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.