Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is a post contributed by CEO coach Deb Dib, head of Executive Power Brand and this week’s Ask the Coach expert.
Despite the fact the economy is in turmoil, it’s a great time to be looking to advance your career. Here are seven positive trends that we are seeing now:
- Top talent always lands; that has not changed, but where you land has.
Recently, New York's CBS radio hosted a networking breakfast and reported on the business buzz. They found that the business-leader participants spoke briefly about challenges stemming from the meltdown, but then quickly segued into animated discussions about their new ability to capture top-talent. We're seeing that companies that could not afford you or pirate you away are now vying for you. They are even ready to ante-up salary-wise so they can get you on board.
- Career transitions are less difficult.
Companies (especially those in distress) are finally looking for "square peg/round hole" "career transition" talent. They realize they are in an environment that they have never faced before and those in the know may not know what's needed. Fresh ideas become very appealing, even critical. Some companies are requesting that recruiters deliver a slate of traditional and non-traditional candidates. If you have a strong value proposition that is "portable" and can cross industries, it's possible you've never had a better time to move.
- "Seasoning" helps.
We've just experienced the worst week of market losses ever. Those who have successfully navigated companies through multiple U.S. and global recessions and recoveries will be valued for the knowledge that experience provides. A recent MBA, emerging professional, financial whiz kid, or mid-career executive -- no matter how good -- cannot offer that "street cred." A touch of silver in your hair is not an issue when a company is looking for salvation.
- On-line means on-radar.
Recruiters looking for a top candidate with a special slate of requirements are working harder to find that person within the flood of executives available today. We're hearing that they are using Google, LinkedIn and other on-line social networking tools more than ever to narrow the field to a manageable slate of potential candidates. If you have been diligent about using LinkedIn, Twitter, and other on-line tools to raise your visibility and build your brand, your chances of rising to the top are even better now -- especially since many of your colleagues have not done so. (Hint: If you've not been focused on building on-line identity, get busy ASAP!)
- Green is gold.
The economic crisis has affected the financial sector in a big way, yet there are growing opportunities within the green, sustainable, and alternative/clean energy fields. The global climate and energy crises are not going away anytime soon, the voting public is demanding change from both parties, and growth will be strong moving forward.
- Contraction is expansion.
When one industry contracts another industry often benefits. Here are just two examples: People are not buying cars, especially gas guzzlers. The auto industry is hurting. Auto mechanics, tire companies, and replacement part manufacturers will fill the void as people keep their vehicles longer and require maintenance to keep them on the road. Suppliers to the building industry are hurting, but if they have retooled their offerings to appeal to home repair and renovation, they have a growing market as people stay longer in their homes waiting for an uptick in home sales, or move into less-expensive homes they want to update.
- Active, passive? Who cares?
Historically, retained recruiters sought "passive" job candidates, currently-employed executives they try to woo away from their current positions and get on board with their client company. Companies and recruiters have traditionally shied away from "active" (meaning unemployed or "looking") executives. Now, with so much talent on the street, recruiters can no longer limit themselves to passive candidates. If you have a strong value proposition and clear record of ROI contribution, "active" is no longer a dirty word.
