BIG BLACK HOLES  Too many job seekers tell me too often how they have applied for that “perfect job” on CareerBuilder, The Ladders, Monster, Netshare, Execunet, etc. but heard nothing -  not even an email acknowledging receipt of the application.  Of course, we now have that never-ending debate:  “What did you send?  a resume or cover letter?“  What follows is then quite predictable:  “Let me see you resume.  Ah Yes!  It’s too long.”   Or, “Let me see your cover letter.”  

Fact is that although the advertiser requests a resume and cover letter “indicating how you meet the requirements of the job” the vacancy or opportunity advertised may not exist.  Sometimes, the wording is quite compelling “Only resumes that meet the specifications and include salary history will be read.”  Note that the use of the word resumes  – not the word applicants or those.  Why? Because by depersonalizing the message, the advertiser is protected and paradoxically the job seeker.  “It’s not your fault you were not interviewed – it’s the paper work you submitted.”

For example, a client who is well connected and with a fine C-Level resume applied to more than 100 “good fit” advertisements on the boards listed above and got not one response.  To one ad, he even produced a resume containing “evidence” that he had performed all the tasks required (which he had – this all the more credible because the advertiser would have recognized his company’s name, products, distribution channels  and quantities sold);   still no response.

Out of the blue a recruiter phoned.  He had been referred and had a “perfect job” to discuss with him.  It turned out that the hiring company was trying to fill five similar regional jobs across the country but that the recruiter was “allowed” only to discuss filling one of them, the other four to be filled directly through “opportunities listed on the hiring company’s website.”  In other words, by letting the recruiter identify and submit key candidates,  the company would be able to compare and measure candidates from within, the more so as they encouraged current employees to apply.   As importantly, they would save hiring fees.  (As an aside, I wonder if any of the candidates applying to the recruiter had also submitted their resume to the company web site.) 

What does all this mean?  Perhaps the number of resumes being submitted is so over-whelming that not even automated responses are being generated.  It also means that although jobs are being lost, companies are creating new jobs by hiring internal candidate s (promotion from within) and filling  any void with lower salary employees.  This new job creation will not necessarily show up in the new hiring statistics.   This results in the Black Hold syndrome – the over supply of highly qualified executives in transition find it ever more challenging to find “proper-paying” jobs, the more so as those in jobs today work harder and longer hours (productivity gains) to protect their employment.

I would therefore argue that submitting your resume to job data banks might not be the best move.  One might be better advised to research company web sites and approach the key hiring executive directly with your proposition (I do not mean a resume).  This should be a message in 20 well scripted lines to stand out and ensure it gets read.  To do this effectively and with style, you must know what it is you have to offer and who will buy it.  Said differently, “Why should I see you – what makes you so special?” 

About David Werner International

David Werner International Corporation (DWIC) provides personalized, one-on-one confidential marketing services for senior executives, typically Presidents and Vice Presidents who wish to make career transitions.  DWIC is also retained by Fortune-size companies to provide high-level outplacement services for senior executives (on a one-to-one “basis”).

Mr. David Werner is recognized as one of the foremost experts in Marketing Senior-Level Executive Talent. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success. His expertise on employment matters has been featured in Forbes magazine in an article entitled “Headhunters in Reverse,” and he has received broadcast attention on both FNN and CNN channels. David Werner plays an instrumental role in maneuvering throughout the global business network in harmony with industry trends and market climate on behalf of Senior Executives.

Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com

Displaced senior executives in NY often seek out executive search firms to accelerate the search opportunities.  Many times, age becomes a topic of conversation.  I can tell you honestly that age does play a role in executive employment opportunities and the initial selection process. 

Senior executives need to understand the difference between initial perceptions and reality.  Age can mean a number of things in the work place (seniority, maturity, old fashioned, set in one’s way, too comfortable, not hungry enough) – in other words, you may be perceived to be slow to adapt to change and therefore out-of-date and out-of-touch. 

Age can express itself verbally – in the way you talk and pitch your voice, the words you use, the use of clichés (“I shall reach out to Jim as you suggest”) and, above all, if you use a resume – how will it be presented – how will you distribute it?  Paper?  E-mail?  Why not a web-based resume – your portfolio on the Net?

NY Executive search firms face a challenge when marketing senior executives: Overcoming the stereotype that they are out of touch with modern technology.  To what extent are you embracing the latest technology?  Are you comfortable with technology?  Younger candidates are.

What can we do to indicate very early on in any contact that we are reasonably tech savvy?  Here are some suggestions. 

1. Join LinkedIn – whether you like it or not – it’s here to stay.  Master the clever way it can link you to others and quietly promote your interests.  I would also urge you to join one of its many industry groups.  Your credentials (not your resume) can easily be found on LinkedIn; here are mine, as reflected in the profile at http://www.linkedin.com/in/davidwernerinternational.  I suggest you avoid putting in your phone number, address and other personal information (birthday, marital status, etc.).

2. Consider Twitter – you don’t have to use it but the fact you are there is important – Perceptions V. Reality.  To get the most out of Twitter, one can focus updates in such a way as to position oneself as an expert in the industry by using Twitter to bookmark relevant industry-related articles one is reading, tips or tricks learned through job experience, etc.

3. Prepare a resume accessible on the web (a non-searchable, on-line executive portfolio which is accessible only upon invitation); here is an example:  www.webportfolios.net/rayshore.   A new soon-to-be announced web-based version will allow you, once you have directed a third party to your resume, to initiate a one-way video and two-way voice conversation.  This can be a very powerful tool during a conversation when you ask the interviewer to access your resume on the Internet – I call it a “positive ambush.”

4. Avoid AOL –it’s ok for personal stuff; get an E-mail address with Google or Hotmail.  Ideally get your own dot.com. (ex: steve@stevesmith.com)  I have four clients who have done this and it impresses recipients.

5.  Learn to discuss PC and Apple, and their differences.  Have you tried the new Windows 7 or Snow Leopard and could you discuss the difference? What views do you have about Web 2.0 and social networking?  Learn to ask questions; are you supposed to know everything?  Good question.

6. Most importantly, recognize that ENERGY is the one ingredient that every successful executive has.  Energy can be expressed in one’s body movements, thinking and expression, voice, eyes and facial expressions, Q&A and the ability to think smartly on one’s feet.  Try making a presentation on the phone – when you do it with energy or with a smile.  You will “hear” the difference.

And lastly, follow my blog for more information and tips on executive career marketing and how to seize opportunities.

http://www.davidwernerinternational.com/

NY career advisors are worried about the current local job market as many C-level executives are left jobless. Senior executives in NY are usually offered outplacement services to help with the transition and land a new executive job opportunity. However, the crisis in the economy has led companies to reduce the money allocated for senior outplacement services.

Currently outplacement service is a standard feature among corporate layoffs. More than two-thirds of 265 U.S. employers with layoffs during the past two years offered outplacement, at an average cost of just $3,589 an employee, according to a June survey for The Wall Street Journal by the American Management Association and Institute for Corporate Productivity. Cost is only one element when deciding between career advisors in NY.  As the jobless rate soars, a close look at NY based David Werner International Corporation offers insights into the pluses and minuses of deluxe senior outplacement services. The firm’s strongest selling point? Highly personalized attention.

Senior outplacement service providers in NY have been in the press lately because they lack the attention to detail needed for a successful approach when seeking an executive position.”One size doesn’t fit all,” says Harry J. Martin, a management professor at Cleveland State University and one of the few academics to study outplacement. Mr. Martin was co-author of a paper last year decrying “commodity outplacement” and urging more individual attention.

David Werner International Corporation (DWIC) provides personalized, one-on-one confidential outplacement services for senior executives who wish to make career transitions. An executive retains DWIC to help find a new position with a different company. Sometimes DWIC assists in identifying a company (division or subsidiary) to acquire. In either case, we approach companies — in the United States and overseas — in such a way that an executive’s identity is not revealed until interest has been expressed by both sides.

About David Werner International

Mr. David Werner is recognized as one of the foremost experts in Marketing Senior-Level Executive Talent. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success. His expertise on employment matters has been featured in Forbes magazine in an article entitled “Headhunters in Reverse,” and he has received broadcast attention on both FNN and CNN channels. David Werner plays an instrumental role in maneuvering throughout the global business network in harmony with industry trends and market climate on behalf of Senior Executives.

Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at www.dwic.com

David Werner International is a career advisement firm, typically for senior-level executives such as Presidents and Vice Presidents, located in New York. As President and Co-Founder of David Werner International, David Werner is recognized as an expert career advisor for senior-level executives. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success, as career advisors operating out of New York.

New York career advisors, David Werner International, address the issue of how displaced executives could scare off potential employers by revealing former salaries.

David Werner Advises on Revealing Your Former Salary

So will Companies be Scared off by High Compensation? The quick answer is Yes! However, it depends how you answer the question. According to David Werner, new york career advisor, most will try and avoid it and give reasonable answers like: “well, it all depends where it is located” or “I would need to know what my duties would be” or “what are your expectations for the business?”

These are legitimate responses but will not satisfy those who ask the question. The potential employer still needs a number – so give them a number. In the first few months of 2009, David Werner has had clients earning over $1 million and several more over $500K. How do David Werner International career advisors handle this issue so as not to scare off a potential employer?

Firstly, remember what John S. Reed, the former Chairman and CEO of Citibank, once said, “Money is Information.” Therefore, if you earn a lot of money, the assumption is that you are a high performer and worth it (you are innocent until found guilty). Why hide your light under a bushel?

David Werner’s Advice for Responding Appropriately

Furthermore, we would all agree that there are plenty of high earners without jobs who would be happy to get a good job at lower comp. The question is not what’s wrong with him or her, but rather, will they leave as soon as the economy turns? Therefore, it is important to presage a response by suggesting in subtle terms “I am looking for some place I can stay the next 10 years or so and be happy in my work.”

David Werner’s point, as a career advisor, is: HOW you say it is more important than WHAT you say.

“Jeff, my cash comp typically comes in two parts: a base salary and a performance-related bonus. I live off my base salary which last year was $225K and I do my best to save my bonus. In 2008 I was lucky, we all had a good year and my bonus was $550K. The year before I had a bonus of only $100K; we lost a chunk of money in Asia.”

Or

“When I joined the company I asked for a base of $250K and said I would really only be interested in eventually acquiring equity. My first year I got a bunch of options and a modest bonus – $100K. In my last year I cashed in my options when I left and my W2 was $1.5 million. We all did well that year. In other words I am more interested in a long term arrangement. Why? Because if I have the opportunity to turn around the business, you will be happy to pay me what I am worth and do your very best to make sure I stay. Right now I recognize cash may be tight and I would be happy to discuss a $20K a month to start.”

Or

“I am used to working on a base plus bonus. I am fully aware the industry is suffering and I know what I earned in the past will not easily be achieved today. I don’t expect it to be. Last year I had a base of $300K and a bonus of $300K. The previous year my bonus was $100K. Where I to join your team, I would be the first to recognize that my salary will have to be justified by my performance. Why don’t we discuss my coming on board for $20K a month for 6 months? After I have demonstrated my worth, we could firm up something for the long term – something that suits both of us.”

Remember: It’s not what you say – it’s how you say it.

Through the years, David Werner International Corporation has had the pleasure of working with many clients, located in both the United States and abroad. DWIC reports that, in 2008, former clients returning to DWIC to make their next career moves, as well as direct referrals from former clients, constituted nearly 35 percent of all new clients.

David Werner International understands the importance of having loyal clientele and is forever appreciative of the letters and testimonials they receive from their clients.  experiences and success stories, that exhibit the impact they are making on future careers. Some of the services that David Werner International provides includes: development of your individual marketing strategy, evaluation of your existing resume and the creation of a new one, generation of all correspondence as determined in the marketing strategy (including all costs associated with mailing), eMarketing and access to specialized data banks, and consultation on negotiating strategies.

David Werner International offers a unique and personal approach to servicing their client’s needs and looks forward to servicing you in the future.

Below is a testimonial that was submitted to David Werner International highlighting the experience that client had with the DWIC organization.

Please be sure to take a look at our other client testimonials on our newly created “David Werner International Reviews” Page. Thank you to all of our loyal customers for sending us your kind remarks!

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DWIC Experience
August 4th, 2009

I have worked with David three times. The first was in early 1994, again in 1997 and most recently beginning in February 2008. I have found David’s services, from the initial interview and resume preparation through the search process, to be highly effective. In both 1994 and 1997 I found a new position within four months of initiating the search process. Had not the market crashed in September of last year the results would have been the same as I had several excellent opportunities that pulled back after the crash.

I believe that one of the things that make his approach work is the initial interview with David. He puts you through a rigorous process to define what you want to do next as well as reshape your resume to accurately reflect the current market “buzz words” and put you in a position to be noticed. In fact each time I have found this interview to be more challenging than the actual job interviews. Another benefit is that David is always available during the process. In fact after I had found new positions I kept in contact with him on an infrequent basis but which always result in good conversation. He does not run a “get my money and forget about you” operation.

I have recommended David’s services many times and will continue to do so.

Michael Johnson

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I would like to take this opportunity to thank Michael Johnson for the testimonial he had submitted to Insider Pages recently on behalf of David Werner International, which has been reproduced above. I would like to extend my gratitude to all those who have provided commentary about their experiences with DWIC throughout the years as well.

All visitors are urged to take a look at the David Werner International Client Success Stories.