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Ask Brad

Posted in Career Planning, Employment, Interviewing, Networking | Leave a comment


Q: I have 15 years broad and in depth experience in human resource management. However, I’ve been a contract consultant through all of it. My assignments have been anywhere between 3 to 18 months working from my client’s site.

I’ve been networking actively to find a new position and truly want to join a firm full time.

I have had several networking meetings and even a few job-specific interviews. However, in each case, the person I’m meeting with is reluctant to refer me further because they assume that having been a contractor, my value to my client’s has been less than had I been an employee. I have tried to persuade them otherwise but have so far been unsuccessful.
While I’ve had seaches with lean results in the past, something always turned up – until now. After several months, I seem to be spinning my wheels. I’m located in Toronto and do not wish to relocate due to family reasons.
Any thoughts? Suggestions?

B: I would try to examine exactly why they feel you would be less valuable as a full-time employee. People are hired because they can do the job functionally and are a good “fit”. It would seem that these in-depth contract assignments you have had would prove your ability to really understand the nuances of your clients’ businesses as well as success working within a “system”.
I would look strongly also at the types of places and industries you are networking into. perhaps where you have been looking are places that are less comfortable hiring entrepreneurs. For every place that is not comfortable doing so, I would have to think that there are others that would see the value and initiative you could bring to the position. In this same vein, I would try networking into smaller, entrepreneurial type organizations. Best of Luck in your search,
Brad

Q: I am the primary caregiver for an elderly parent whose condition may worsen and
demand more of my time. How much of this should I reveal in either networking meetings
or formal interviews? I do not want to destroy opportunities for a possible offer too quickly
but also want to make sure possible constraints that could affect such things as work
schedules or travel are addressed?

B: In the beginning stages of either networking meetings or formal interviews the focus should
be on advancing your candidacy for a position. Conversations should center on proving that your background and experience make you the most viable individual. Personal or family issues really are not the business of your potential employer. Your ability to do the work required is how you should be evaluated. Pay attention to what is revealed about such issues as percentage of time that is required for business travel and daily work schedules. If, in fact, you cannot commit to work a regular work week, hours-wise you need of course to be upfront with your evaluator. Similarly, if you can say never be away from home for more than a night, again it is best for you to be honest. Realize, however, that if you generally can commit to such requirements but need from time to time some flexibility that these conversations can take place at the point of an offer. Employers these days are recognizing the importance of the getting the right person in the job. Hence, they can be flexible to accommodating personal needs as long as they can be assured that you will deliver on the job.

Bradford Agry is Founding Principal of CareerTeam Partners, a New York City career management consulting firm. Agry works with individuals in industries ranging from finance to marketing to communications helping them identify and actualize career transitions. He also functions in the role of executive coach and corporate trainer, working to improve leadership and management skills of individuals within their various organizations. He has been retained by Columbia Business School as an external coach as part of the school’s Program for Social Intelligence.

For more information about his services visit Career Team partners. Brad is also reachable via email at BfordA@aol.com or at 212-501-8045.

Advice to A 50-Year Old Jobseeker: Use the Fear

Posted in Career Development, Employment, Executive Jobs and Executive Job Search | 1 Comment

Reader question: I am a 50-year old jobseeker and the idea of launching a job search after 25 years in one company is paralyzing me. How bad are my chances given my age and what can I do?

Even if you are not in this exact circumstance, I have heard other preconceived fears that paralyze job searches – my school isn’t a top 10, my major wasn’t business-related, my experience isn’t analytical enough, there is a glass ceiling for women anyway. The subtext is, “Why bother trying?”

When fear inhibits action, it is not helpful. However, it is not feasible or even desirable just to ignore it. In fact, fear can be quite useful. It sends a signal that something needs attention. There is age discrimination out there. Sometimes companies prefer candidates with experience at various companies. A regional school, unrelated major, lack of analytical experience, and, yes, gender discrimination may also affect a search. Therefore, rather than dismiss a fear outright, a proactive candidate anticipates possible outcomes and develops strategic responses to combat these.

If a company is going to discriminate by age or school or major or gender, they can do this easily via the resume. Knowing this, a candidate who fears having a red flag should spend more time and energy getting to know decision-makers directly. Take the resume out of the picture. Relying on someone to read your resume and select you (even if your credentials are outstanding) cedes control of your search to whoever happens to see your resume. Network and make your pitch. Craft a compelling letter of inquiry that entices an employer to want to meet you. Conduct an informational interview with intelligent, business-savvy questions that show employers that you know their industry and their company and therefore you deserve to be their colleague.

By taking action around your fear, you move past the paralysis and empower yourself to be responsible for your search and your career. An empowered candidate is confident, and confidence attracts. In a down market, a candidate with a positive, can-do spirit is especially appealing. You may not even encounter resistance around the fears that you have, and you may never know whether what you feared was ever an issue. But don’t just try to ignore it or convince yourself not to care. You fear what you fear, so use your fear to make yourself a better candidate.

Caroline Ceniza-Levine helps people find fulfilling and financially rewarding careers, as the co-founder of SixFigureStart®, career coaching by former Fortune 500 recruiters.   As a former executive search and corporate recruiter for over 10 years, Caroline has hired thousands of people for leading companies in financial services, consulting, media, pharmaceutical/ healthcare, and technology. She is also the co-author (along with Donald Trump, Jack Canfield and others) of the best-selling “How the Fierce Handle Fear: Secrets to Succeeding in Challenging Times” 2010; Two Harbors Press. Caroline is a 2010 grant recipient of the Jones New York Empowerment Fund.   

Maintaining Your Online Image

Posted in Interviewing, Networking | Leave a comment

I know we all hear, over and over again, the refrain “keep your professional profiles such as the one you have on Ivy Exec as far apart from your personal profiles, like Facebook. I speak to people all the time that tell me how hard they work to keep their professional life separate from their personal life. I have news for everyone: the horse is out of the barn.

The vast amount of data on the internet, coupled with the ease that anyone can find anything means any efforts to suppress unflattering images, wild videos or inappropriate rants are futile. I’ve searched candidate’s names on Google and found scathing comments they’ve made towards old employers, ex-coworkers and worse.

I tend to be an early adopter of technological advances so what have I done with my social imprint? I make sure nothing I say or do is something I wouldn’t want a prospective employer to hear about. I treat my various resumes (and I include any profile I have anywhere as a resume) with kid gloves.

I consider each medium separately and ensure each communicates a different but complimentary image of me. If you just want to scratch the surface, look at my resume: Accomplishments, skills and employment history fill the page. To learn a little more, check out my LinkedIn profile and see my interests, what books I read, groups I belong to and get to know me better.

Go to Facebook and see who I keep in touch with. My main 3 groups are from my high school days, college days and key social business friends. You’ll see I kayak and cook. Read my blog and you’ll learn how I think and view certain situations.

Just a hint, the line of demarcation between your personal and professional life isn’t going to suddenly become the Berlin Wall again. Transparency is only going to increase and you should be taking steps to put everything in the correct light. Your personal brand is all of the above and much more. Take good care of it and it will take good care of you.

Brad Attig has 12 years of talent acquisition experience including 4 years working with high level executives crafting personal job search strategies and 8 years of recruiting for a top boutique retail recruitment firm. Brad’s expertise includes personal branding, social media strategy, and locating top passive talent. Prior, Brad held key merchandising positions with top retailers including Macy’s and Target.

Find Brad on

LinkedIn

BlueSteps Spotlight

Posted in Career Development, Networking | Leave a comment

The BlueSteps Blog has a wealth of articles for executives seeking to plan and develop their careers. We are pleased to present another installment of “BlueSteps Spotlight”, a sampling of the great articles from the BlueSteps collection.

From The Fundamentals of Personal Branding…

Building a strong personal brand is a process which helps others recognize your key skills and appreciate your worth. Providing you follow the fundamentals of personal branding, your chances for a promotion or to be considered for a new executive job will be greatly improved. Read on to learn these fundamentals and begin communicating your true value to those who count:

Fundamentals of Branding

You must build a brand that is memorable, relevant (appeals to your target audience), carries and builds upon great worth/achievements, and is unique. Smooch S. Reynolds offers four areas to consider in her comprehensive book, Be Hunted: 12 Secrets to Getting on the Headhunter’s Radar Screen; know yourself, know the competition, know your audience and know how to communicate your brand.

Know Yourself

It has been written many times before, but to reiterate, you must assess your entire career history, to discover who you are, where you have come from, and where would you like to go. Reynolds takes this notion and applies to examples of good branding – do not be too generalist. Using an example of candidates who claim to be happy in every industry, after deep conversations regarding work history, many candidates realize there are a number of preferable industries, and a number that are completely undesirable. Focus on the preferable industries and build your brand to specifically match the needs of this target audience – “don’t try to be all things to all people, companies, and situations,” outlines Reynolds. Instead, find that match between your career, working life and personal satisfaction, and incorporate these factors into a strong, well-defined brand.

Know the Competition

Study other professionals personal branding and their career paths. Look to the executives who are where you want to be and see how they got there – document their qualifications, skills and experience, and analyze how they sell their brand. LinkedIn is an excellent tool for research and use the advanced people search with keywords to pinpoint target executives. Objectively look at your brand in comparison to your findings, then match and evolve to market needs.

Know Your Audience

Identity the various groups in your target audiences – co-workers, executive recruiters, network contacts, industry professionals – and tailor your message to each one. Target by industry, function and region, and ensure you leave a lasting, branded impression, `If you don’t brand yourself, they will do it for you (and perhaps inaccurately)`, states Reynolds.

Communicate Your Brand

The usual rules apply when ensuring you are on the radar screen of executive recruiters and industry professionals – being published in trade magazines, speaking engagements, professional/trade groups, strong online presence, executive resume etc… However, two areas which may have been neglected that are highlighted by Reynolds are ensuring your achievements are known to co-workers in your office through widespread reporting (not boasting), and developing an extended professional network through non-profit work. I personally used the latter as a bridge into marketing, and helping others while furthering your career can apply to all industries.

BlueSteps is the exclusive service of the AESC that puts senior executives on the radar screen of over 6,000 executive search professionals in over 70 countries. Be visible, and be considered for up to 50,000 opportunities handled by AESC search firms every year. Find Out More.

Invest in Yourself, Not an “O.K.” Resume

Posted in Career Planning, Resume | Leave a comment

Everyone who has ever taken a 100 level economics course will remember the term “opportunity cost.” When one is considering having their resume professionally designed and written, opportunity cost refers to the price potentially involved in the crucial decision either to prepare your resume yourself or to engage professional assistance. Oddly enough, in too many cases, the cost of landing the most desirable career opportunity is not seriously considered enough, when for the prudent job seeker, it must be.

Requiring little or no expense beyond the time and materials to produce it, writing one’s own resume is, at first, an understandable choice. Indeed, the availability of thousands of books and articles on the subject would seem to make it the way to go, along with the prospect that a potentially expensive resume may not be “that” much better.

A closer look at the real “opportunity cost” of your resume starts with dispelling the myth that professional collaboration is an extravagance whose expense outweighs its worth. On the contrary, Ivy Exec resumes are worth a great deal more than their affordable price and when you look back, may be the best investment you ever made.

Nowhere on the path to a lucrative and fulfilling career will you benefit more from what professional expertise and experience can provide than at the starting point: the preparation of your resume.

The accomplished members of the Ivy Exec resume team will craft a top-tier resume specifically designed to demonstrate the value of your background and unique abilities to your new employer. Such a resume, built with strategic emphasis in mind, will tell the reader not only what you have done but also, looking forward, what you can do. It will be error free and speak to the recruiter who is reading it.

You never know the cost of an “O.K.” resume. The price is high and the reasons many and often unrecognized; however the result is inevitably the same: your name doesn’t appear on the employer’s interview list. An Ivy Exec resume, on the other hand, offers the savvy job seeker added advantages and pushes open the door of opportunity.

Make Your Resume Work For You.

Back to Basics with your Networking

Posted in Career Development, Employment, Networking | Leave a comment

Although I am one to embrace everything new, sometimes looking back to the basics can open one’s eyes. It can become pretty easy to miss fundamental elements of a process, those elements that really rarely change, when everything around you is changing all the time.

I spoke with a job seeker yesterday and talked through his career: Where he was and where he would like to go. Afterwards, I realized that even though he was going to use a lot of new tools and technology in his search, the basics were still the same.

In the old days, you often found your next career step by being recommended, being referred or being recognized. Your mentors usually had a lot to do with it. I don’t hear much about mentors these days but that’s another topic.

In the old days, if a company VP needed a Sales Manager, they picked up the phone, called their network and asked who everyone knew. If a company was downsizing the VP called their network to let them know a good Sales Manager was available. This talented Sales Manager was so good that their accounts raved about them to the competition and as a result the Sales Manager got recognized and recruited.

Change your thinking and spend 70% of your time looking for the network your boss should have but doesn’t. Seek out every person in the industry doing the job your boss does and make it your business to develop relationships with them. Your membership with Ivy Exec already puts you in an exclusive group of like-minded, career oriented professionals so join the Ivy Exec LinkedIn Group and participate.

Spend the other 70% of your time (yes I know that’s 140% but if you want to really get ahead, 100% doesn’t cut the mustard) becoming the person that other people rave about. Invest in yourself and only apply to the positions that you really want. Create the professional image you want others to see and let them help promote you.

Do those 2 things well, every day, over and over and watch what doors will open.

Brad Attig has 12 years of talent acquisition experience including 4 years working with high level executives crafting personal job search strategies and 8 years of recruiting for a top boutique retail recruitment firm. Brad’s expertise includes personal branding, social media strategy, and locating top passive talent. Prior, Brad held key merchandising positions with top retailers including Macy’s and Target.

Find Brad on

LinkedIn

BlueSteps Spotlight

Posted in Career Development, Career Planning, Consulting Jobs, Employment | Leave a comment

The BlueSteps Blog has a wealth of articles for executives seeking to plan and develop their careers. We are pleased to present another installment of “BlueSteps Spotlight”, a sampling of the great articles from the BlueSteps collection.

From Consult Your Way to an Executive job…

A recent LinkedIn update detailed a title change of a contact from Consultant Financial Advisor to Senior Vice President Finance, reminding me of an often forgotten benefit to being a successful consultant – the chance of landing highly coveted executive positions.

Engaging in consulting assignments often features in the careers of senior executives, and as demonstrated above, can result in working relationships that develop into fulltime positions. But is consulting right for you?

Well, as John Lucht highlights in his book ‘Rites of Passage at $100,000 to $1 million+’, you cannot begin consulting with the primary goal of landing a job, but instead should begin with the aim of creating a lucrative practice. You must excel in your engagements by accepting both the advantages and disadvantages of the consulting lifestyle. In return you will build strong working relationships with top executives in target organizations, who will have the opportunity to directly benefit from your expertise first hand. Can you imagine a better way to put yourself on the radar?

Becoming a consultant

Before you begin soliciting business, you must define your personal brand into a strong sellable package at a consultant level, not as a fulltime executive. Consider how your expertise can benefit organizations, including specific situations where you have used or could have used a consultant in the past.

Organizations always need consultants to handle specialized projects and you may have the inside industry connections and knowledge to excel in certain tasks. Your specialized knowledge could help organizations enter international or domestic markets, or your experience of M&A could assist a growing multinational. Either way, create scenarios whereby your specific experiences and skills can develop organizations and consider how you will sell them to prospective clients.

Remember, the switch from executive to consultant will be one of manager/leader to a service provider, and accountability for month-to-month results will be intensified. However, providing you gain some clients on a monthly retainer (more security than a per project fee structure), soon you will be enjoying a new found freedom with relatively low overheads.

You are a consultant, not a job seeker

John Lucht also makes the critical point that not only must you be dedicated to building a successful business but that immediately after deciding on the consultant path, you must brand yourself as a consultant, not as a job seeker. This relates to your approach to transitioning back into fulltime employment. Lucht insists that job offers should come after you have completed successful projects, not before. If you approach with phony consulting proposals disguising fulltime aspirations, you are destined to fail in both endeavours.

Focus on building a strong client base instead, drawing upon previous clients, competitors, ex-colleagues and network contacts for leads. If you are not ready to sell, consulting is probably not for you. In addition, make sure you have a professional website and all your personal online and offline marketing materials reflect your new venture.

Finally, providing that you are successful, you may discover that consulting suits your expertise and lifestyle. Approach the task with this outcome in mind. However, as the title of this post suggests, you may soon find a world of fulltime executive job opportunities open to you as you develop these high power working relationships.

As further reading take a look at BlueSteps member guest writer piece, ‘Tough Times for Executive Jobs’ – Time to Consult?’ – Kalyan Vaidya takes a closer look at building collaborative consulting teams and the advantages / disadvantages involved.

BlueSteps is the exclusive service of the AESC that puts senior executives on the radar screen of over 6,000 executive search professionals in over 70 countries. Be visible, and be considered for up to 50,000 opportunities handled by AESC search firms every year. Find Out More.

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