Because You Never Get A Second Chance To Make A First Impression
One of the most distressing moments in life can be the realization that you need to find another job or when we find ourselves unexpectedly without one. As an Executive Search Recruiting Partner for the past thirty years, it was always my objective to fully understand my client’s employment strategic and position requirements. I’ve interviewed thousands of executives over three decades and placed hundreds of executives in impactful positions, where they contributed to the growth of client organizations.
Executive Recruiters are retained by a company to source and assess the most suitable candidates typically at senior levels, to add new ideas, bring new enthusiasm and sometimes to help redefine a culture. To find the right fit, we interview and assess many potential candidates. We often meet with executives in high demand functions for future search opportunities and are able to provide occasional coaching or network introductions if we have available time.
The contrast between executives who had the benefit of an executive transition coach and those who had not was evident:
- Was the executive emotionally prepared to begin seeking their next opportunity?
- Could they confidently articulate the reason for their separation?
- Had the executive fully researched their target companies?
- Had the executive created an executive summary prior to the interview, highlighting their notable skills and accomplishments relevant to the position?
- Was the executive able to articulate their value proposition (what are you known for that makes you more valuable than others in your area of proficiency), accomplishments (tangible verification of what you’ve undertaken and results achieved), and whether they had been proactive or reactive on past career decisions?
An executive doesn’t land an interview without requisite skills. Unfortunately, required skills are not enough. Executives who engage an organization’s interest are capable of:
- Confidently describing previous accomplishments by highlighting specific examples of their impact on growth and earnings and are aware of what they can contribute to be impactful for the organization they are interviewing with.
- Explaining their value proposition, strengths and areas of improvement.
- Clarifying the reason for separation from a former employer.
- Approaching the interview prepared with pertinent questions about the position and company culture to determine if their personal goals are in line with that company’s objectives.
I’m capable of finding an executive level job on my own
It really is worthwhile to enlist an executive career transition coach who will alleviate the strain of going it alone. Interviewing can be challenging, especially for executives in transition. Candidates are often eliminated from the interview process for reasons that can be fixed. Someone who is skilled in guiding you through developing and executing a career search plan and strategy is essential in preparing you to stand out. This isn’t the time to be an idealist. It is the time to access available resources, so you are well prepared to find the right job in the right company.
Some executive transition coaching services provide multi-faceted benefits in guiding executives from joblessness to their next opportunity. Online services can’t offer the high-touch factor preferable in guiding an executive through their transition and are not typically designed for personalization. A customized career search plan, unique to each executive and their functional role is a definite advantage. Executive transition services may include a leadership assessment, executive interview training with video playback, networking coaching and education in how to position oneself in front of the right audience and find the hidden job market. Most executive outplacement coaching services provide resume writing and LinkedIn Profile development. Some Executive transition services provide initial on-boarding advice.
Sometimes, the HR department engages an executive career transition firm to assist senior level executives leaving their employment but this service is not always offered. Executive transition services are generally offered for six to twelve months, although some firms offer a service that is valid until the executive actually begins their next position, something I believe is essential.
Frequent or extensive movement in the C-Suite or in senior executive level functions is uncommon. Executive level positions are not usually published unless a company is seeing an apex of change. Executives in career transition need to stay up to date on which companies and industries have predicted growth in products and services, have a CEO change or may be on the downturn. That’s a lot to undertake on your own.
You never get a second chance to make a first impression. Guarantee your first impression makes an impact. Take control of your career with the help of an executive career transition job search services coach who has substantive knowledge of executive recruiting, client management and an extensive network.
Helen Getzkin is an Executive Career Transition Coach.. She guides executives in career transition through the often complicated path of finding the right opportunity with the right company using a fully customized approach, unique to an executive’s functional role and level.
Helen uses expertise developed over a thirty-year career in executive recruiting and placing C-Suite and other high impact executives across all industries as a Partner and Managing Associate with two of the top ten ranked global retained executive search firms and a prominent Twin Cities executive search boutique practice.
