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

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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/

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