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BlueSteps recently hosted an #ExecCareer Chat on the topic of executive compensation negotiation, featuring Renee Arrington, Pearson Partners International, and John Ryan, TRANSEARCH International.

Some of the questions asked included:

Know Your Audience

In any communication medium, the #1 rule is: Know your audience! If you know little or nothing about the people who will be receiving your message, you are, in all likelihood, wasting your time by trying to deliver it. What is known as the shotgun approach does not work. At best, it means your unfocused or misdirected message might reach a few of the people you wanted to reach; at worst, it makes you look like a poor communicator.

While no easy answers or miracle solutions exist for tough economic times, a recession economy creates a "networking" job market and certainly empowers individuals to take hold of their own career management. Employment opportunities arise out of our network of relationships, not from plentiful job postings and hiring-hungry corporations.

For many executives, running into age discrimination is a unfortunate reality, especially since it’s partly about health and money. How do you turn your years of experience into an advantage?

Be prepared for those inappropriate questions. There’s nothing that exudes confidence and professionalism better than being prepared for those awkward and sometimes illegal questions that come out in an interview.

Don’t…be defensive. Recruiters and hiring managers look at a defensive behavior and try to read between the lines.

Have you considered that one of the major success factors for organizations are the people who work there? It is crucial to have the right people in the right place at the right time. But how do companies identify and develop these skilled people and leaders? Leading organizations recruit superior people, develop their knowledge, skills and abilities, and prepare them for advancement or promotion.

During my everyday conversations with clients and candidates, one topic often tops the discussion agenda: The progression of a career and how it can evolve. At times, when you critically analyze your career, you find that your career just happened. My experience as a search consultant has shown me that many people don’t plan their career progression because they believe there are too many factors that will make it too hard to plan their career paths.

But, this is not actually the case for successful people. Many successful people identify their core goals and plan the actionable steps to help them achieve those goals.

BlueSteps recently hosted an #ExecCareer Chat on the topic of executive LinkedIn profiles, featuring Tiffany Hardy, BlueSteps Executive Career Services, and Luis Truchado, Odgers Berndtson Iberia.

Some of the questions asked included:

The majority of interview questions will focus on experiences from your past, but at the executive level, interview questions are more than likely to go beyond that level of difficulty. By asking non-traditional interview questions, hiring executives and search consultants can find out how you will perform in the position, uncover your problem-solving skills, see how you react to unpredictable circumstances, and numerous other traits that could make you successful or unsuccessful in the role.

Each year, as LinkedIn’s thriving global network continues to expand, having a searchable profile and online presence on the site is no longer optional; it is expected. Research shows that 80 percent of CEOs are now engaged online and are users of social media platforms; a figure which has doubled since 2010.

So, what is drawing global executives to LinkedIn, and why is it now a necessity?
 

I am a domino. It’s likely that you are, too. But whether you’re propped at the front of the line, in the middle, or way at the back will depend upon your current employment.

It is, as the pundits like to say, the price of progress: as technology advances, work changes and, often, that work goes away. It’s happened in manufacturing as robots replaced human workers (though offshoring didn’t help), and it’s moving on to white collar jobs where artificial intelligence is assuming chores that once were considered “safe for human assumption.”
 

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