Howard Nestler has concluded an in-depth study of the executive job market as it concerns what he terms ‘premium’ executives and has come up with some surprising discoveries.

“Most executives I’ve observed are breaking all the rules of ‘brand marketing’ when they promote themselves and then wonder why it is that it takes so long to get a job,” says Nestler. He goes on to point out that, too often, the job an executive ultimately finds is not as rewarding as their previous one.

Nestler cautioned a group of individuals interested in executive marketing against using conventional methods when navigating the executive job search market. “Everybody gets a job,” Nestler told them, “sooner or later. Sadly, it’s usually later and, generally, it’s a position that is a step down from the candidate’s last engagement.”

Nestler makes the point that when executives default to using a resume as a means of promoting, they have given up all the advantages that their skill, intellect and experience have provided them. “They become part of the crowd,” Nestler asserts. “Imagine a political candidate running for office by merely circulating a resume.”

“An executive must begin to see himself or herself as a product with discernable qualities and characteristics that set them apart from the many options a company has in today’s job market.” Nestler goes on to say that, “Executives must then headline their campaign with these qualities, which is something a resume does not do.”

It is Nestler’s observation that when an executive promotes by way of a resume, they turn themselves into a generic product that will result in a generic placement. This may be alright for rank-and-file job candidates, but not for men and women of superior capability and intellect who are looking for a challenge in an engagement rather than a set of chores.

Nestler believes that the very first impression a CEO has of an individual will set the tone for everything that is to follow. He says that, “That first impression will dictate what priority the candidate will be given and will most certainly affect the offer made to that candidate.”

Howard Nestler,
New York, NY. PRWeb, February 2007

Categories: Executive Career Management, Executive Resumes
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Writing Resumes the Way Executive Search Consultants Like to See Them

Resume writing has long been the subject of experts teaching the tricks of the trade. The good news is that there are things that you can do to make your resume more attractive to search consultants. But beware - there is nothing that can dress up a mediocre track record to make it look stellar.

Search consultants want to be able to grasp information quickly – they see thousands of resumes in the course of a year. They don’t want the long introduction, the obfuscating descriptions or the emotive words such as “a results oriented executive with hands on experience of managing growing companies” (a statement which has communicated very little.)

Instead there is a lot to be said for simplicity, clarity and clear targeting. A short description of jobs held, indicating size of company, responsibilities and major achievements will quickly help the search consultant to make some summary judgments in the screening process.

By all means add a short covering letter indicating the kind of appointment you are looking for, and of course ask if the consultant could spend a little time on the phone with you. After that, it’s all about serendipity - the right job at the right time.

II. Do’s and Don’ts in Resume Writing

Do:

list positions held in reverse chronological order (most recent at the top)
use bold type fonts to highlight the company name and the position that you held (position can be in italics)
keep it short - preferably one page, but as long as it reads quickly then by all means use two
highlight key achievements
include bullet point information describing the nature and size of the organization
include academic prowess
add a great (but very short) covering letter customized to the reader describing why you warrant attention; even better send the letter first without the resume – that way you stimulate interest without giving away too much information up front.
Don’t:

indulge in introductory statements about your career or your career goals (do that very quickly in the covering letter - then you can modify each letter according to the reader)
list every achievement in your college and high school career
use long-winded narrative
employ generic descriptions of your achievements – be specific.
Common Misconceptions: The reader is interested in all details of your career; the reader has time to read and assimilate information; the resume is crucial to opening the door – it often isn’t, but the covering letter may be.

Resumes don’t get jobs, you do; therefore work out how to communicate what makes you different or special. Also, don’t forget that a search consultant is a different audience to a potential hiring organization.

III. Making your resume work for you

Most executives forget all communications theory when it comes to writing about themselves. They become focused on describing everything they have ever done rather than applying simple but well proven rules such as – defining the audience, defining the purpose of the message and then defining the message itself.

The resume is purely and simply a medium of communication. Make it long and obscure and you will lose your audience – just as with a presentation. Make it to the point and highlighted with key messages and you will succeed in getting your message across.

Don’t try to put the whole message in one document. Parcel out information as and when you know your target audience is ready to receive it. Most senior line and HR executives have little or no time to read voluminous resumes or CVs. When received they will either have their assistant dictate a standard reply or the papers will be referred to the recruiting division to be lost forever.

First get the attention of your target audience and then communicate. Try a very short introductory letter or, if possible, a telephone conversation. By attracting the attention of the target in this way your resume can be used as back-up or an aide-memoire once they have shown some interest in listening to you.

Work out to how to stimulate that initial interest and you will make real progress in your networking.

But feel free to send a full resume from the outset to Executive Search Consultants. By filling out a profile at www.BlueSteps.com you can quickly make your career information available to the best executive search firms worldwide. You can then attach a full resume to the profile. AESC Member search firms can access your brief profile and then download a copy of your resume if your initial information matches a current search they are conducting.

Association of Executive Search Consultants

Categories: Executive Resumes
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