The 10 things every successful executive does to secure their next C-level role
Far too often, senior executives, I have spoken with tell me that they stay in roles longer than they intend to because they loathe the process of looking for a new one. I don’t blame them, in any normal year trying to navigate the job search process, trawling job boards, building relationships with recruiters, waiting for calls to be returned, facing possible rejection, surviving interview anxiety, spending countless hours updating and submitting resumes is a daunting and time-consuming process. It can be disheartening and frustrating.
This isn’t a normal year. The job market in 2021 will remain disrupted for some time and you will need to have effective strategies to navigate the market. As difficult as searching for a new role can be, it doesn’t have to be this way. So how can you get ahead? How do you navigate a pandemic disrupted job market and secure your next executive role?
Here are 10 strategies that I’ve observed over the years and recommend you consider adopting:
Look at the big picture. Regardless of the reason for your transition, this is the time for self-reflection. Consider the following:
What do I want to do?
Why do I want to do it?
How do I get it?
“Have you activated your own network?” This is the first question I will ask any executive in transition. In my experience, only a few of us do this really well. These executives are the ones who are consistently managing and building their networks of peers, customers, clients etcetera. They are proactively reaching out via text, email or phone calls letting people know they're wanting to transition. Unsurprisingly, they are the first in line when opportunities come knocking.
Think like a marketer, seek out advice from others. Craft an elevator pitch - begin by writing out in one sentence why you are deserving of the job you have in mind. This should include your understanding of your purpose and being able to succinctly distill your key skill or skillset down to its core.
Your elevator pitch should be a clear vision of your career so that interviewers gain clarity.
Attend events, join communities, consider voluntary board or committee membership. Networking for your next role is crucial. Actively offer support and your help to people in your networks so that when they're in need, you have people who will have your back. I’ve always believed and practiced the principle of ‘paying-it-forward,’ you should too.
Many senior executives I have worked with over the years have hired an executive coach to help them be objective about themselves, see their strengths, and be strategic and thoughtful about the job search process.
Some organisations offer these services as part of a career transition or outplacement program, as part of a severance or redundancy arrangement. If offered, take up the program, approach it with an open mind.
Note: executive search consultants offering ‘job search coaching programs’ is NOT an executive coach - consultants CANNOT charge you, especially if there is a likelihood of them assisting you in a recruitment process. Even if they are a qualified coach (most will not be), the potential for a conflict of interest is an obvious one. If you are presented with FREE supposedly ‘best-selling’ books, lunches for legends discounted offers or other pressure selling techniques I’d be running for the hill! Any reputable or ethical executive search consultant will offer this coaching support as part of their candidate engagement. If in doubt, ask for referrals and recommendations.
Make any new free time your asset. I’d recommend using this time to complete short courses, upskilling, or reskilling in key areas that will help your job search and demonstrate to prospective employers that you are serious about your professional development. Regardless, of your stage of career, it’s a smart move to future-proof your career.
Research, research, research. Know what organisations and roles you’d be a good fit for and be clear on a plan.
The best executives are well researched about the organisations they are considering and interviewed for. They have identified where they are a culturally good fit or seem to be, and actively reach out to business leaders in that organisation and request a meet and greet or work with executive recruiters to facilitate introductions.
When selected for interview, research, research, research…. work with your executive search consultant to prepare and plan for your interview.
Use platforms (like LinkedIn) to share your thoughts and showcase your experiences. This can take the shape of articles, thought leadership, social media, vlogs or public speaking. I’ve known of executives who have outsourced this, hiring a marketing specialist or writer to help create their online ‘avatar’.
Make sure you use clear language to describe who you are, and LinkedIn profiles should always be in the first person. It probably goes without saying - LinkedIn is a professional platform, by all means, take a position but it’s not the place to share strongly held personal views.
Do not rely on job boards! I cannot stress this highly enough. Not only are many executive roles not listed on job boards, but it is also likely that you will be at the mercy of the ‘recruitment-bot’ and applicant tracking systems built for volume and screening on keyword searches.
Many senior executives will take the time to compliment the above by investing in building relationships with executive search consultants. Please remember that this is a two-way street.
And lastly, don’t fear the job search process. Embrace the opportunity for personal and professional growth. Know that there are endless opportunities that you will be right for.
Follow these strategies and before long, future career transitions will be seamless. You'll gain confidence, attract more attention, and ultimately find yourself in a job that aligns with who you are. People will be fighting for you to work with them because you won't fear the process anymore.
I often tell executives in transition, that their job search is a full-time job itself. You need to approach it in the same way you do your first 90 days in the role. Having a job search plan will help you navigate what for some is a frustrating and difficult process. And if we can help you navigate this transition, please contact any one of our team at Luminary.