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