Don Straits

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Entries in job search (23)

Submit Linkedin Profile To Apply: We Don't Want Your Resume

Guaranteed anyone who might consider you for a position will view your LI profile.   LinkedIn is a platform for over 277 million  resumes and supporting documentation.  It is imperative your profile presents powerful insight into who you are and the value you can bring to an organization.  This short video addresses the shifting career paradigm and how you must adapt.  Would love your comments and feedback.

The Most Valuable LinkedIn Feature is the One That is Least Utilized

I always enjoying reading articles and posts about how to build and enhance your LinkedIn profile.  I read the information provided by so-called experts.  These experts conduct webinars, provide individual LI coaching, re-write profiles and offer never ending punditry on the pros and cons of various LinkedIn features.  Yet these experts, in my humble opinion, overlook, do not understand, or for some unknown reason refuse to recognize and extol the virtues of using rich media including videos, images, audio files, presentations and documents.   

I believe the most valuable of all the rich media options is videos.  If you are seeking advice or guidance on enhancing your profile from an "expert," you should first check his/her profile and see if they have incorporated rich media and, in particular, video clips.  But you don't need an expert to do this for you, with a modest amount of effort, you can do it yourself.

So I am going to jump right into the hot tub with my own punditry.  Here is a question for you:  How many of your connections have a "Welcome Video" on their profile?  My guess is that most of you answered zero, or perhaps one or two.  Yet incorporating a Welcome Video is a powerful way to capture the interest of your current and future connections.

Here are just a few of the benefits:

Click to read more ...

From Senior Executive to Consultant: No Problem. From Consultant to Senior Executive: Nightmare

Tragically, over the past several years, the term "consultant" has almost become a pejorative.  Not long ago, I did a video post entitled "Webster's Definition of Consultant:  Unemployed Executive."  While obviously an exaggeration, there is some truth in that statement.  Virtually every senior level executive who is in transition, refers to themselves as a "Consultant."  

Click to read more ...

How Long Will An Executive Job Search Take? CAN YOU CLOSE THE DEAL?

Everyone of my executive clients always asks how long his/her job search will take.  It is almost impossible to give a definitive answer because there are so many variables. In my latest video, I discuss these variables in  depth in order to give insight into what you should expect from a time standpoint in driving your search. If you would prefer to view the written article, you can find that below the video player. I would enjoy any feedback you may have on this topic. 

Invariably, everyone of my new executive clients always asks how long his/her job search will take.  It is almost impossible to give a definitive answer because there are so many variables.  But here are some insights into the time it takes to land an executive level position.  Let's break it into four categories:  number one: months based on income; number two: seasonality factors;  number three:  industry/functional experience factors, and number four:  simply cannot close the deal.  Now, let's examine each of those categories:

1.  Months Based on Income.  Literally, for decades, career books and career counselors have said you should allow one month of search time for every $10,000 of income.  Someone forgot to take into account inflation.  That number is now about one month for every $15,000 of income.

2.  Seasonality.  Believe it or not, there is major seasonality in an executive level search.  While I do not have sophisticated quantifiable research to back this up, my 20 years of helping senior execs points to the following:  The two best hiring months of the year are January/February....immediately following the December holiday season and December 31st fiscal year end.    The second two best months are September/October, immediately following summer vacation.  March through June are relatively equal, not bad, but not great either.  July/August and November/December are the worst of the year.  

What executives should be cognizant of is that when driving a search, don't wait until a few weeks before the best months to start your search.  The time it takes to drive a sophisticated search is several months.  For Sept/Oct hiring, start in April, May, June.    For January/February hiring start your search in Sept/Oct/Nov/Dec.   And if you miss your window of opportunity, you should be fully prepared to wait until the next window.

3.  Industry and Functional Experience Influencing Time to Hire.   These factors are continually in flux depending on the state of the economy and trends on growth of various industries. Right now, medical/life sciences and high technology fields are hot while industrial engineering and operations are a challenge. Civil and mechanical engineering execs are in moderate demand, but will significantly change if congress starts spending money on infrastructure construction. There is always high demand for peak performance sales executives....key words being peak performance.  Financial execs, including CFOs, the demand tends to fluctuate more with the economy.  In a robust economy, financial execs will be more mobile, therefore more positions open up.  In a recession, the bean counters hold on to their positions.  So time to hire based on industry or experience can vary widely.

4.  Cannot Close the Deal.  Last but not least, is the inability of the exec to close the deal with a powerful interview.  I wish I had a dollar for every time an executive said to me, just get me in front of the decision maker and I will close the deal.  The problem is that when that exec goes into an interview, he or she is up against five or six other execs who have said the exact same thing.  While an exec may have had a distinguished career, the competition for new positions is so fierce that his/her interviewing skills just can't carry the day.  Career books, career counselors and career pundits (present company excluded) will almost never admit the time to hire is in direct correlation to the ability of the exec to close the deal.  While an exec may have had a distinguished career, in today's economy, with new business paradigms, new career paradigms, and a huge number of execs seeking almost every position out there, many talented executives will find the search will take many months, years, or become forever elusive.  For a reality check, please watch my video:  Today's Executive, Tomorrow's Walmart Greeter [Link].

So if you liked this video, please hit your like button.  And if you are a senior executive facing a search challenge, and if you would like to cut your time to land a new leadership position, I would love to talk with you.  Please drop me an email or give me a call.  Thanks everyone.  Have an awesome day.


I Am Open To Relocation For The Right Opportunity. DEAL KILLER!

You may have kids in school, parents who are in need of support, you're established in the community, church, friendships, and more. But how bad do you want a job? The job market is incredibly competitive and you must be willing to relocate.  In this video, Don Straits discusses the importance of being open to relocation during an executive job search.