The Executive Update

Do You Spend Enough Time on Career Management?

I recently ran across an interesting blog post on Secrets of the Job Hunt. It was a repost of a blog entry by Laurent Brouat, a career consultant, entitled “Career Management vs. Watching TV.” Here’s the upshot:

· According to a 2006 Nielsen poll, people spend between 90 and 120 hours each month in front of the television

· The average time they spend on managing their careers is closer to 8 per month.

What’s wrong with this picture?

Think about the amount of time you spend on various, more pleasant activities in the course of a month. How much time do you spend shopping? Or planning a trip of vacation? How much time do you spend chatting with friends or surfing the Web for fun?

Granted, these activities are all more fun, and as Laurent points out, they are fun partly because of the anticipation of pleasure you get from a vacation, or buying a new car, or decorating your house. However, you need to anticipate the less pleasant experiences in your life as well. Job search is an inevitability, and if you invest time and energy before you have to actually look for a new job, it will lessen the amount of time and energy required when you do become unemployed.

So why not turn off the television once in a while and invest the time in revising your resume, reviewing your network of contacts, or building your online brand. Invest more time and energy today, and you will be glad you did when the time comes to change jobs or careers.

Ask the Coach: Breaking the Chains of the “Limiting” Factor

Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from this week’s session with career transition coach and consultant Randy Block.

With the change in the economic climate, hiring companies are being very specific in what they are looking for in executive candidates. That means that if your resume is not a perfect fit with specific experience for a position, you won’t be considered. How do you overcome that?

Randy advises that when companies are being limiting, pay attention to the details. How old is the job listing? After two or three months, companies usually drop some of their limits and are more open to candidates that aren’t a perfect match. If they had found the candidate with the perfect skill set, they would have hired them. So they are more flexible and more willing to look at options. The real challenge is making sure hiring managers are ready to listen. If they are stuck in the parameters of the job they are not ready t hear about alternatives. You may see the long-term problems and goals, and understand what they need six months from now, but you need to address their immediate needs. Get your foot in the door, explain that you have the minimal skills, and engage in dialogue to make your case.

Part of the problem could be title translation. If you were president or CEO of a smaller company, and seeking a vice presidency at a large organization, that could be perceived as a problem. The hiring manager could look at the title and say, “Hmm, president. Won’t be satisfied in this job.”

Randy pointed out that in the 1990s, when there was high demand and a limited supply of candidates, the 70 percent rule was in operation, and you could attract people if they had 70 percent of what you needed. They would change the hiring companies to develop their career and increase their marketability. Today, the 30 percent rule is in place. Companies are looking for no more than 30 percent more skills than they actually need. If the scope of the function is understood, then being overqualified makes you a flight risk.

Note that you can’t focus on the title. Ignore the titles because they will throw you off. The scope and function of the position is more important. And be sure to check your ego at the door. The size of the company, the corporate culture, and other factors dictate title.

And be sure you don’t sell yourself short. If you are overqualified, you won’t be happy in the role, and your bosses won’t be happy with your performance. Fit is the key.

Is Your Ego Getting in the Way of Your Career?

 

Everyone has an ego, and some egos are larger than others. There are some who may argue that it takes a big ego to succeed in business. Some of the most influential CEOs are also known to have some of the biggest egos. However, as the biblical passage says, “

pride goeth before a fall,” and your ego may be getting in the way of your career advancement.

 

I recently read a contributed blog post on The Dumb Little Man’s Tips for Life that talks about ego-driven personalities and how the unchecked ego can lead to self-destruction. Here are six signs you need to watch for to determine if your ego may be getting in the way of your career:

1. Concern about approval from others. Authenticity comes from self confidence and self actualization. The blog post cites Wayne Dyer’s book Manifest Your Destiny and the three tenets of self actualizing people, one of which is standing apart from the opinion of others. If you can separate yourself from what other people think of you it’s very liberating and gives you a chance to shine, without worrying about what other people think. The result is that others will know you to be genuine and find you more likable, more authentic, and more trustworthy.
2. Fear of asking for help. No one functions in a vacuum. We are all social creatures and have to work with others, and that includes asking for assistance when you need it. If you are afraid to ask for help because you feel it will undermine your authority, or because you want all the credit, then your ego is getting in the way. Success is the product of collaboration.
3. The need to compare and compete. Ego-driven people have to keep up with the Joneses, comparing themselves to others and trying to compete, to demonstrate they are more capable or better. This is a losing battle because there will always be someone else who is more capable. If you keep trying to compete to win, you will repeatedly lose and continually be dissatisfied.
4. The need for more. Greed is ego-driven, and if you always find you need more – more money, more power, more authority, more respect – you will never be satisfied. Getting more for the sake of having more is exhausting and endless.
5. Failure to live in the now. Ego-driven people tend to dwell on the past and plan for the future. They can’t live in the moment and appreciate what is going on around them today. That means living in a constant state of limbo because you can’t appreciate the present.
6. The need to be always right. One of the most destructive functions off the ego is the need to continually be right. People who need to be right tend to be more aggressive and persistent, even bullying, but they always fall short of massive success. The benefits of hard work crumbles when you need to prove you are right above all. People who need to be right alienate those around them and eventually tune out any input that can move them forward.

So the next time you consider a career move or prepare for an interview, run through this checklist and see if your ego is getting in the way of your success. Some of these personality traits can be hard to recognize, and even harder to change, but be aware of the warning signs.

Ask the Coach: Hiring is a Partnership

Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from the most recent session with Kim Batson, The CIO’s Coach, and Deb Dib, head of Executive Power Brand.

One of the questions that arose in this week’s coach call is the number of hoops that job candidates are being put through to qualify for a job. One caller noted that candidates are now required to take tests, complete surveys, prepare projects, and much more. When is enough enough?

Deb and Kim noted that asking for too much information can be a red flag. You want to provide enough information to demonstrate your approach and expertise, but you don’t want to solve their problems for free. You should be able to determine what the hiring company needs to make a decision without actually solving their problem.

You need to ask yourself, if you were the hiring company, would these additional requests be appropriate? If you think so, go ahead and provide the information. But at some point you need to take control. Let the hiring manager know that it’s time to start talking about the next step. This needs to be a peer-to-peer conversation. What is the potential fit with the management team? Is this how the company usually operates? Determine if this is indicative of the corporate culture or not and if it is, move on.

Deb and Kim agree that they have seen companies aggressively use surveys, pilot projects, and other tests as a means of getting work without paying for it. And when economic times are tough, these kinds of requests tend to increase. Also consider that if they get the work for free, the company may say, “Hey, we are doing find without filling this position,” and abandon their hiring strategy.

However, if you can portray yourself as a ”go-to” person, it increases your chances. Make yourself a subject matter expert. Remember that 80 percent of recruiters Google candidates first, so leave something for them to find. Be sure you are on LinkedIn, since companies use this service to vet candidates. Extend your online brand to give you more clout when it comes time to haggle.

Six Ways to Sabotage Your Resume

Job search wisdom often comes from the most unconventional sources. I recently spotted an article in Computerworld, one of the oldest technical trade magazines which, like most other specialty publications, includes a career section. This article, entitled “Six ways to ruin your resume,” is specifically targeted at IT administrators, but has some interesting insights that anyone can use.

“My vision is blurry. I've reviewed more than 40 résumés for a network administrator position, and less than half have made the cut. Although I rejected some candidates because of their lack of experience (or, rather, their lack of demonstrated required experience), others had errors in their application packages that lowered their ranking -- errors that could have been easily corrected.”

 Take a second look at your resume and see if you have violated any of these rules:

1. Your objective is unclear. One of the biggest challenges I have when working with senior executives is they have a broad skill set, which means when a job opportunity comes along that even remotely matches their diverse skill set they respond, “I can do that!” In the Computerworld article, the positions they are discussing are specific to IT and network administration, but no matter what your expertise, you need to be clear that you understand the challenges of your profession and you have a continuing role to make a contribution.
2. You’ve listed old skills. This is a common problem that a number of our career coaches point out. Don’t put old accomplishments on your resume. Anything that is more than three or four years old is no longer relevant.
3. You’ve created an acronym explosion. Okay, this issue is specific to IT, but we can generalize. Don’t overplay your specialized knowledge, but demonstrate that you have a deeper understanding of the business issues at hand. Knowing the specifics, like six sigma, can be beneficial, but put it in context.
4. Misusing industry jargon. Your specialized knowledge may be valuable, but don’t show off, and don’t think a hiring manager is really going to understand the nuances, or care.
5. Don’t be unclear about the job you are applying for. You need to look beyond the title of the position and understand what the company is really looking for.
6. Don’t be vague or confusing about your experience. Don’t use vague phrases like “part of a team” or “supported senior management.” Get specific and quantify your results. Demonstrate exactly how much value you bring to the party.

NETSHARE has a number of professional resume writers who can help you with this process. But even if you tackle your resume without help, try to think like a hiring manager. You need to be specific and clear about your role in the organization and what value you bring to the company.

Are American Workers Fleeing for Better Jobs?

In my youth, I spent a lot of time traveling the globe with my parents as my father was posted to different locations in the Middle East and Asia. The cultural experience was extremely enlightening, and it gave me a different perspective on the international job market. That’s part of the reason I was interested to read a recent post on Cheezhead, the recruiter blog, about the exodus of qualified workers from the United States.

We all know times are tough, and apparently younger workers and Generation Y workers are looking abroad for better work opportunities. According to research:

“It has been estimated that workers leaving the country are costing America about $30 billion in payroll, not to mention a loss of critical expertise. And foreign governments only make it easier for workers to be successful there.”

Some recent surveys estmate that 1.6 million American households have decided to relocate, 1.8 million were seriously considering moving, and 7.7 million were seriously considering relocation. Entrepreneurs, teachers, high-tech workers, and other professionals are finding better opportunities abroad. The Panamanian government gives visas to entrepreneurs who invest $50,000 and hire at least three Panamanian workers. And in Asian countries such as China it is very inexpensive to start your own business.

Apparently, Americans are moving to Europe, Canada, Mexico, Australia, New Zealand, and Asia in search of better employment. And Central and South America is starting to become a new destination.

The Association of Americans Resident Overseas found that 5.25 million Americans are now living in more than 160 foreign countries. According to the statistics, 109,600 Americans reside in Africa, 754,000 live in the Asia and the Pacific rim, 1.48 million live in Europe, 586,000 are in the near East, 97,000 are in South Central Asia, and 2.22 live in the Western hemisphere.

So what does this mean for recruiters? It’s estimated that expatriates are costing America $30 billion in payroll as well as lost talent. But there are still plenty of jobs here in the U.S. You just have to know how to look.

Ask the Coach: Six Essential Strategies for Career Management Success

Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from the most recent session with Debbie Ellis, President of the Phoenix Career Group.

Finding the right resources to assist you with your career is always a challenge. As Debbie Ellis pointed out at the start of this week’s Ask the Coach call, there is a lot of mis-information out there. For example, one large web site targeting executives suggested they “dumb down” their resume to improve their chances – never a good idea! There are also a number of career services that offer the world for a premium price, offering “under the radar” jobs for a premium price. No such thing. As Kathy Simmons, CEO of NETSHARE, has warned executives for years, there is no way anyone can guarantee you the perfect job, and if they do, run far away very quickly.

However, Debbie did have some suggestions on how you can improve your chances of success in your job search. Here are her top six strategies for career management success:

1. Networking is critical. Continue to expand your network constantly. Be sure to look at business sites and alumni sites. Be active in industry organizations and see if you can be mentioned in or write for trade journals. Don't just stay in your "safe zone" but expand your connections outside you immediate group.

 

2. Keep track of leads and news that affect your area of expertise. New businesses and events can signal emerging opportunities. When the auto industry started migrating south to Alabama, for example, other products followed. This created many opportunities in the new geographic area that many missed.

 

3. Research key employers using products such as Hoovers, lead411, etc.  Target companies and be sure to look at corporate sites, and keep an eye on what is happening in the press.

 

4. Many companies post their openings, and many do not. By developing relationships with people connected to target companies ahead of time you will be ready to make a move. When you need a contact, you will have someone that can at least drop your name. Be sure to offer your contacts information and be in their database.

 

5. Venture capital and equity firms are great resources for job leads, and great places to be known.

 

6. Board members are often ready to make changes in the C-suite before others are. Get to know the board members. Be proactive. Making those connections early will place you at the top of the list when they are ready to move.

 

Making the Most of Online Job Search

Although we are not real advocates of chasing online job postings, mostly because many of those jobs either don’t exist or have been propagated across so many job boards that the competition is unwieldy, we recognize that at least part of your search (most of our coaches say no more than 10 percent) will be spent online.

We recently uncovered an interesting resource from Jeff Altman, who calls himself the Big Game Hunter with a no B.S. approach to job search advice. Jeff has assembled a master list of job search sites online, covering all the bases, including resume assistance and reference checking, the big job boards like Yahoo HotJobs and Monster, and the smaller job sites specializing in fashion, architecture, engineering, etc. These job boards don’t necessarily filter their listings by salary level or other criteria, so if you are pursuing opportunities here use your good judgment. Also be careful that you don’t end up pursuing the same opportunity more than once. Many of these job sites scrape listings from other sites, so watch for similar wording in the job descriptions and other telltales so you don’t duplicate.

The more discriminating you can be in your online job search, the better your chances of landing. That’s why NETSHARE vets all of our job listings to make sure they are legitimate, and we offer a number of exclusive listings because recruiters and hiring managers know we cater to senior managers and executives, and they don’t want to have to sift through all the unqualified resumes that come flooding in when they open the taps using Monster or Yahoo HotJobs.

Of course, if you pursue any of these opportunities, it means you are looking for a perfect fit to someone else’s hiring criteria. We still recommend that the best way to find a satisfying job is to target the right company, network your way in, and demonstrate your value so you can create your own opportunity. Don’t spend too much time chasing Web rainbows, but who knows, many have landed with a pot of gold using targeted job boards.