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12.08

Getting Back into the Game:
It's All About Connections
It’s not Only What and Who You Know,
but Who Knows What You Know

By Debra Feldman

Practical Tips for Executives Re-entering the Job Market Today

The game is new for senior level executives returning to the job market. Today’s environment is not always welcoming for even the most successful, passionate, capable and proven individuals. There’s a frustrating disconnect between their expectations as candidates and employment opportunities. Networks that were once the source of lucrative deal options and secretive networking inquiries are not delivering good leads. They are stumped for the first time in their careers by challenges that were never a problem.

To be competitive, returnees have some unique challenges, not the least of which is the gap in their employment history. The first step is often getting past computerized or human gatekeepers. One of the reasons why re-entry candidates face a daunting job search is that companies and search firms use automated candidate screening and recruitment processes to triage applications and resume submissions. These computerized systems don’t accommodate for and can’t appreciate exceptions so that re-entry prospects may be eliminated before any human actually evaluates their application. Given the obvious employment gap, re-entry candidates will rarely be included among a short list of candidates matching an employer’s ideal requirements.

How will they get from where they are now to where they want to be next? The preferred job search method is the same as ever: connections. Networking is the means to a swift, successful landing. However, their once reliable contacts have lost their value or left the field. Freshly minted re-entry candidates rarely fit the perfect candidate descriptions listed in advertised job postings. Rarely are these under-the-radar candidates sought out by search consultants or recruiters to fill openings for exacting corporate clients.

Jumpstarting their search campaigns requires designing and purposefully creating a new network of relationships. In today’s competitive and risk-adverse job market, networking purposefully is the solution to find a new position that matches the candidate’s requirements for personal, professional and financial rewards. The critical element for success is getting attention now and then being remembered by hiring decision makers affiliated with appropriate opportunities. Candidates have to carve a direct path to senior management and then present a remarkable and memorable value proposition fostering a meaningful dialogue about mutual interests.

An effective technique for boosting a candidate’s potential is having an inside contact at the company personally usher a candidate through the corporate maze. The prospective employee needs to convey to this intermediary their unique value contribution and encourage this contact to champion their interest up the ladder to a hiring decision maker, not just HR. A personal recommendation goes a long way to grab attention. Then it is incumbent on the candidate to follow up personally and interact directly to nurture a relationship with the hiring authority to develop trust and prove ability.

Too often, networking contacts are inaccurately valued as isolated interactions. In fact, networking is about relationships, not only a transaction targeted to a single position. Beyond an immediate job offer, a positive impression might yield still more networking referrals that will produce more potential job leads. Think of each contact as exponentially increasing a candidate’s reach to hiring decision makers and new career opportunities. Networking has multiple benefits for prospective candidates: getting up to date on the industry, developing influential relationships, acquiring insights from the employer’s perspective and gaining knowledge to focus on target employers most likely to be interested in them.

Just attracting a hiring decision maker is not enough, staying top of mind is just as important because organizations are dynamic and new opportunities result from restructuring, vacancies, retirements, etc. With constant patience and persistence continuously developing and nurturing key networking relationships with contacts affiliated with target companies is the surest way to find a job. For candidates with a break on their resumes, personalized introductions explain unusual circumstances and pave the way for meaningful dialogues with prospective employers.

After getting comfortable with a candidate’s abilities, the employer may decide that the formerly imperfect prospect can be a great employee for an opening or they may create a new job just for this individual. Notably, the ideal candidate and the ideal employee may be different. Only the hiring decision maker can bend the requirements, reorganize resources and do what it takes to make an offer. That’s why connecting with the appropriate inside authority is key to generating a new career opportunity, whether a job is advertised or part of the hidden job market.

For re-entry candidates, here are some tips to accelerate job search progress.

• Differentiate and specialize within a niche expertise to attract more attention. Trying to be something to everyone often results in being nothing to anyone. Illustrate capabilities with concrete solution examples. Support extraordinary skills and talent with compelling achievements overcoming sizable challenges.

• Target specific industry niche employers able to appreciate your background and recognize complementary background and qualifications.

• Put skin in the game. Show confidence in your anticipated ability to deliver with a heavy portion of performance-dependent compensation.

• Show. Don’t tell. Unmistakably prove expected/required strengths to persuade decision makers. Voluntarily prepare presentations, white papers, garner support from references, etc. Increase visibility and credibility: publish, comment on blogs, post on listservs and forums, attend and present at conferences.

• Initiate contacts and stay connected. Identify key players, obtain recommendations about who you need to know, research speakers trade publications and online resources then connect with current industry thought leaders. Cultivate relationships that are likely to generate job leads, increase credibility and provide future mentoring.

• Communicate your value with consistent messaging. Resumes, bios, online profiles, quotes must all tell employers about your potential contribution reinforcing your trustworthiness and highlighting your strengths. Demonstrate that you are the first choice, go-to expert.

• Connect with “insiders,” individuals affiliated with target employers- the best way to be one of the first to learn about and be presented for an unadvertised opportunity.

• Be bold. Be persistent. Network Purposefully to make new contacts designed to enhance job searching results. Networking is about relationships not single-use and then forgotten transactions.

• Think positively. Job search is a marathon not a sprint. Candidates should be screening prospective challenges as carefully as employers investigate new team members.

• Give back. Make introductions when you see synergy. Contribute advice, help and counsel before being asked. Networking is not just for job searching.

• Initiate contact directly with hiring decision makers. Call outside typical business hours. Use snail mail creatively to attract attention. Leave enticing voice mail messages communicating what is in it for the employer. Leave them thinking that not returning the call would be risky behavior.

• Follow up on connections. Be courteous and respectful while persevering leads to new opportunities. If you are not persistent some one who does follow through is likely to get the job offer that is perfect for you.

Debra Feldman , founder of JobWhiz, is an executive talent agent with more than 20 years of senior management consulting experience. She uses networking to identify and connect candidates with unadvertised new career opportunities in the hidden job market. For more information, visit  www.JobWhiz.com, and to contact her, visit www.jobwhiz.com/contact.php.

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Opinions expressed are the author's.