Corporate Warriors

Case Study: Utilizing Exceptional Research To Land An Executive Position (Part 2/2)

2013-05-15T16:55:29Z

In my last video, I shared a success story of a former client of mine who landed a job by using unique research tactics. In this follow up video, I discuss methods of utilizing both online research as well as field research in order to produce a summary of observations and insights to aid you in your job search. This will show the key decision makers that you know what, where, when, why, and how to solve problems, implement solutions, cut costs, and drive revenue. I would love your feedback or personal experiences on this topic.

Case Study: Utilizing Exceptional Research To Land An Executive Position (Part 1/2)

2013-05-08T16:42:01Z

Conducting thorough research on a company prior to interviewing is a must. In a highly competitive job market like today, having any kind of advantage is invaluable. In part 1 of 2 of this video, I talk about the importance of gathering and utilizing information about a company. I share a story of a former client of mine who landed a job by applying these exact research tactics. I would enjoy any of your success stories that may be similar, please feel free to post them! Stay tuned for part two of this video next week.

Linkedin Connections Are Priceless. Are You Using Them Effectively? Here's How!

2013-05-01T17:27:38Z

Managing and leveraging your LinkedIn connections is worth its weight in gold....literally, in fact, it will generate revenue for your business or open doors for new employment opportunities. In my latest video I decided to share some of the methods of managing your Linkedin Connections, including a short tutorial on exporting your connections into an Excel spreadsheet as well as sorting them into groups based on specific criteria. This a powerful tool that is underutilized by most Linkedin users. I encourage you to try this. If you are familiar with these tools already, how has it been of benefit for you in your business or job search?

Managing and leveraging your LinkedIn connections is worth its weight in gold....literally, in fact, it will generate revenue for your business or open doors for new employment opportunities. Here is some insight on how to make your connections work for you, as well as a simple tutorial on how to export your connections.

You should have an objective of building at least 1000 connections on LinkedIn. That will take some time, but if you work at it for just a few minutes each day, you will be amazed at how fast it grows. Focus on connections that are relevant to your industry or functional area. Do not accept invitations just for the sake of building your numbers.

Here are just a few reasons why you should build your connections:

If you are a blogger....and you should be...you can email your new blog posts to your connections. (See my videos on blogging). That is far more powerful than just adding your blog post to your LI updates. Your readership will skyrocket. If you choose to do mass emails to your connections, use caution when doing so as you may end up on spam blacklists. I recommend you use an email service like iContact. It is inexpensive and enables you to manage all of your mailings.
Update your connections on any change in your employment: i.e. new position, new company, or in transition.
Give your connections relevant content that could be of benefit to them....discuss industry trends, technologies, emerging new businesses or products. Don't just shamefully try to sell your products, services, or seek employment. That's a good way to lose your connections. First, provide a solid benefit, then it is acceptable to mention your company and/or service.
Organize your connections into groups based on criteria. You can sort your connections by location, industry, company, name, and more. This is effective for targeting a specific group of colleagues to contact, rather than contacting all of your connections at once, or sifting through your connections and finding them one by one. For example, since I represent senior execs seeking new positions, I sort by recruiters, VCs, PEs, corporate decision makers, members of boards, key influencers, prospective clients, current clients, and miscellaneous. I can now communicate different email campaigns to each segment.

Simple Tutorial on Exporting your Linkedin Connections:

Step 1: From the Linkedin home screen, mouse over the “Contacts” tab. This will open up a drop down menu. Within the drop down menu, select “Connections.”

Step 2: If you would like to just quickly export all of your connections into an Excel spreadsheet, click the link on the bottom-right that says “Export Connections.” Simple.

Step 3: Additionally, this page allows you to sort through all of your connections based on criteria. Note that the “Tags” represent each person's connection to you (Friend, Classmate, Colleague, Partner, etc.). Each connection is placed into one of these groups when you initially send a connection request. You are able to add additional tags in order to sort your connections as you wish.

Step 4: When you have figured out which group of connections you want to export into an Excel document, you can either individually check the box next to their name, or you can click “Select All,” in order to get them into the right Excel column. All of the names that appear in the right column will be exported into a spreadsheet.

If you are diligent in building your connections and managing those connections effectively, it will be priceless for your business and your career. If you are only using the free basic LI service, I encourage you to consider upgrading to a paid level. Select the one that is most relevant to you. We use the Premium Business account at $19.95/month.

If you are seeking a new challenge, we would enjoy talking with you about your search. Make it an awesome day.

Blogging Tips To Drive Your Executive Search

2013-04-23T17:33:55Z

In a recent video, we examined why executives should be blogging to drive their career. I recommend you watch that video as well, as it provides great insight into Blogging for Executives as a Game Changer. A link to the video is provided on the screen.

I confess, one of the biggest hurdles I face is to educate executives on the power of putting their strategic thinking and vision into writing. The most common concern is that blogging will be too time consuming. In fact, once the blogging infrastructure has been put into place, it should only require about one hour a week to keep it current. But the impact a thought leadership blog can have on driving your search for a new opportunity is extraordinary.

Here are just a few tips and tricks on how to leverage blogging to drive your search.

1. Create a design that is contemporary with a title and subtitle that reflects your expertise and focus for your blog. Don't be afraid to have a provocative or "catchy" title that will stimulate people to read your blog.

2. Ramp up quickly by posting at least three posts per week for the first two weeks, then two posts per week for the next two weeks, then at least one post every week thereafter. As soon as you have at least six posts on your blog, you are ready to make blogging the game changer.

3. Every time you apply for a job, always reference and include a link to your blog within your email or cover letter. You will be amazed at how many recruiters and decision makers indicate they reviewed your blog and that it was a key factor in selecting you for an interview.

4. Always include a link to your blog in your email signature file, for both new and reply emails. You want people to have easy access to your blog.

5. Include a link to your blog within your Linkedin profile and include all new blog posts in your Linkedin Updates.

6. On occasion, include a video blog post (Vlog) on your blog. Google algorithms loves videos. All you need is a flat wall with a lamp, plant or picture and you are in business. If you don't know how to do it, get the 16 year old kid who lives next door to help out. They get it.

7. Develop an outstanding email database and send your database an email for every new blog post. Include industry influencers in your database such as corporate presidents and editors of industry publications.

8. Did you know you can export your LinkedIn contacts into an Excel file and segment as necessary. This is a great way to manage and leverage your LI connections and directly send them an email for each new blog post.

9. Write compelling posts for your blog. Take a position and defend it. Be provocative. Encourage discussion and comments with opposing view points. Do you want to be a Dilbert Clone or do you want to stand out and stand for something. Leaders are risk takers. Leaders are sought out by growth organizations.

10. Cross Post. Essentially, you will invite other industry influencers to post to your blog and vice versa.

11. Invite decision makers you interview with to post in your blog. This can be a grand-slam home run, but it also has its problems. If we work with you on our blog, we can guide you on how to do this tactfully. We can also guide you in developing short posts of one or two sentences and effective long posts.

12. Interview Industry Influencers for articles in your blog. It enhances your own credibility and helps drive Search Engine Optimization SEO.

13. Speaking of SEO, as part of your long term strategy, you will want to make effective use of key words and tags to help drive traffic and build community for your blog.

14. Once you land a new position, do not stop blogging. I cannot emphasize this point enough. It will have a long-term profound impact on your career.

Now I could go on and on. I have just scratched the surface. But if you follow these blogging tips, they will be a game changer in driving your career.

If we can be of help in driving your search, we would enjoy talking with you. Thank you in advance, and we wish you the best of success in finding a new opportunity.

Why Senior Executives in the Job Market Should be Blogging: A Game Changer

2013-04-09T16:29:00Z

Blogging? Nobody has time for that, right? Wrong! Blogging is single-handedly the most effective way to “syndicate” your skills, knowledge, and expertise. As a senior executive, a blog can put you on the fast track to the position you desire. Put yourself into the shoes of a key decision maker....swamped with traditional resumes listing accomplishments and accolades that are questionable at best. However one candidate has a dynamic, thought-provoking blog that reflects their strategic thinking and proves that they are contemporary leaders within their industry. A blog adds an insurmountable value proposition to set yourself apart from all others. If you think it's a waste of time, one might ask, “How bad do you really want a job?” In this video I discuss the added value that blogs can bring to an executive job search. I would love your feedback on this topic.

Have Severance Package, Will Travel

2013-04-02T15:56:27Z

You've lost your job, but you have received a great severance package, so there is no reason to worry. You are a talented executive so you will be hired quickly. But you need a break. You have put in many years of hard work. You would like to do some of things you have only dreamed about. Dedicated family time, adventures around the globe, and just some time to relax. So you are going to put off looking for a job for several months. What you may not realize is just how difficult your search will be. I don't begrudge you that time off, but at lease put in place a few tactics that can help make that time work for you, and give you a head start on your search. Here are a couple of great ideas.

"I've Never Had To Look For A Job Before" The Challenge for Executives

2013-03-27T18:15:01Z

For decades, many senior executives easily drove their career through advancement and opportunities that were presented to them. Or their network was always able to provide connections. More than ever before executives are finding themselves struggling to secure their next assignment. The “Ole Boy's Network” just isn't what it used to be. Almost a day doesn't go bye that an executive doesn't say to me, “I've never had to look for a job before.” Many executives don't know where to begin and end up making classic mistakes. Here are some guidelines to help executives drive their search.

Career Management Scams

2013-03-19T18:44:11Z

Unfortunately, there are a number of career management companies and career service organizations that will take advantage of executives seeking new opportunities. The industry is rife with con artists and scams. This post will examine various career service options and provide some guidelines on how to select a legitimate service that can be a real asset in driving your search.

1. Career Management Companies (CMCs): In the interest of full disclosure, I am one of these companies. For some reason, which escapes me, the overwhelming number of CMCs are just plain crooks. If they would just put in half as much effort in helping execs as they do in trying to scam them, then they could provide a valuable service. I can probably count on one hand the legitimate CMC's that provide a valuable service. CMCs charge several thousand dollars, so if you are considering a CMC, be certain to do your due diligence. Some firms have an exceptional value proposition and can open up many doors of opportunity. But research these firms carefully to avoid the scams. Here are some tips in selecting a CMC.

Conduct a Google search on the company, the sales person, and the person that would be your coach. Be certain to do all three. Many scam CMCs have multiple company names with common terms in order to hide their presence on the Net. You will frequently find rip off reports and blogs that talk about these scams. The sales person and particularly your potential coach should have outstanding credibility on the Net with dozens, if not hundreds, of positive Google hits including articles, awards, videos, press interviews, and other accolades. If they don't have this credibility, then how could they do a good job of driving your search and leveraging social media?
Ask for client references. If they refuse, then don't walk away, RUN. Many CMCs will refuse references with the excuse that they are protecting the confidentiality of their clients. Ask yourself this question: If a CMC did a good job for you, wouldn't you be willing to provide a reference?
Ask for recruiter references. If a CMC is going to represent you in your search, then they should have several recruiters they work with. If they can't produce them, then RUN.
Review examples of the resumes they develop. Again, if the refuse, then run away. You need to understand what your marketing materials will look like, how they will differentiate you in the marketplace, and how they establish your value proposition.

2. Job Boards. Caution. Many of the job boards over promise and under deliver. Again, do a Google search on these job boards and look for scam reports and blog posts on their services. Are the jobs they list current? Are they exclusive? Are they legitimately at the compensation level that was promised? The cost is usually nominal, but the jobs they post can generate thousands of responses. So you are like a needle in a haystack. Many of these firms are now offering resume writing services as well. Here is another red flag. The sales person is paid on commission, so regardless of how good your resume is, he/she will find something wrong with it As a heads up, one of the most popular job boards, The Ladders, was sued for misrepresentation and fraud on March 11, 2013

3. Outplacement Firms. While the majority of these firms are honest, their focus is usually on support for the job seeker, rather than as a marketing service. They provide search strategies, career advice, and resume guidance. In only rare circumstances will they actually write your resume for you. Don't rely on them to find you a job, but they can provide valuable resources.

4. Resume Writers. An invaluable service as long as you find the right one. So many executives, even those who are good writers, often cannot adequately develop their own credentials. I actually have a name for the inability of executives to define or articulate their own experiences. I call it the "Leadership Performance Syndrome". In some ways the syndrome is analogous to the saying: "He who serves as their own attorney has a fool for a client." When evaluating a resume writing service, insist on seeing samples. You should also ask if the writer is certified by a recognized industry trade association. The certification is not a guarantee, but it should be one of several criteria in your evaluation. Also do a Google search on the writer. If they do not have a strong presence on the Net, then you should be very cautious

5. Career Counselors and/or Coaches. Typically they charge by the hour with a focus on helping executives select the right industry, or perhaps, transition to a new industry or functional area. They often make extensive use of testing. In some cases they also serve as resume writers. They will provide strategy in areas including search techniques, networking, interviewing, and salary negotiations. Once again, as with all of the above services, if you find the right person, the service can be invaluable. Always due your due diligence.

6. Executive Recruiters: Contingency and Retained. A recruiter never charges a fee to the job seeker. If someone represents that they are a recruiter and wants to charge you a fee, then they are misrepresenting themselves. You should run away as fast as you can. A contingency recruiter is only paid by the organization when they make the placement. A retained recruiter is paid in advance by the organization to exclusively conduct the search. On a rare occasion, a recruiter might help market an executive if they believe the candidate is unique and might help them secure a contingency fee. If a recruiter indicates they will help you drive your search, don't sit back and wait for the calls to come in. They are simply saying that if they secure an opportunity that matches your background, then they will contact you. I know countless stories of recruiters who get "hate mail" from job seekers because the recruiter didn't find a job for them. Recruiters are engaged by companies, not by job seekers.

Finding a new opportunity in today's marketplace is an extraordinary challenge. Using a career service can be a valuable tool in your search, but like any other business service, you should always do your due diligence.

I would love to hear your stories or comments on your experience with any of the above career service options.

YOU'RE FIRED! How to Avoid Being Canned!

2013-03-12T20:39:00Z

The job market for executives is extrordinarily challenging, and in my humble opinion depending on the impact of the sequester, it will get even tougher. There will be fewer positions available and many execs currently employed will lose their jobs. So, what can you do to secure your position? Typically the answer does not lie within your skillset, but rather within your attitude. Lets take a look at what you can do to be a survivor. Your first challenge will be to look at the two images in the beginning of the video and identify which image most closely represents you. Be honest. Don't rely on wishful thinking. Come to grips with reality. I would love your comments.

The Sequester's Impact on Executive Hiring and Recruiting, and What Job Seekers and Recruiters Can Do About It.

2013-03-05T17:19:51Z

On Friday, March lst, Obama passed the sequester into law. The sky did not fall, the moon stir rises above the horizon, and the IRS still expects me to pay taxes. But the sequester will have an impact on current employees, job seekers, and recruiters. Let's examine the impact, and what you can do about it. You can either watch my video presentation or read the text displayed below the video. Take your choice. What are your opinions of the impact of the sequester?

Do you remember Johnny Carson? Millenials may not know him, so they should watch his sketches on YouTube. He was my favorite comedian and talk show host of all time. His comic sketches as Carnac the Magnificent, Sage and Sooth Sayer are classic. So today I will be a Sooth Sayer.

This past Friday, the sequester went into effect. Planes did not drop out of the sky, and I was still able to boil water on my stove. But, based on feedback from executives and recruiters over the past several months, leading up to this, the overwhelming consensus is that it will have, at the very least, a dampening impact on hiring, but it could also propel us back into a recession.

So my first sooth is that executives will face a more difficult challenge in finding a new position.   But in the long run, our economy will be much better for it.   While this might sound heartless, cutbacks in our out-of-control government spending are mandatory.   But in the meantime, whether you are employed, or seeking employment, you need to be prepared for this.

My second sooth is for recruiters. Corporate demand for recruiting services will be negatively impacted. Recruiters need to prepare for this as well. Whether you are a job seeker or recruiter, here is what you can do to be a survivor:

First, let's focus on job seekers:

1. Do NOT discount that it will impact you. Do NOT believe that you are immune from being downsized, or if you are already in the market, from finding it even tougher to land that next position.

2. Develop some insurance policies. Dramatically build your LinkedIn network. You should have at least 1000 connections. Be targeted in the people you select for connections. It should be a combination of recruiters, VC's, PE's, corporate decision makers and members of boards.

3. Communicate regularly with your connections and groups using LinkedIn updates, blog posts and groups participation. (Yes, you should have a blog. More on that later).

4. LI communication tip: LI allows you to export all of your connections to an excel file and segment them by numerous criteria of your choice. You can then use a contact management program or email service like IContact to regularly provide RELEVANT emails to your connection segments (ie. new blog posts, articles you have written, new technologies, and insights from your leadership experiences).

5. It goes without saying, that your resume or portfolio should always be current, but, in addition, create a VISIONARY VALUE PROPOSITION in writing.   Corporate decision makers need a reason to hire you. A traditional resume in today's tough market just doesn't cut it.

6. If you don't have a blog, start one. It is a priceless strategy to establish your credibility, vision, strategic thinking, and value proposition. It also demonstrates that you are current and contemporary in today's social media world. It is not as much work as some people think When you post at least once a week, it establishes you as an authority, and the SEO gives you great presence on the web. A huge plus is that you should always include your blog link to recruiters and corporate decision makers for every position you pursue. That is a home run.

7. Participate in numerous industry conferences, trade shows, and alumni networking events. Too many senior execs don't network as often as they did when they were younger. Never stop networking.

8. Whether you are employed or unemployed, view yourself as an independent contractor. Continually be on the look-out for the next opportunity. Take job interviews. And continually build great industry partnerships with key influencers.

Now let's focus on Recruiters: Are you prepared for a decline in search assignments? Here are a few tips for survival:

1.   If you are an expert in an industry or functional area (practice), perhaps you can provide organizational development assistance in light of the recession. (Notice I didn't say be a "consultant". The world is overloaded with consultants. You want to "implement" bottom line organizational strategies for clients).

2. The web is loaded with services to easily build your own website to showcase those services. Take the time to put something like that in place. Don't wait for the economy to be impacted. Start now.

3. Evaluate other services you might be able to provide including outplacement, career coaching, interviewing strategies, salary negotiations and resume writing. Our organization provides those services and I would enjoy talking with you about our Recruiter Alliance Network as an alternative revenue source.

4. Perhaps you should consider adding other practice areas to your business and partnering with other independent recruiters. There is strength in numbers. Many recruiters avoid doing splits. You might want to rethink that strategy.

So whether you are currently employed, a job seeker or a recruiter, you want to position yourself to survive in the turmoil our economy is about to go through.   One of my favorite quotes is "An Ounce of Prevention is Worth a Pound of Cure." It might be wise advice to follow.

Corporate Warriors represents senior executives seeking new opportunities. Please contact me if you would like to learn how we can help. And if you are a recruiter, I would enjoy talking with you about our Recruiter Alliance Network.

I wish all of you the best of success. Make it a productive day.