Our 30th Year of Providing Personalized Marketing and Management Services for Presidents and Vice Presidents ONLY.™Recent news addressing the job market and the economy suggest both may be moving into “more positive” territory and that the stock market may have already seen its lowest point in March. Of course we have no way of knowing if this is a new trend or a false alarm. However, we do know – to quote Jim Stewart at www.StewartGroupAssociates.com (a senior level networking group dedicated to sharing information and leads on meaningful roles in the economy) that “in these unprecedented economic times, ‘elder statesmen’ executives are facing difficult transitions, especially those 55+ years of age who were highly compensated, in a single industry most of their careers and are unwilling to relocate.”
Therefore the question that begs itself is – What advice can we give elder statesmen executives? How can elder statesmen stand out in the crowd? In my twenty odd years advising senior executives in transition, I can point to four areas below which they need to focus on to stand out in the crowd and, in doing so, they can address any concerns the hiring company might have.
1. The best way to stand out in the crowd is to have someone make a third party introduction on your behalf. For example: “Fred, I suggest you see this guy; I hired him as an attorney to work with me to assist in restructuring the Company and I got more than I expected. Not only was he hard working, dedicated and a man of high principle, he is also a multi-talented executive. He made me a chunk of money.”
2. Keep fit and look younger than 55. That means ensuring that you are perceived to be younger (note the difference between perception and reality) -i.e. don’t give an aura of a smoker or drinker; imply you exercise a lot (even if untrue); avoid discussions about grandchildren. At interview, move quickly and shake hands with greater than normal energy, speak louder than you might otherwise do, be up to date with the sports scores and if your daily hobby is tennis or jogging, make sure the interviewers know.
3. Be up-to-date with technology – join the younger set! Ensure that computer tasks performed by those younger than you present absolutely no challenge to you: email, Microsoft Office, Power Point, Google, Yahoo, Twitter, Facebook. You don’t have to be a programmer. Indicating you use both PC and Apple would be a big, big plus. Don’t use AOL (too family oriented); I suggest gmail. Subscribe to Citrix’s “GoToMeeting” and to “GoToWebinar” and also “GoToMyPC.” Become a member of “Linked In” and join “Twitter” and “YouTube.” In other words let people know that “you get it.” Consider putting your computer and Internet skills on your résumé.
4. Older executives work harder and are more persistent: They have operated in both good and bad times, are less greedy about salary and bonuses, often don’t need health insurance (already covered by prior employment), are more flexible, can accept interim or part time assignments, are prepared to travel back home at weekends and do what is necessary to “get back into the game’ knowing that when the good times return they will be perfectly placed to hit the ground running – having collected a wealth of new business contacts. Above all, older executives have many more references to fall back on; use them. Surely, it’s much better others talk about you than you about yourself. However the references must be from senior, credible leaders within your industry. Why not introduce yourself as: “When I left GE last year to join a smaller company, the well-known CEO said to me ‘What do we have to do to make you stay?’.” (We actually used this to great effect.)
Remember the goal: to get back into the game (and I don’t mean the golf course). Finally the four thoughts above always at the forefront of your mind: be flexible; appear energetic; How am I perceived? Am I employable? Am I offering value?
Finally, finally: remember what Clement Stone (founder of Combined Insurance) described in his book “The Success System that Never Fails“ He was referring to Probability Theory: “The more people you present the policy, the greater is the probability of a sale.” He also said:
“Tell everyone what you want to do and someone will want to help you do it.”
About David Werner International:
David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents. The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record.
In addition to helping top executives transition companies, DWIC is also sought out by leading executive corporations to provide specialized marketing services to senior executives. Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more.
To keep up with David Werner and his advice on today’s ever changing job market, visit his blog at
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