Six New Job Search Principles for Senior-level Executives- The Pandemic Edition
The contemporary job market is worlds apart from what it was a few years ago. Get ready to work hard finding your next role and do not be surprised if where you land is not where you expected to be today.
Covid19 has impacted everyone and especially job seekers. Senior executives once exempt from layoffs and furloughs have been affected especially within the sector of smaller, closely-held organizations that are struggling to keep the lights on. Checking the national jobs report, observing lines at food banks, and monitoring expanding unemployment rolls are proof that the current crisis is having a universal, unavoidable effect. Who doesn’t know someone with a personal story about an aborted search, rescinded offer, delayed promotion, changes in responsibilities, furlough, termination, reduced compensation, shift to WFH, a sharp decrease in travel, loss of vacation and personal time off, etc.?
Businesses that survived the Great Depression and made it through the Great Recession, (often through the sacrifices made by the same people who have been dismissed in recent months,) are shutting their doors leaving loyal, mature staff out on the street unable to find a replacement job.
The challenge for job seekers goes beyond re-tooling, transferable skills, being flexible; companies don’t need to hire because there isn’t demand.
This is true for almost every industry and location with few exceptions (i.e., delivery services and healthcare are among the few exceptions) which make identifying a potential opportunity a very daunting task even for experienced career advisors and the most sophisticated, ambitious candidates.
The magnitude of the problem is exacerbated because too many successful executives were complacent about their employment and naïve about today’s environment which made them easy victims in a failing economy. They depended on their employers to manage their career progress (so they lacked relationships necessary to source job leads) and provide for a comfortable retirement (putting their financial welfare in jeopardy.)
They mistakenly thought keeping a low profile, making the best of their situation, and not looking for greener pastures, would eventually pay-off with their appreciative employers rewarding them with continued job security. Unfortunately, they’ve been given a harsh blow and rude awakening to the modern job market, i.e., no job is permanent and the best defense is always being ready o launch a strategic, networking-focused job search campaign by having the right relationships and continuously engaging with connections.
Always be ready by having the right contacts to support job searching, collecting success stories to demonstrate skills and knowledge, and communicating a positive attitude.
1. Smart executive candidates should guard against the sudden change in employment by keeping up to date in their industry, having a complete LinkedIn profile, and continually renewing and adding to their professional relationships.
2. Nothing job-related should be taken for granted. This means being proactive about retirement finances, always having sufficient savings, seeking connections outside one’s company and routine business transactions, regularly participating in industry and professional events, staying current on industry, business and professional trends, and development, maintaining an appropriate presence in the media, interacting in social media, etc. Networking one-to-one plus all of the above efforts are intended to boost visibility, stay on the radar of the right people, and enhance credibility through sharing ideas and knowledge.
3. Never expect that a new job will find you. Always be promoting your professional assets so that people who can hire you or recommend you don’t forget who you are or what you do. Budget time to increase online visibility and communicating directly with contacts and always adding new contacts and introducing our connections to each other.
4. Be humble. Follow directions. Write thank-you notes. Watch your table manners. Be gracious, patient, and polite. Be generous. Pay it forward. You will be remembered for your help.
5. Put yourself in “their” shoes before doing or saying anything that could be interpreted the wrong way. Acts of omission are often easier to excuse bad behavior.
6. Design and create a Network Purposefully™ of individuals with hiring authority for the positions you want and others whom these managers rely on for referrals. Relationships, especially ones that generate new job leads take time to develop trust. Once good interpersonal chemistry happens, nurture that bond by being first to suggest a joint activity, volunteering support before being asked, periodically checking in with a valuable offer or observation, seeking ways to help, etc.
