It’s a common mistake to think that C-level candidates are just as prepared, if not even more prepared, than their less experienced colleagues and subordinates. On the contrary, many seasoned executives-both those who are actively looking for new jobs and those who have been passively recruited-fall into the “unprepared” category. Don’t let yourself be one of those candidates. Discover our latest tips for helping executives like yourself excel at the job search process.
Tip #1: Get Prepared & Stay Prepared
Job candidates just out of college are constantly trolling LinkedIn to make connections, networking at events, and using social media in unique ways to build their own personal brands. On the other end of the spectrum, those already ensconced at the executive level might feel that such activities are less important for them, given their years of experience and ability to wow a potential employer with their résumés alone. However, such confidence can lead to complacency and work against executive candidates if they are confronted with the need to interview for a new role or even to interface with an executive recruiter. These days, a solid résumé is only one piece of the puzzle. Even executive candidates must have a strong LinkedIn profile and social media presence. Plus, it never hurts to network and to get to know the right people. And, finally, of course, basic preparation (i.e., a thorough understanding of what a company does and how one can contribute to its mission) is a minimum requirement to interview success.
Tip #2: Recruiters Are Your Friends
When it comes to executive-level search, employers want a level of experience most often found in passive candidates – that is, individuals who are so far along and so well established in their careers that they are likely not even looking for a change. The recruiters who are retained to find such individuals are tasked with finding candidates who not only possess the technical qualifications necessary for the job but who also meet the cultural criteria that will allow them to fit seamlessly into the hiring organization at the highest levels. This is a daunting task and one that requires recruiters to perform exhaustive research. If you receive a call from a recruiter, it usually means that they consider you to have the correct professional background and credentials for the position in question and that they are trying to get a feel for whether you would be an apt cultural fit. It can pay off to entertain their overtures because, whether or not the opportunity in question is one in which you are interested, recruiters get many search assignments over the course of a year and tend to remember impressive candidates. Who knows? Their next search assignment could turn out to be your dream job, so it is worthwhile to cultivate good relationships with them.
Tip #3: You Are Not a Unicorn
Many executive-level candidates believe that they are unique and the obvious hiring choice given their level of experience. However, the reality is that there are usually many candidates with comparable backgrounds who can fill a particular opening, even if it is a senior leadership position. Humility, an ability to accept coaching, and an effort to differentiate oneself will go a long way to benefit any candidate – no matter his or her level.
If you or someone you know is actively or passively seeking director, vice president, or C-suite level employment, please feel free to contact Michele Torch at firstname.lastname@example.org.
Visit Torch Group’s Candidate Resources page for more useful job seeker tips and advice.
- Posted by sarah
- On May 25, 2017
- 1 Comments