Money is flat and meant to be piled up. – Scottish Proverb

Both as a recruiter and as a career coach, I have heard women downplay the importance of compensation. Even if you don’t believe this Scottish Proverb should be your life mantra, paying attention to money matters is important. For most people, your compensation and your ability to earn it and increase it over time is your biggest asset. Do you understand all of the elements of your compensation plan in your current job? If you are looking for a job, are you aware of what is out there? Here are some of the most typical components of compensation:

This is an all too common problem, as companies have become more and more reluctant to provide references. Let’s start by first understanding why some companies have adopted non-reference friendly policies.

There are two basic types of non-references policies employed by companies today:

Limited references Only: This type of company policy forbids employees or managers from providing references, so that all reference requests are directed back to the HR department. The HR department then manages reference information given, limiting it to name, dates, and sometimes salary. More and more often, this is becoming an offshore, online, or fax function to limit interaction with company employees

Earlier this week, I was in Kuala Lumpur talking with a client in the Service industry. During a discussion with the head of the business unit, he expressed concern with his inability to fill a particular role for an extended period of time. Working with his HR team, they had seen over 30 executive candidates - many of whom were referred by headhunters based on a brief provided by his team. Yet they still were unable to find the right match for the position.
 This week's Ivy Exec spotlight features an article by Caroline Ceniza-Levine about the important role executive recruiters can play in your career management. Read on for her top tips:

An attorney once asked me what to do about recruiters: she worked as in-house counsel and felt she did not get the same attention from recruiters as her colleagues in law firms. Here are 3 strategies to get noticed by executive recruiters:

Insider-outsiders – internal employees who have maintained an outsider's objectivity and drive for change – are often considered the ideal candidates for CEO jobs, but how can you gain that mentality? John L Bower, professor at Harvard Business School, outlined the questions you should be asking yourself to get to the CEO executive position, and here are our top 5 (see full video below):
Why are you being hired?

Executive career transition at 50+ provides a unique challenge of balancing experience with perceptions of age. Confronting age bias is a reality faced by many executives, but handled expertly by few. To advise on these unique challenges, Louise Kursmark, Principal of Best Impression Career Services, delivered an executive seminar on how to stay relevant and counteract bias.

Louise discussed how to revamp a tired executive resume/CV, how to best present oneself at interviews to avoid age bias and the importance of being visible online. Learn from a selection of her top tips, but access the full executive seminar below to truly revamp your career at 50+ 

1. Start with Your Resume/CV

See below for May's career management newsletter and sign up to receive it now!

Editor's Choice

BlueSteps 2011 Executive Mobility Report  

On the Ivy Exec Blog, career professional Brad Agry answers questions posed by executive job seekers. This week he discusses how to find a balance in your networking and challenges you to expand your network!

Q: Is it possible to over-expose oneself as part of networking? How does one avoid that and how do we find a balance between networking and always asking for favors if down the road we are again asking many of the same ex-coworkers, colleagues, friends and contacts for help finding work?

Executive search firms, BlueSteps.com and many other executive recruitment services, use database technology to store candidate information searchable by executive recruiters. To make sure you appear in more searches follow our top tips:
  • If one industry does not cover your expertise, select up to 3-5 functions and industries that are relevant to you. For example if an executive has experience and a desire to work in Marketing, PR or Business Development, selecting all three ensures he / she will appear in searches for all.
Take a look at our top five articles from the last week, all taken from top business and career management websites.
  1. Five Steps to Building Your Network
A wide and varied professional network can be an invaluable career tool - Douglas R. Conant looks at 5 ways you can build your own network and benefit your career.