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

A member of my networking group (www.stewartgroupassociates.com) asked about your services specifically.  Since I have no personal experience, I asked my network (2000+ CXOs).

All reports were positive from people that had actually used your services.  Some “nay sayers” warned against using any marketing service to find jobs but on follow-up they had not used any service and were only voicing general opinions.  Probably a result of hearsay from people they know that used SAS, Haldane, McKinsey Scott; etc.

There were no negative reports about your service.  In fact, members reported that your service makes more sense than any of the other services they know about.  Since I sent a link to your website, I expect several will follow-up with you.  I also received several calls from colleagues wanting to learn more about what you provide.

These are unprecedented economic times and “elder statesmen” executive are facing difficult transitions.  Especially those 55+ years of age who were highly compensated, in a single industry most their careers and are unwilling to relocate.

Regards,

Jim Stewart │ 214-556-6945 │ JStewart@ExecutiveSmarts.com │ www.ExecutiveSmarts.com

 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

First, the downsizings by American companies were in many cases overdone as evidenced by rehiring the former employees the following month.

Second, Americans are motivated to want to go back to work – not so in Europe where the safety nets for those unemployed are considerably more generous.  The Wall Street Journal states that in Germany public expenditures in labor market programs as a percentage of GDP were almost 3%, France 2.3 % and in the US only 0.38%.  These differing attitudes to worker protection will influence the speed of recovery. 

Third, America is a country built on entrepreneurialism.  There are ten times more venture capital and private equity firms in the US than in Germany.  In the UK, a handful only account for the large majority of the activity, 3i being an obvious example.  Therefore, we may assume, smaller firms are likely to be generating more jobs and faster growth that the larger ones.

“There are more reasons which point to signs of recovery,” says David Werner.  According to Werner, responses to executive career marketing efforts put forth by his company in the last 4 weeks have nearly doubled.  The phone calls are in response to targeted and tailored career marketing campaigns created and executed by David Werner International Corporation on behalf of their clients looking for executive career opportunities.

Werner sees this as a sign of optimism amid growing fears over a troubled economy.  “Granted we are a small niche marketing company (David Werner International Corporation works with Presidents and Vice Presidents only), it is clear to see that things are slowly getting better, businesses are gaining more confidence, and they are looking to take advantage of the extraordinary talent currently available,” says Werner.

It is at these moments that one needs to recalibrate ones feelings and attitudes and refocus on those things that really matter. – family and friends.  I have also found in my own case whenever helping others that I too need to regain my perspective and recalibrate.  I therefore decided to buy a puppy and train it as a hospital dog.  The satisfaction and joy that has brought me more than makes up for the pressures of the job. 

“In a study of 100 Medicare patients, dog owners had 21% fewer doctor visits.  Pet owners were proven to have lower blood pressure, lower everyday stress, and lower cholesterol and triglyceride levels than non pet owners.  People with pets also suffer fewer minor health problems, such as painful joints, hay fever, insomnia, and anxiety.  70% of families surveyed reported an increase in happiness and fun after adopting a pet.” (source: Texas Vet News, http://www.veterinarypartner.com/Content.plx?P=A&A=1875&S=4 )

When you are happier, you feel more confident.  You hold your head up high.  This shows in everything you do, even your job interviews.

Message: Get a dog – they don’t worry and they don’t complain

Werner sees this as a sign of optimism amid growing fears over a troubled economy.  “Granted we are a small niche marketing company (David Werner International works with Presidents and Vice Presidents only), it is clear to see that things are slowly getting better, businesses are gaining more confidence, and they are looking to take advantage of the extraordinary talent currently available,” says Werner. 

During the past four weeks, Werner says he has received many phone calls from top businesses interested in interviewing his clients for senior level positions.  The phone calls are the result of targeted and tailored career marketing campaigns created and executed by David on behalf of his clientele.  Werner says, “These positive developments are most encouraging.”

Employers need to ‘build their own brand’ to market their experience and value to a potential hiring company.  The internet allows candidates to build personal websites and display these virtual portfolios which tell the story in a captivating and clear presentation, something words typed on a paper cannot. 

The online portfolio service offered by David Werner International is a virtual presentation of an elaborate resume which utilizes graphs and charts to show a candidate’s success and achievements.  The system helps prospective employers visualize the value a candidate can bring to their firm. 

An example of an online portfolio can be seen at  http://www.webportfolios.net/lab/cxo/

The web portfolio has four key benefits for job seekers.

1. The web based portfolio uses proven and targeted marketing techniques to present a compelling business case for an individual’s candidacy to potential employers.

2. Charts and graphs create virtual and multi-dimensional representations of talent and success stories, visually demonstrating a candidate’s value to hiring firms.

3. Hiring firms with this information at their fingertips can quickly engage in meaningful and results oriented conversations which can rapidly move the candidate ahead in the interview process.

4. The portfolio then serves as a permanent career asset for improving an online business profile and networking with other executives. 

The David Werner multi -media system allows candidates to showcase career strength and accelerate results in the market place.  The online portfolio technique reduces search time by employers thus speeding up the communication process between candidates and potential employers. 

For more information on David Werner, visit http://www.dwic.com/bios.html