Successful executive job search candidates differentiate themselves from the competition In today’s job market, competition for the best executive career opportunities is fierce. When a position opening is announced to the public, prospective candidates with varying degrees of suitable credentials rush to express their interest often flooding the company with inquiries. The sheer volume of responses misleads employers into expecting that the perfect candidate exists and will accept their offer terms. So much activity suggests to the employer that the perfect candidate will show up at their doorstep. (Isn’t this just the reverse of a candidate’s faulty logic that if they apply to enough ads, some employer will/has to eventually choose them?) Under this misguided mindset, the employer’s resume screeners dismiss good-enough prospects because they are waiting for the ideal candidate. Such wishful thinking extends search duration, frustrating both candidates and employers.

Is there a way to get employers and candidates on the same page?

What if a less-than-perfect, enthusiastic, exceptional candidate can command the employer decision maker’s attention, develop their trust and motivate the employer to reach out to learn more about the candidate? An invitation to meet breaks the stalemate and moves the recruiting process forward. It is up to candidates to show the employer a value proposition compelling enough to motivate the employer to want to learn more. To reach the point where the candidate and employer are interacting directly, one-on-one takes candidate initiative. It requires the candidate to “glow. ”What is that? It means to stand out by differentiating themselves from other candidates and demonstrating their distinctive qualifications  sufficiently to intrigue the employer and overcome any resistance the employer has.

The candidate who has a chance at an offer is one who is invited to have a meaningful dialogue with the hiring decision maker. They got that far in the recruiting process by standing apart from the sea of other equally qualified candidates. They are like Rudolph only their glowing red nose is likely to be one or more stunning accomplishments presented to clearly demonstrate how their background and experience is relevant, along with obvious passion for the opportunity and sheer persistence (which got them a foot in the door.) The individual who ultimately is hired is the one who identifies how to “glow” or attract the employer’s attention, proves their capabilities with achievements that address the employer’s needs and gains the decision maker’s trust.



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