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Executive Job Search & Career Transitions

This is part 1 of a series covering basic things employers look for in applicants. While every job, hiring manager, employer and situation is unique, there are usually common traits that employers look for, in almost every position.

Typically, candidates can’t easily see things through a hiring manager’s eyes (even if they have been a hiring manager themselves) … because the process of “telling your story” often gets in the way.

One commonly overlooked area that nearly every hiring manager looks for is … Can you help me solve my high priority problems?

Almost every employer wants to hire someone who can solve their priority problems, no matter if you are applying for a shop floor position or to be CEO.

The stakes are higher when undertaking a global job search - it is more important to know who you are, what you’re doing and where you’re going. Patti Wilson shared her expertise in our recent BlueSteps Executive Webinar Going Global: Executing a Cross Border Job Search. Take a look below for some highlights:
 
Begin at the Beginning. Making a move across an ocean is a much bigger undertaking than changing your commute to work and therefore requires much more consideration.
  • Identify your career niche - what you want to do, what you’re good at and what you enjoy doing;
  • Look at the market place, is the economy growing or shrinking, do your target companies operate in the location you want to work from?
New opportunities and challenges can be found everywhere, however, the best place for career growth in your field might no longer be on your doorstep. Cross border job search can be a huge undertaking and can present challenges on both professional and personal levels.
 
Resumes/CVs

Perhaps you are an expatriate and you want to return to your home country, or you are working in your home country and would like to gain experience of working in another country, or of having multi-country management responsibilities. Here are some tips which we hope you will find helpful.

Everyone who has gone through a job search – and who hasn’t? – knows that it isn’t who you know that will land you your next position, it is the people that your contacts know. This is especially true at the senior executive level, and getting across how brilliant you are to third degree connections requires a certain amount of planning and effort.
 
See below for the July 2011 edition of the BlueSteps blog newsletter and sign up to receive it now!

  BlueSteps Career Update

As a general rule, I do encourage people to accept interview and meeting invitations. Even if you are not interested in the job now, you may become interested as you learn more. You meet new people which could lead to other opportunities. You learn about what other companies are doing. Even when you’re happily employed, it’s useful to know your market and get a sense for your value.

That said, we all have limited time and energy. We physically can’t network 24/7, nor should we. There may be other things that are more important, even for jobseekers. Here are 3 examples of when you might want to decline a meeting:


"Opportunity is missed by most people because it is dressed in overalls and looks like work." Thomas Edison

At the pace that technology and the global economy is moving, it is no wonder that we all have trouble keeping up. It may not be dressed in overalls but it is absolutely hard work. In the last 5-8 years, the way a job search is conducted has altered markedly, and professionals must continue to stay abreast of new styles, techniques and methodologies employed in a career transition. In some ways, our careers are now always “on” due to the interweb.

In this week's IvyExec spotlight we take a look at Barak Epstein's advice on how to complete a career transition during a time when knowledge, not process, rules the business-sphere. 

"Perhaps you’ve heard of the phrase “Knowledge Economy,” popularized by Peter Drucker in The Age of Discontinuity. If so, you’re most likely familiar with the idea that more and more of us work in positions that depend upon the creation, use, and manipulation of knowledge, as opposed to of materials or rote processes.

I am often asked by executives and friends of executives to help with some aspect of an individual’s career management. It is only natural given the position I hold, but nevertheless it may be difficult for me to help them specifically. What I can do, is to try to help them generically by explaining the way the senior executive job market works and offer some of the tips of the trade. Here are a few thoughts.