and What to Do Instead -
Executive Job Search is Different
We spend most of our careers in one mode of job search, as individual contributors and managers, and when we advance to Director, it may be tempting to rely on similar tools and techniques that we all learned early in our careers. But they aren’t helpful, and in some cases, may be harmful to our Executive-level job search.
I remember when I was a Director hoping to land a VP role in my next search. I had a few executive mentors who helped me understand how executive search differed, and how adjusting my approach would allow me to land my first VP role.
3 Big Shifts as You Transition to Higher Level
1. Most resume advice is designed for the wrong filters.
Keywords, action verbs, capability summaries… Almost every executive resume I’m asked to look at has incorporated these types of devices. Keywords are important, we’re told, in order to get through the AI filter tools recruiters use. True; however, using those channels just puts you in the same queue with everyone else, trying to game filters built for efficiency, not discernment.
Now imagine the following scenario: A CEO receives your resume and finds it engaging and compelling. He then forwards it to the executive headhunter working on his open VP position. The chance that your resume ends up in the shortlist stack is significantly higher with that routing than waiting for a response from an online posting or a headhunter to call you. But only if you’ve written your resume to be compelling to a human reader. Capability Summaries, bullet points, and keywords rarely do that.
2. Headhunters aren’t your best entry point to executive level jobs.
You will find an executive-level headhunter associated with almost every executive-level search. But just because they’re “manning the gate,” doesn't mean that you should rely on them to field your opportunities for you. Remember, a head-hunter doesn’t work for you, and if you’re not the customer, you must be “the product.” Often people don’t realize that the role they contact you about is one they need to fill a resume slate with, not necessarily the ideal role for you. And most executives are often unaware that you only ever get to see a few of the roles that they have open.
3. Nailing an interview isn’t about representing your history.
Let’s say you nail the initial screens and get an interview. In lower level roles hiring managers are often looking for skill matches and a history of results. In executive level roles, the role is critical and specific, and candidates that show well do more than review their accomplishments. Candidates who fare well are able to establish rapport with the executives and more importantly, analyze the situation in real-time, and provide insights on how they would address the issues within the role. In that context, past job history simply provides proof points of the executive’s expertise and capability to follow through on their analysis.
These three fundamental differences in executive-level search often take candidates by surprise in their first executive search. However, with the right preparation, an executive level package is readily preparable from most candidates’ profiles.
Actioning the Insight
The shift in approach requires that aspiring executives prepare differently, and to do so early in their search. Realizing you needed a better package once you’ve begun sending out resumes is hard mistake to correct.
Here are 3 key elements of preparation for an executive-level package.
- Rewrite your resume (often from scratch) to be a compelling read and a conversation starter for a human being.
- Leverage your network and, more importantly, initiate an outbound search effort to put your information directly in a hiring executive’s hand. (It’s easier than you think)
- Learn and practice how to analyze the company’s situation in each interview and offer a compelling leadership point-of-view on what’s needed.
Until next week,
