JOB HUNTING AT THE SENIOR OR EXECUTIVE LEVEL?

PLEASE READ THIS IMPORTANT MESSAGE VERY CAREFULLY!

You May Be Shortchanged By A Traditional Outplacement Program!

(If you’re relying on the old-fashioned, last-century job search techniques that most outplacement firms advocate, you’re missing out on the most exciting executive opportunities of the 21st Century!)

Job hunting in the executive job market today isn’t like it was when you got out of school. At your level it’s a whole different ballgame. If you haven’t been in he job market in a while . . . you’re in for a shock . . . everything’s changed!

To be a winner in today’s executive job marketplace today you have be up to speed about the new rules. Unfortunately, most traditional outplacement programs don’t play by them! For example, one of the biggest mistakes you can make is to think that your only opportunities are “known” job openings.

Look, the executive job market has changed dramatically in the past few years . . . especially since 911 and Katrina. As an employer I’m sure you’ve already experienced that in your own hiring decisions.

If you’ve been job searching at the executive level, you know what I mean. It’s a different playing field from the last time you were in the job marketplace.

And you may be finding that the job search methods you used last time around aren’t getting the results you deserve this time.

My name is Paul Bowley. My firm, Executive Excellence International, is the world-class pioneer in innovative executive private outplacement strategies, now exclusively online. Our firm has successfully assisted thousands of executives worldwide since 1985.

It’s totally different when you’re on the other side of the desk!

Looking for a job is not something you do very often. So it’s natural to depend on a service to help you advance. But there’s a right way and a wrong way for someone at your level.

Let me show you what I mean. Most traditional outplacement firms and other job search plans are extensions of programs that were very successful in the late 20th Century. For example, they

Start with a resume as the focus of a job campaign

Give you access to the so-called “hidden job market”

Spend a lot of time on career profiling

Conduct aptitude and psychological testing

Video-tape practice sessions

Prepare personalized stationery

Offer mailing services to get your resumes out

Answer advertised openings

Post your credentials on selected internet job sites

Provide ongoing counseling.

Now, admittedly, you’re probably not paying for these services. On the other hand, the longer you’re out of work the greater the impact on your finances and your career. You see, the problem with these well-intentioned programs is that not a single one of them actually gets you an actual job offer.

Many times, they’re feel-good services offered as an exit benefit for outgoing executives. They take the onus off the corporation for finding you another job. Unfortunately, that can take forever if you’re using outdated job search strategies.

Here’s The Real Truth About Executive Jobs!

I came across a fascinating statistic recently. If you‘re executive job hunting, take notice! This is information you absolutely need to know. Here it is.

Robert Half Executive Director, Katherine Spencer, said in Certification Magazine that it’s estimated that between 70 and 80 percent of all executive jobs are filled by people who first heard about the position through word of mouth.

Kinda shoots holes in the whole notion that your resume gets you a job, doesn‘t it? The amazing thing is this information is not new. We discovered a long time ago that serious executive job hunting isn’t done with a resume. Why? Because today’s savvy employers rely on much more to make a hiring decision.

For example, they want to know that you’re interested enough in being part of the team that you’ve taken the time to learn something about the organization and its goals.

They want to hear you discuss how you’re going to make a difference to their organization. Resumes can’t provide that information.

But there’s an even more truly amazing fact. Most executive job seekers land a face-to-face meeting with their next boss because some person intervened--not a resume. That intervention could be provided by a relative, friend, neighbor, religious or political leader, service club member, someone they do business with, etc.

Ms Spencer’s statistic should give serious pause to resume-dependent job seekers. The fact is that the most successful job hunters run their campaign like a small business. We discovered many years ago that the executive job market follows the same marketing rules as the business market.

You don’t seriously grow a business by shot gunning and mass distributing untargeted information randomly to lots of people in the hope that someone will buy what you’re selling. Businesses don’t do that if they want to stay in business. And they’re not willing to burn up their budget waiting to see who calls in.

You already know that businesses succeed through person-to-person contact. It’s called sales. And the higher you go up on the corporate ladder the more important person-to-person contact becomes.

The same thing is true of executive job hunting. Resumes cannot provide a substitute for personal interaction. Nothing is going to happen for you based on distributing a resume--unless you’ve got weeks and months to wait for results from this kind of a resume crapshoot.

But the good news is that a systematic approach that takes advantage of the real way the executive job market works can produce amazing results fast.

Using powerful 21st Century strategies and techniques can accomplish the goal of getting you a job offer in a matter days instead of months.

Let’s be clear. According to the experts, most executive jobs are ultimately obtained through word of mouth.

So, when you follow a proven plan that starts with this premise (instead of a resume) you can expect results quickly.

If you take a step-by-step business approach using proven marketing techniques, you could be meeting face-to-face with your next boss in a matter of days. And entertaining a good job offer is as little as two weeks!

You Need Skills To Stay On Top Of Your Game!

Keeping executive job search skills current is essential to any serious career advancement. Once again, the job market follows the same rules of marketing as the business world. If your product or service is not up to speed . . . if you can’t meet the demand of the market . . . you’re out!

That’s why a routine assessment of your executive job search skills is so important. An occasional tune-up will keep you current and highly marketable. Here are four recommendations to consider when weighing what you think you’ve got going for you against the needs of the marketplace.

1. Reassess your strengths, capabilities and assets. Do not rely on your work history for this. Much of what you’ve gained and accomplished are what we call “transferable job skills.” This is the transcendent knowledge you’ve acquired which goes way beyond a job description.

For example, take a look at your skills in people managing, problem-solving, interpersonal dynamics, inventiveness, goal-orientation, loyalty, commitment, etc. In fact, these transferable skills are the ones an employer will be particularly interested in when you make your move. Now’s the time to identify and list them.

2. List what you want to get out of your current or next job. Remember, making a job decision is a two-way street. It’s not just about whether or not an employer decides to hire or promote you. You need to be very clear in your own mind what will make you happy. You need to consider benefits, long-term career growth, opportunities for advancement, comfort level with the team, relationship with the boss, etc.

3. Do your homework. This is the right time to get a feel for what’s out there. Use Google, industry blogs, trade publications, association directories, product directories, Chambers of Commerce, etc. to narrow down the kind of industry or organization you’d like to be part of or advance in.

4. The very best resource for covering your assets and discovering your marketability are other people. Build a contact bank. List and talk to all the people you know who could be helpful to you . . . not to find you a job, but who could advise you, serve as a conduit to others, and help you with defining your goals, share information about industries and companies you’re interested in .

These names aren’t limited to friends, relatives, and neighbors. There are many others in your community who will be happy to assist you: religious leaders, business connections, your banker and financial advisor, political leaders, etc.

Staying on top of your game is not just a matter of being ready for any negative contingencies--like a lay-off or firing. Career advancement is a lifelong commitment. It occurs on the job as much as between jobs. So if you’re heading for the top you must always be competitive on the job.

Here’s The Exciting Answer!

EEI’s executive private outplacement service is the refreshing, inexpensive alternative to traditional programs. It uses a combination of powerful strategies through conveniently through online activities and private live consultations. It’s simple. It’s direct. And most importantly, it’s highly effective.

Look, I know your time is precious. And you like to see results quickly. So why don’t you step into EEI’s Executive Suite. There you can take a look at some of the things we do.

And I’ll show you how to arrange a FREE live consultation with me. At that time I’ll be pleased to review your current situation and recommend some ways for you to advance your career. This is NOT a sales presentation but an informative look at your options going forward.

Best wishes for a short and productive job campaign!

Paul Bowley

CLICK HERE to enter The Executive Suite!