introduction and get on their radar screen.
Also consider that hiring managers and human resources may also be anxious to tie up any loose ends and handle hiring needs before the end of the year. Executive recruiters will be eager to make all the placements they can make before the end of the year as well.
If you are hiring a resume writer, they often run specials and/or discounts during the Holidays. Remember that this investment is usually tax deductible too (check with your CPA for details).
So, why not start your new years resolutions with a little bit of December planning and preparation? I bet you will be glad you did.
A great silver lining about today’s job market and the current economic recession…
An article posted yesterday on Fistful of Talent titled: Where are all the Qualified Candidates? Aren’t We in a Recession?, states that HR and recruiters have a significantly harder time finding key talent in markets like today’s. There is a great explanation why, which basically revolves around the tendency for people to “stay put” in times of uncertainty.
This just solidifies why 2 great techniques for tapping into today’s unadvertised job market (growth opportunities and direct mail campaigns) can be more powerful than ever for the job seeker.
Equally compelling is the fact that in a recession where its more difficult to compel talented professionals to make a move, job seekers have more negotiation power for key positions.
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