Five Executive Job Search Blunders
By: Alesia Benedict, CPRW, JCTC www.getinterviews.com
There is a common misconception among the public at large that executives have an easier experience when looking for a new job than the average job seeker who makes less than $100,000. However, executives know differently! The reality is that job search for higher salaried individuals can take longer and be more complex. At the executive level there are fewer open positions, companies are much more specific about qualifications, and competition is more aggressive. Such conditions can make finding a job at the executive level even difficult, even well-qualified job seekers.
Job hunting is tough enough without adding to the difficulty through senseless job search mistakes. Senseless because they are simple mistakes that are easily rectified or avoided altogether if only some forethought is afforded. All of the mistakes discussed below are common ones that my firm sees in the job search efforts of our executive clients who come to us finally for help.
1. Email Addresses
Most people don’t think of an email address as something that can hinder the progress of a job search, but it can have a significant impact. One issue that we see on a regular basis is an executive client who changes his/her email midway through a job search. Such an action has a detrimental effect on the efficacy of the resume, as recruiters often rely on email as the primary method of first contact with a candidate. If that candidate’s email address bounces, the recruiter might or might not attempt further contact via telephone.
Many executive clients also do not consider the nature of their email addresses. The best email addresses are short and easy to type. Poor email addresses hinder the ease of contact or provide a negative mental impression of the client. williamrmacbrubackerjr@xxx.com is a ‘mouthful’ to type! Email addresses that contain underscores or the numerals “one” or “zero” are difficult to decipher. In jlsmith@xxx.com, is that a lower-case “L” or the number “one” that follows the ‘j’? In b5ojack@xxx.com is the second character a “zero” or the letter “O”? What does an email address such as freakygirl666@xxx.com say about a candidate? I recently had a client whose email address contained the moniker “mybday1948” yet he was concerned about age discrimination. He certainly wasn’t helping his own situation by using that email address!
Believe it or not, one of the most common email mistakes we see is actually the lack of an email address on the resume! Not including an email address on a resume in today’s Internet-centric job search environment would be akin to not including a telephone number on a resume back in the 1980’s. Always include an email address on the resume, and be sure to check it (and your SPAM folder) on a regular basis. And please, PERSONAL email addresses only. DO NOT use your company one!
2. Executive Recruiter Mistakes
A high number of executives above the $100,000 salary level are placed in their jobs by executive recruiters. Smart executives establish strong relationships with reputable executive recruiters who can be an asset in their career advancement. Many of the highest level executives we work with have teamed with a particular recruiter or recruiting firm repeatedly, often having attained several positions over the years through the same recruiter. Executive job seekers who nurture their recruiter relationship even when not actively job searching are rewarded for their efforts by easier job searches, faster career progression, and choice placements. Back when I was a recruiter, one of the things that most annoyed me were candidates who sent me all kinds of ancillary “support” items in addition to their cover letter and resume. Initially, I just wanted to see the person’s background, NOT muddle through letters of recommendation, award letters, references, performance reviews, and the like. Overwhelming a recruiter in an attempt to ‘impress’ him/her will work against you.
3. Poor Presentation
Many executives only give passing attention to their resume because they focus their energies on the interview. Unfortunately, interviews will be few and far between if the initial presentation of the resume is less-than-stellar. Everything about an executive’s presentation to potential employers should be top-notch. Employers expect $100K+ candidates to have a slick, professional presentation. Poor visual design of a resume, mistakes in spelling or grammar, poor wording, and lack of focus will not garner the type or number of interviews an otherwise well-qualified candidate should expect. In a perfect world it wouldn’t matter, but it today’s reality, it absolutely does.
4. Over-concern about Age
Age discrimination does exist but it is not as rampant as many older job seekers fear. The majority of companies realize that executive candidates who have the experience they desire are NOT going to be 22 years old, hot off the press, and looking for his/her first job. Executive experience takes time to develop so that means good candidates worth their salt are likely going to fall into an older age category. The impact of age discrimination is more in the mind of the candidate than in the mind of the hiring manager. Executive candidates can actually hamper their own job searches by using age discrimination as an excuse or focusing so much on it that they blurt out something inappropriate: “I’m 56 but I don’t look it!” Continued thinking along the lines of “I’m too old” becomes a self-fulfilling prophecy. Get over it.
5. Not Being Job Search Savvy
Most executives dislike job search -- it makes them feel uncomfortable and uncertain. For this reason, many do not delve fully into the world of job search and only superficially coast along the surface. For example, while most everyone knows the importance of the Internet in job search, most folks don’t understand how volatile and ever-changing this arena truly is. Understanding the pros/cons of confidential postings, when and how to use scannable resumes, and following outlines for sites’ bios and profiles are all now part of the drill. If you haven’t looked for a position in a while and think you are up on things, think again. Remember, too, that putting all your eggs in one basket can hamper job search results, especially for executives. Do not rely on one single method to bring about top results. Diversify. Ask questions, retain assistance, and remember: if you are savvy to the current tools of job search, you’ll land your new position much more quickly.
The executive job search blunders above may seem simple and obvious, but it is amazing how many executive candidates do not think about these when conducting their searches. As in most disasters, it’s usually something simple that causes the crash. Make sure your job search is well planned and conducted sensibly.
About the Author
Alesia Benedict, Certified Professional Resume Writer (CPRW) and Job and Career Transition Coach (JCTC) is the Director of GetInterviews.com, a firm that aids senior and C-level executives through their job search. She's been cited by JIST Publications as one of the "best resume writers in North America," quoted as a career expert in The Wall Street Journal, and is published in 20+ career books. Her prior experience as a director for a national executive search firm provides her with the insight needed to develop aggressive and successful resumes and career search strategies. She has long been an inspirational mentor and trainer to other resume writers and career professionals. Alesia's services come with a guarantee -- interviews in 30 days or they'll rewrite for free!
There is a common misconception among the public at large that executives have an easier experience when looking for a new job than the average job seeker who makes less than $100,000. However, executives know differently! The reality is that job search for higher salaried individuals can take longer and be more complex. At the executive level there are fewer open positions, companies are much more specific about qualifications, and competition is more aggressive. Such conditions can make finding a job at the executive level even difficult, even well-qualified job seekers.
Job hunting is tough enough without adding to the difficulty through senseless job search mistakes. Senseless because they are simple mistakes that are easily rectified or avoided altogether if only some forethought is afforded. All of the mistakes discussed below are common ones that my firm sees in the job search efforts of our executive clients who come to us finally for help.
1. Email Addresses
Most people don’t think of an email address as something that can hinder the progress of a job search, but it can have a significant impact. One issue that we see on a regular basis is an executive client who changes his/her email midway through a job search. Such an action has a detrimental effect on the efficacy of the resume, as recruiters often rely on email as the primary method of first contact with a candidate. If that candidate’s email address bounces, the recruiter might or might not attempt further contact via telephone.
Many executive clients also do not consider the nature of their email addresses. The best email addresses are short and easy to type. Poor email addresses hinder the ease of contact or provide a negative mental impression of the client. williamrmacbrubackerjr@xxx.com is a ‘mouthful’ to type! Email addresses that contain underscores or the numerals “one” or “zero” are difficult to decipher. In jlsmith@xxx.com, is that a lower-case “L” or the number “one” that follows the ‘j’? In b5ojack@xxx.com is the second character a “zero” or the letter “O”? What does an email address such as freakygirl666@xxx.com say about a candidate? I recently had a client whose email address contained the moniker “mybday1948” yet he was concerned about age discrimination. He certainly wasn’t helping his own situation by using that email address!
Believe it or not, one of the most common email mistakes we see is actually the lack of an email address on the resume! Not including an email address on a resume in today’s Internet-centric job search environment would be akin to not including a telephone number on a resume back in the 1980’s. Always include an email address on the resume, and be sure to check it (and your SPAM folder) on a regular basis. And please, PERSONAL email addresses only. DO NOT use your company one!
2. Executive Recruiter Mistakes
A high number of executives above the $100,000 salary level are placed in their jobs by executive recruiters. Smart executives establish strong relationships with reputable executive recruiters who can be an asset in their career advancement. Many of the highest level executives we work with have teamed with a particular recruiter or recruiting firm repeatedly, often having attained several positions over the years through the same recruiter. Executive job seekers who nurture their recruiter relationship even when not actively job searching are rewarded for their efforts by easier job searches, faster career progression, and choice placements. Back when I was a recruiter, one of the things that most annoyed me were candidates who sent me all kinds of ancillary “support” items in addition to their cover letter and resume. Initially, I just wanted to see the person’s background, NOT muddle through letters of recommendation, award letters, references, performance reviews, and the like. Overwhelming a recruiter in an attempt to ‘impress’ him/her will work against you.
3. Poor Presentation
Many executives only give passing attention to their resume because they focus their energies on the interview. Unfortunately, interviews will be few and far between if the initial presentation of the resume is less-than-stellar. Everything about an executive’s presentation to potential employers should be top-notch. Employers expect $100K+ candidates to have a slick, professional presentation. Poor visual design of a resume, mistakes in spelling or grammar, poor wording, and lack of focus will not garner the type or number of interviews an otherwise well-qualified candidate should expect. In a perfect world it wouldn’t matter, but it today’s reality, it absolutely does.
4. Over-concern about Age
Age discrimination does exist but it is not as rampant as many older job seekers fear. The majority of companies realize that executive candidates who have the experience they desire are NOT going to be 22 years old, hot off the press, and looking for his/her first job. Executive experience takes time to develop so that means good candidates worth their salt are likely going to fall into an older age category. The impact of age discrimination is more in the mind of the candidate than in the mind of the hiring manager. Executive candidates can actually hamper their own job searches by using age discrimination as an excuse or focusing so much on it that they blurt out something inappropriate: “I’m 56 but I don’t look it!” Continued thinking along the lines of “I’m too old” becomes a self-fulfilling prophecy. Get over it.
5. Not Being Job Search Savvy
Most executives dislike job search -- it makes them feel uncomfortable and uncertain. For this reason, many do not delve fully into the world of job search and only superficially coast along the surface. For example, while most everyone knows the importance of the Internet in job search, most folks don’t understand how volatile and ever-changing this arena truly is. Understanding the pros/cons of confidential postings, when and how to use scannable resumes, and following outlines for sites’ bios and profiles are all now part of the drill. If you haven’t looked for a position in a while and think you are up on things, think again. Remember, too, that putting all your eggs in one basket can hamper job search results, especially for executives. Do not rely on one single method to bring about top results. Diversify. Ask questions, retain assistance, and remember: if you are savvy to the current tools of job search, you’ll land your new position much more quickly.
The executive job search blunders above may seem simple and obvious, but it is amazing how many executive candidates do not think about these when conducting their searches. As in most disasters, it’s usually something simple that causes the crash. Make sure your job search is well planned and conducted sensibly.
About the Author
Alesia Benedict, Certified Professional Resume Writer (CPRW) and Job and Career Transition Coach (JCTC) is the Director of GetInterviews.com, a firm that aids senior and C-level executives through their job search. She's been cited by JIST Publications as one of the "best resume writers in North America," quoted as a career expert in The Wall Street Journal, and is published in 20+ career books. Her prior experience as a director for a national executive search firm provides her with the insight needed to develop aggressive and successful resumes and career search strategies. She has long been an inspirational mentor and trainer to other resume writers and career professionals. Alesia's services come with a guarantee -- interviews in 30 days or they'll rewrite for free!
