April 14, 2016 Comments Off on TALENT TALK: Job Seekers, Seeking Help? Views: 494 Connect Classroom

TALENT TALK: Job Seekers, Seeking Help?

Talent Talk is a regular column on employment trends written by Glen Esnard, the executive vice president and principal of 20-20 Foresight Executive Search. 


We are approached regularly, like many executive recruiters, by individuals, many senior level and C-suite executives, seeking guidance in their job search.

In the traditional personal networking model, they are looking to, well, network, and perhaps get some assistance in framing an effective resume.

What they often don’t realize is there are tools and services that can profoundly enhance their job seeking opportunity and likelihood of success. Often generating 7x to 10x the number of interviews.

We have found four “pillars” that can radically transform the job seeking process and success, pillars job seekers should look for as they seek an advisor.

The first pillar is career coaching. There are two levels of coaching. Deep coaching, when the job seeker is in a significant career shift or conundrum, and more conventional coaching, which is identifying a set of skills and experience and aligning them with current market demand and desired career growth. Deep coaching requires a trained executive and career coach. More conventional coaching is simpler, but requires a coach deeply and daily involved in the industry sector to facilitate alignment.

Second is resume writing. Interestingly resume writing has two simple requirements. One is effective career guidance to guide the story of the resume. The second is a coach who reads resumes for a living, intensely aware of what works and how employers view resumes. This is where the $500 resume writing services miss the boat. They typically have neither.

Third, interview coaching. We have written previously on interview coaching. Suffice to say, most successful business people are adept at selling products, services, business plans, etc., yet are nowhere near as effective at selling themselves in a competitive environment.

Finally, effective outreach. All the above is great, but if the job seeker is left with only her own network, no matter how robust, it likely only covers 15% of potential employers. Far less than 15% if relocation is an option. Job boards widen that coverage a bit, but every position posted in a job board seems to generate 50-150 applicants- not good odds for the job seeker. A powerful and effective service will have tools to reach out to the thousands in the remaining 85% and introduce the job seeker to employers seeking talent.

If you are in a job search and considering a full service advisor, ask several questions. First, what percentage of your clients successfully land in great positions? How many inside six months? How many are placed in positions where there is no job description drafted, where the employer executive connects talent with a corporate need and creates a position with no competition?

There are many services who will deliver one or more of these services. There are very, very few who deliver all.

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