Executive Selection
Modern Executive Selection is about two key strategic issues:
But breaking either of these rules could result in both no new positions, or elongated periods between senior executive jobs Executive Headhunters When a company requires a new senior executive, they most often undertake the resultant Executive Job Search by briefing an Executive Search firm, also known as Executive Headhunters.
Does this executive briefing start with a person specification? No, its starts with a business briefing, the required business outcome that the company board seeks, and hence the broad-brush strategy and personal approach or cultural change that the board believe is key to delivering the business outcome.
This is a key difference in the Executive Job Search and resultant Executive Selection over many other job searches: it's the business result that the client brief leads on, over your "fit" to an existing job specification.
Secondly, headhunters and Executive search firms are engaged, because most often the best person most qualified to deliver the required business result is presently engaged in another firm (possibly rival) achieving that exact outcome Personal brand? There is much talk presently about personal brand in the world of employment, but I still come back personally to the thought that not many of us want to be compared to a bar of chocolate or a bottle of shampoo.
The use of the term personal brand is used because it conveys quickly one key issue: communication of assured delivery.
A brand according to the dictionary is an identifying mark, and hence your personal brand communicates what you do/deliver.
The second issue here is communication, and in personal branding it is in this area that more focus should be applied over defining the what of who you are.
The reason more focus should be applied on communication over the what of who you are and do/deliver is simply that consistency of reputation in personal branding is more important than the message itself.
Secondly, the more defined the message, the more niche headhunters will see you as, the fewer opportunities they will select you for.
Business Solution For most job seekers, you are required to fit a defined job specification: there is a hole in the companies capacity, there is a defined requirement for that person to fulfill, this is defined by an appropriate job specification.
Hence the job advert is a 200 word regurgitation of the four page plus job specification.
The job seeker hence simply has to tick the boxes to get a past the rejection pile and receive a telephone interview.
In Executive Selection, the initial requirements are often more broad brush, and as key if not more so are your personal approach and how you see the required business problem solution.
Hence, any personal profile needs to address these key issues.
Your career history will define you are a sector specialist in a specific sector, or a business leader in a type of situation: expansion, turn around, merger, etc.
The question then to answer is how did you achieve these results: through building teams, through driving through on a customer focus, through disposing of non-core assets? Executive Selection Profile Having defined your personal profile, the next step is its communication.
In previous times, the scope of finding a suitable executive to fulfill and executive position was defined by:
Hence, when your competition has increased in executive selection, it is even more essential to have a consistent personal profile, which is found in the right places.
This means it is essential to:
If you do this incorrectly, and start actively push marketing yourself, then your chances of employment recede: companies want good executives, and pushing makes you look like a desperate job seeker.
So in any executive job search, stick to communication your results, approach and potential availability, and not in advertising your employment desperation.
Executive Job The primary reason a headhunter will contact you in an Executive Selection is simply summarised by one statement: how you achieved your business results.
Coming back to how companies seek and brief executive headhunters, they start with the required business results.
The second stage of the headhunter brief goes into define cultural change and method of achievement, be that associated with market development, systems implementation or through people.
Hence, the easiest executive job search is when a head hunter finds your reputation, results and approach matches their client brief.
This means your reputation, results and approach have high commonality with their client brief.
Good Luck!
- Having a consistent personal profile
- Being found through both personal and online social networking
But breaking either of these rules could result in both no new positions, or elongated periods between senior executive jobs Executive Headhunters When a company requires a new senior executive, they most often undertake the resultant Executive Job Search by briefing an Executive Search firm, also known as Executive Headhunters.
Does this executive briefing start with a person specification? No, its starts with a business briefing, the required business outcome that the company board seeks, and hence the broad-brush strategy and personal approach or cultural change that the board believe is key to delivering the business outcome.
This is a key difference in the Executive Job Search and resultant Executive Selection over many other job searches: it's the business result that the client brief leads on, over your "fit" to an existing job specification.
Secondly, headhunters and Executive search firms are engaged, because most often the best person most qualified to deliver the required business result is presently engaged in another firm (possibly rival) achieving that exact outcome Personal brand? There is much talk presently about personal brand in the world of employment, but I still come back personally to the thought that not many of us want to be compared to a bar of chocolate or a bottle of shampoo.
The use of the term personal brand is used because it conveys quickly one key issue: communication of assured delivery.
A brand according to the dictionary is an identifying mark, and hence your personal brand communicates what you do/deliver.
The second issue here is communication, and in personal branding it is in this area that more focus should be applied over defining the what of who you are.
The reason more focus should be applied on communication over the what of who you are and do/deliver is simply that consistency of reputation in personal branding is more important than the message itself.
Secondly, the more defined the message, the more niche headhunters will see you as, the fewer opportunities they will select you for.
Business Solution For most job seekers, you are required to fit a defined job specification: there is a hole in the companies capacity, there is a defined requirement for that person to fulfill, this is defined by an appropriate job specification.
Hence the job advert is a 200 word regurgitation of the four page plus job specification.
The job seeker hence simply has to tick the boxes to get a past the rejection pile and receive a telephone interview.
In Executive Selection, the initial requirements are often more broad brush, and as key if not more so are your personal approach and how you see the required business problem solution.
Hence, any personal profile needs to address these key issues.
Your career history will define you are a sector specialist in a specific sector, or a business leader in a type of situation: expansion, turn around, merger, etc.
The question then to answer is how did you achieve these results: through building teams, through driving through on a customer focus, through disposing of non-core assets? Executive Selection Profile Having defined your personal profile, the next step is its communication.
In previous times, the scope of finding a suitable executive to fulfill and executive position was defined by:
- The boards network
- Your personal and professional network advocates
- The headhunters network
Hence, when your competition has increased in executive selection, it is even more essential to have a consistent personal profile, which is found in the right places.
This means it is essential to:
- Have profiles at core professional sites: LinkedIn, Doostang
- Have a profile at core market professional sites: eg, accounting, pharmaceuticals
- To at most have a controlled profile at social site Facebook
If you do this incorrectly, and start actively push marketing yourself, then your chances of employment recede: companies want good executives, and pushing makes you look like a desperate job seeker.
So in any executive job search, stick to communication your results, approach and potential availability, and not in advertising your employment desperation.
Executive Job The primary reason a headhunter will contact you in an Executive Selection is simply summarised by one statement: how you achieved your business results.
Coming back to how companies seek and brief executive headhunters, they start with the required business results.
The second stage of the headhunter brief goes into define cultural change and method of achievement, be that associated with market development, systems implementation or through people.
Hence, the easiest executive job search is when a head hunter finds your reputation, results and approach matches their client brief.
This means your reputation, results and approach have high commonality with their client brief.
Good Luck!
