Executive Hiring Trends for Q2 2014

Fascinating breakdown of executive hiring trends: https://members.aesc.org/eweb/upload/Q12014_AESC_State_of_the_Industry_Report.pdf

Increases in: Financial, Non-Profit, Technology and Consumer Products

Decreases in: Industrial, Life Sciences and Healthcare

Overall, executive hiring activity is up … is your resume ready?

Questions? Call me: 281-571-3223



10 Best Websites for Your Career

From Forbes: http://www.forbes.com/sites/susanadams/2012/09/14/the-10-best-websites-for-your-career/. A good list … as a place to begin. I suggest also using company-specific research sites like Yahoo Finance (offers basic but good company information – including new/recent press releases, which are invaluable for creating and customizing career correspondence – at no cost). A terrific instructional site on how to conduct business research is Corporate Research Project (http://www.corp-research.org/howto#1b).

The Internet is probably your most valuable job search tool … use it!

Questions? Call me, 281-571-3223.



What Baby Boomers’ Retirement Really Means for the US Economy (FiveThirtyEight.com)

What interesting statistics about baby boomers and their demographic, economic, sociological, and other impact on the US workforce. For the first time in generations, we now have more citizens over the age of 65 than citizens who are of working age. What does that mean for our commerce and global financial performance? Can we sustain our livelihoods and the quality of the “American dream”? http://53eig.ht/1lTIHbM

Questions? Call me, 281-571-3223



Feminine leadership qualities that everyone can (and should!) utilize!

I loved this online artricle about how women approach leadership. Reminds me of one of my favorite books, What Southern Women Know that Every Woman Should  by Ronda Rich. This article was written by Selena Rezvani, and posted on Forbes.com (Business). Here are some highlights:

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Consider the attributes below and you’ll see how classically feminine management traits in fact translate to more employee loyalty and commitment, increased innovation, and better products and services.  You can call on these underestimated qualities often and tailor them as you make them your own:

  1. Identifying with the Other Side: Whether you’re trying to understand the customer, a peer or boss, leveraging empathy is supremely effective.  Rather than theorizing about root issues, when we truly empathize we assume nothing but what the other side communicates and shows us.  As Dr. Simone Ahuja, an innovation expert and co-author of the international bestseller Jugaad Innovation notes, “Women tend to have greater empathy than men, a key innovation competency in their approach to problem solving.  Empathy helps them to be truly user-centric and focused on whether there is a real value-add in the solutions they are providing – and to remove assumptions, an innovation killer.”
  2. “Asking for Directions”: Women know what they don’t know.  So says a study by Merrill Lynch that showed female financial analysts were less likely than men to buy a “trendy” or popular stock without first doing research.  Women’s ability to plan carefully was considered a key reason they outperformed men in the study.  Robert C. Doll, Jr., former chief investment officer of Merrill Lynch noted, “In gender terms, the survey found that a little self-knowledge can go a long way.  Women … aren’t afraid to ask for help, turning to professional financial advisors at a much greater rate than men.”  By not expecting ourselves to have all the expertise all the time, we can easily solicit input and nimbly resolve issues.
  3. Adopting a Democratic, Team-Centric Approach: A woman leader with a truly participative leadership style invites multiple viewpoints, even if it takes added effort to do so.  Underscoring this practice, a study at MIT’s Center for Collective Intelligence showed that teams where team members share “airtime” equally showed higher group intelligence scores. Susan Rice, former CEO of Lloyds TSB Scotlandalso credited this skill as helping her, noting, “The people I work with will say that the process of my asking them questions helps them clarify their own thinking and they actually come out a little sharper. My job…is to set a clear strategy, ask the right questions, and encourage our managers to be the experts in their business.”
  4. Building an Infrastructure of Support: High performance teams consistently outperform the individuals that make up the group.  A woman can leverage this dynamic to assemble an organization-wide alliance that offers something more valuable than gold: resilience if she makes a misstep.  Said Jo Miller, CEO of Women’s Leadership Coaching, “Leaders who have built a broad coalition of input givers, devil’s advocates, and champions have exposed themselves to diverse perspectives and as a result, make better business decisions. A network of influential allies can also support bold performance by providing a safety net for risk-taking.”

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Questions? Call me! 281-571-3223



Important data regarding how companies source candidates for hire

This is fascinating, particularly slides 16 through 20 that describe the impact of social media and job boards. LinkedIn is an important sourcing tool: Ladders, Facebook and Twitter have very little impact. You can view the entire Career X Roads slide show here: http://www.slideshare.net/gerrycrispin/2012-careerxroads-source-of-hire-channels-of-influence?utm_source=slideshow02&utm_medium=ssemail&utm_campaign=share_slideshow.

Questions? Call me, 281-571-3223.



AESC SURVEY: More Confidence in Executive Search for 2014

The point that surprised me most was number 3: 87% of executives plan to look for a new role in 2014. Wow. Is your resume ready?

Here are a few highlights from the 2014 Global Executive Outlook Report (survey of 508 executives) just released:

  • 51% of senior executives worldwide hold a positive outlook for the global executive job market for 2014, an increase of 15% compared to last year. 
  • 74% of executives are more willing to make a career move this year compared to 2013. 
  • 87% of executives plan to look for a new role this year.
  • 92% of executives in Canada feel positive about the executive job market this year, followed by executives in China (78% positive outlook) and Germany (70% positive outlook).
  • 64% of retained search consultants feel positive about the industry for the first 6 months of 2014, compared to 29% at the same time last year and only 35% in July 2013.
Access the Global Executive Outlook report at: http://bit.ly/1cdxrsm
 
Questions? Call me, 281-571-3223.


What is a resume … really?

The Internet is a big place. Job search is a big deal. The “Careers Industry” took flight in earnest as the Internet grew and fueled the Who-Will-Be-Left-Standing? competition between hiring managers and job seekers. 

In the beginning, as it became more cost effective for employers to post vacancies on their own websites and on the incipient job boards rather than paying for a recruiter-assisted search, they did it more. As it became easier for job seekers to send a resume in response to those announcements, they did it more. In an attempt to prescreen the then ever-present, unqualified online applicants, employers got more and more creative in how they screened and stored applications. To regain an upper hand, applicants began to hire “career experts” to help them get through the screens. Before long, lots and lots of “career experts” emerged, qualified and unqualified, ready and oh, so willing, to expound on topics related to successful job search and the rules of resume presentation.

So. Here we are. For fun, I just Googled “resume writing tips” and got 36,600,000 results in 0.28 seconds.

And here’s the hinky-do: like anything else, all of these sources will have something different to say. In fact, if you look long enough, you’ll find an “expert” who will believe, and passionately evangelize, literally every opinion in the spectrum on this, or any other executive job search topic.

Lesson to be learned? Reader, beware. If the person you’re listening to says there are hard-and-fast rules for resume presentation … run. If what you’re reading promises a specific end result … run faster. If the information you’re getting, even from well-intentioned professionals, friends and colleagues seems counter-intuitive to what you feel is authentic to your skills and values … smile, say thank you … and again, fahgettaboudit.

Worst Resume Advice I’ve Seen On The Internet Lately And Why I Think So:                  

1. Resumes are going away. No way. They may be evolving, but resumes are not dead. Particularly at the executive level, where hiring decisions are made by Boomers or GenX-ers, a traditional resume presentation is still preferred. A resume may be augmented by, say, Internet links, video presentations, LinkedIn Profiles, addenda, bios and the like, but as of now, there is still no substitute for your career on paper. Your resume is your personal and professional representative. Lots of people, from recruiters, HR staff and managers to Executive Committees and Boards will see it … and make no mistake, to win, it has to be as good as you are. Do it well … make it count.

2. Tailor your information to the job (called targeting or customizing). No again. Now think about that for a minute. By leaving information out for the sake of clarity, you are inherently diminishing, or worse, blurring, your value proposition. Besides, you never, never know what the perfect blend of skills and experience will be for any given employer! The CFO that came from the shop floor in a manufacturing setting might be precisely the person a young financial services company needs to reach their long-term goals. Also, people share information. A lot. If you sent out different versions of yourself you’ll very quickly become Blurred Blake, not Clearly Clara. Which one would you call for an interview? 

3. Include only the most recent 10 years in your presentation. This is really a bad idea. Unless you’re being asked to do that specifically (“To apply, please send your most recent 10 years of experience in a Word format”), as the first two citations here begin to explain, the people with actual authority to hire want to know your whole story. Where did you come from? What value did you deliver? What did you learn that you took to the next position? Has there been a steady increase in responsibility? Have you always been in one industry? How many employers have you had over your entire career? Etcetera. Conversely, just like questions that can arise from looking at a functional format, your reader may wonder “What happened before 1994? What’s s/he hiding? Was prison time involved?” Good grief, don’t make them guess … give them what they need to understand that you’re going to solve their problems.

4. Remove dates to avoid “age discrimination”. Uh uh. Say you do this, and best case, get an interview for the target job. The instant you walk into the room, adorable as you are, the interviewer or committee will see how many years you’ve been around. If they’re predisposed against hiring based on age (or any other physical or chronological reason), it’s over. Then all you’ve accomplished is wasting your own, and their, time. Not helpful. I believe in being 100% forthcoming and transparent in your resume presentation. Getting interviews is not the goal … getting job offers is. From the get-go, give your readers a complete sense of who you are and the problems you can solve. Then, if it’s a match, it’s a terrific start! 

5. Keep your resume presentation to one page. Nope, nope, nope. Someone who’s been working in the field for less than 5 years and/or in a few other situations, perhaps. But certainly at the executive level, your resume presentation should be succinct, but it should take as long as it takes to describe what you’ve done and how well you’ve done it. In all my years in this business, I’ve never had a client come back to me and say “I didn’t get the job because my resume was too long.”

Questions? Call me, 281-571-3223 or email, Debbie@phoenixcareergroup.com.



Getting motivated in 2014

Change won’t happen by itself. We have to visualize and mentally reinforce our goals daily (if that makes you roll your eyes, re-read Napolean Hill’s Think and Grow Rich chapters 2 and 3 about having a vision and believing that you can achieve it!). Successful people are the ones that take ACTION … and not for a day or for a month … you have to keep working on your goal until you ACHIEVE it. And then, set another one!

Questions? Call me! 281-571-3223



Who wants to change careers?

A very interesting article about the number of working adults who want to change careers including a whopping 43% of C-level executives:

“Although 78 percent of younger workers in their 20s are interested in changing careers, they are not the only ones. In fact, 64 percent of working adults in their 30s are interested in changing careers, followed by 54 percent in their 40s, 51 percent in their 50s and 26 percent who are 60 years or older. Even in upper levels of management, there is a considerable desire to change careers. Forty-three percent of C-level executives are at least somewhat interested in changing careers, with more than a quarter (26 percent) very or extremely interested.”

Read the full article here: http://www.4-traders.com/APOLLO-GROUP-INC-4848/news/Apollo-Group-Inc-More-than-Half-of-Working-Adults-are-Interested-in-Changing-Careers-and-Nearly-Th-17061861/ 

Questions? Call me! 281-571-3223



Quick Tips for Negotiating Your New Salary

Very good information. Complete article here: http://money.usnews.com/money/blogs/outside-voices-careers/2013/05/08/11-tips-for-negotiating-your-next-job-offer

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Always be enthusiastic about the offer. If the employer doesn’t think you want the job, they may be less likely to want you. And smile.

Negotiate with the right parties. Know who has the final budget authority and who has the power to negotiate. This may or may not be human resources.

Be confident. Remember, the company has invested time and manpower in this process and it does not want to start over unless it has to. It is up to you to remind your potential employers of the problems you will solve.

Use your company research and inside information. If you know the company has made exceptions in its vacation policy or has been flexible with other benefit offerings, use this to your advantage.

Begin with cash compensation/salary first. If you can secure your desired salary, be willing to make compromises on other items you want to negotiate.

Shhhh … Wait for them to answer. There’s an old saying, she who talks first loses. When you make your request or pose a question, do not talk. Wait for their response.

What will you give in return? Negotiating your job offer isn’t just about your needs and wants. Be sure you remind the employer about your value.

Be realistic. Don’t be greedy or naive, base your negotiation on your skills and the level of job for which you are applying.

Leave your emotions outside. This is a business transaction. Do not let your pride, fear, uncertainty or any other emotion impact what you say or do. 

Be prepared to walk away. If the deal doesn’t meet your expectations in any of the areas important to you, know when to walk away from the table.

Get it in writing. When all is said and done, be sure you get the agreed terms in writing BEFORE you accept the offer.

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Questions? Call me! 281-571-3223



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