Signium International

Having previously began to talk about the job search process for Executives, in this article I would like to mention 4 basic principles to keep in mind during this process.

Be patient and prudent.

While it is true that the current situation is not the same as that of a few years ago, professionals actively searching for new opportunities should maintain a positive attitude at all times. At the same time, and for this reason, they should be patient and understand that repositioning themselves in the market can take about half a year. Along this line, the concept of "prudence" that one should show is always connected to that of "patience."  A priori these two suggestions seem to be very basic arguments, but quite often I have encountered in my profession that an Executive has been too quick to accept an offer that had little or no consistency with their previous positions.  Then at a later date, this professional has contacted me and acknowledged his/her mistake and wanted to try to start the job search again. However, this type of error sometimes "tarnishes" one’s professional curriculum causing harm in his/her long-term career development. Another mistake that can lead to a hasty decision to accept a job that is not really adequate is not being informed sufficiently about the company and the position in question.

Try to differentiate yourself from the rest. Study your skills.

Are you sure you know your strengths well? Before applying for a position, candidates should take a good look at their profile, understand their skills, strengths and weaknesses, and in general be able to respond to questions regarding what could be their differentiating attributes: achievements, extensive contact network, good response to change, willingness to travel, inviting personality, etc. Moreover, apart from identifying these aspects of one’s profile, the Executive should also know as "communicate" them to the interviewer.  Mastering this analysis in advance will allow the candidate to go into an interview with greater confidence and a positive attitude.

Search for motivations and surround yourself with people in your same situation.

Many professionals I know use these periods of transition to take refresher courses or expand their skill set, to study an MBA or to take up a hobby previously not possible. Another highly recommended activity would be to meet other people in the same transition process. From these relationships we often obtain both understanding and renewed strength.

Be proactive and extend your network.

As we mentioned in the previous post, it is crucial for an Executive to be proactive and to be prepared for change when in the job search process. If you really look for it, the right opportunity will come.

As we have commented in previous occasions, high-level management professionals face the job market from a different perspective from those professionals at an earlier stage of their careers.  From this perspective Executives take on and live through the job search process from a particular point of view.  My aim in the next two posts is first, to reflect on some aspects of this reality, and then to recommend some tips that can help guide and direct managers who are looking to make a career change in the near future or are in fact already in an active job search.

"A Financial Management Department (HR, marketing and commercial ...) is often formed by a General Director and a team of professionals in charge." With this statement I want to illustrate that general management positions always tend to be fewer than what is available at lower management levels. Indeed, this is the main reason why a manager should do more and be more proactive in making known his/her status as actively looking for a new professional project through different channels. In particular, it would recommendable that the professional initiates direct contact with different headhunters and business schools, be present in professional networks such as LinkedIn or Xing and make manifest this search also among their trusted network of professional and personal contacts (former clients, suppliers, partners, etc.).  However it is important to underline the importance of activating one’s network discreetly.

Another very important matter when applying for a post is the résumé with which one will present himself/herself during the recruitment process. In this regard, I want to give some clear indications: the length of an Executive’s CV should not be very extensive, it would recommendable to limit it to one or two pages; do not include a photo; one’s educational experience should be summarized into undergraduate and post-graduate degrees, and the section summarizing one’s professional experience should be expressed in “ measurable” terms, i.e. reduced to mainly achievements for and most remarkable responsibilities in each position occupied. Finally, in this first look at the situation of the Executive "in transition", I would like to emphasize the importance of the more recent emphasis on professional "references" submitted by the candidate as they have taken a larger role in the decision making process. If you want to provide added-value in this sense, an candidate should provide references for each of the companies for which they have worked. Contrary to what might be expected, references from colleagues or people directly under your management are as important as those from those professionals above the candidate. My personal recommendation here is for the candidate to not wait until the final stage of the recruitment process  to provide his/her credentials, but rather, again, be proactive and put all his/her cards (literally) on the interviewer’s table from first the moment that he/she presents his/her candidacy.