BlueSteps Career Management and Executive Search Blog
The BlueSteps Career Management Blog is written with a C-level audience in mind on career management topics ranging from executive compensation, executive resumes, and interview tips to networking, executive job search, and gaining visibility as a professional in one’s industry.
The BlueSteps Executive Search Blog links senior executive candidates to actual retained search recruitment insights from AESC member executive recruiters, BlueSteps career advisors and other guest writers.
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Age discrimination is a reality that can show up during the executive interview process. Through the Internet, this information is visible—a LinkedIn profile picture can reveal your age; a Google search can uncover your age; and filling out a job application can give away your age by the length of your career and date of a college degree.
While the interviewer may be the one asking the questions, you will need to change your approach. Avoid giving the interviewer something to discriminate against. Here are a few examples:
Working abroad has been a dream of many in the American workforce, and executives are no exception. An online survey of more than 200,000 people in 189 countries (published in October 2014) by the Boston Consulting Group, a management consultant, and The Network, a recruitment agency, generated these results: almost two-thirds of the people surveyed (ages 20-50) would contemplate working abroad—and that one in five already had. The surprising statistics were that barely one-third of Americans were willing to work in another country, and of those, 59% were in their 20s.
It’s a fact that salaries haven’t kept pace with inflation. While the economy seems to be recovering from the slump over the past years, employers are still very cautious when it comes to executive salary increases. When you are ready to ask for a raise, the best position to be in is one of power. Leveraging your resources such as professional accomplishments, personal and professional network, industry expertise, and more could put you in a much better position when negotiating your salary.
The general public is led to believe that companies are trying to become more diversified. But as recent as July 2014, surveys revealed that women and ethnic minorities outnumber white males by two to one in the U.S. work environment, but are still grossly under represented in the executive ranks.
Why do more men get promoted than women? Is it because companies frown on men who promote women? Is it because women executives themselves are reluctant to promote other women because it might reflect negatively on them?
Realistically, what can be done about a problem this persistent?
Professional athletes have long known the secret to success is hiring a coach. Take any sport—tennis, football, boxing, even the Olympic athletes—and behind every one of them, especially the high achievers, you will find a coach mentoring and supporting that athlete.
A robust online presence is important now more than ever. Executive recruiters are searching the web for information about a potential executive candidate, and employers are checking online not only to gain information about potential hires, but to check on their current employees as well.
Let’s take a look at the statistics. Over one billion people have Google+ accounts. LinkedIn has over 300 million people with accounts. Think of the massive reach of professionals in those two social media networks alone. How can you leverage these networks for your executive job search?
Corporate management looks for universal qualities in their executive team. Mastering these qualities and talents raises your value within an organization, as well as sets you apart from other executives on the market.
Whether you have just joined the executive ranks or are a seasoned veteran, these five A-list qualities should be in your portfolio:
When we think of professional networkers, most of us think of executives because they regularly apply many of the principles of networking to their own teams and internal organization departments. They gather information that is actionable and timely: industry trends, opportunities, competitors’ activities, customer feedback, sales projections, etc.
The world is experiencing the biggest aging workforce population in many decades. Don’t be in denial that age discrimination doesn’t exist. Employers are looking carefully at executives that are approaching the “too old” status.
Gone are the days when a company hires you for life. Companies can’t make that type of guarantee. Since they are forced to reinvent their business model and processes every 3-5 years, they have to look at the big picture, including their executive talent. How does a 50+ executive survive this mentality?
One of the essentials to surviving ageism is to build skills for any economy. Repackage your current skills and develop new ones that are valuable in today’s business expectations.