Saturday, September 6, 2008

A C Level Search Assignment is not for Rookies

By John Seraichyk - Browning Associates

A “C” level search engagement requires steadfast expertise, industry comprehension and a firm that truly recognizes what makes high level transition happen.” John H. Seraichyk circa 1997, Founder Browning Associates.

We've written the book on “C” level and senior management job hunting. However, rather than a lengthy dissertation, the objective of this communication is to provide you with a sense of what we do. It lays out our general philosophy for opening doors and creating opportunities for senior level executives.

We have worked with thousands of executives who have contracted our services for a myriad of career search/crisis related scenarios. Whether employed or unemployed, the challenges and obstacles for a high level executive seeking change are countless.

According to the U.S. Bureau of Labor Statistics, less than 3% of the workforce population earns in excess of 175k annually. Furthermore, the report reveals that less than 20% of all professional and executive jobs offering an annual compensation of 100k + are advertised. The Bureau's report clearly articulates that if you are a senior executive, you are a minority and available career positions are extremely difficult to attain.

Of course, any worthwhile venture is never an easy one. Landing a new position at your level requires a steadfast action plan. You need to be highly aggressive while maintaining confidentiality of your employment information. Imagine trying to market yourself to the masses while simultaneously having to make certain that nobody finds out! It's a bit of an oxymoron. But, for an employed executive, confidentiality is paramount.
You need to implement a strategic search plan that will enable you to market your credentials to the appropriate individuals who can make or recommend a hiring decision. Browning Associates will ensure you achieve that goal!

Your - Résumé-To be or not to be?

There is a great deal of controversy surrounding executive résumés. Here is the reality. Believe it or not, we do not use a résumé as a method of introduction for most of our senior level clients. A résumé screams: “Hire me”! Or worse, it may cause an unwanted breach of your confidentiality. Not so fast. Less is more at your level. You need to step back, identify the proper hiring authorities and then craft an alternative strategic method of formal introduction.
Utilizing our network of growth companies, key decision makers and client alumni, we will introduce you in such a way that the potential employer is given just enough information to inspire interest.

While your competition is bombarding the HR department with droves of paper and electronic boilerplate résumé submissions, we will promote your credentials to each and every one involved in the hiring process. Many times, your initial credential submission will come complete with a referral from our client network. This is when our employment contacts become most valuable to you.

Eventually, the hiring authorities will request your résumé. When this occurs, we will schedule a time for you to bring one directly to the company or schedule a phone interview for an initial review.

At Browning Associates we all agree that the résumé is to be. However, proper usage as illustrated above is essential.

Senior Executive Search and our Experience

When you are a “C” suite or senior level executive, you can't simply peruse the classifieds for your next career position. It is imperative that you retain the necessary tools to undertake a search campaign that will result in a position that takes advantage of your complete requirements, including salary, location and desired industry.

It is not likely that you'll find “C” class positions in your local classified ads or on the Internet. Not only are these career positions in high demand, but it is difficult to even get your foot in the door. If you are to land one of these coveted positions, you need to position a team in your corner who knows the requirements of the market and who can maximize your preparation to be a viable contender for a “C” level job opening.

Possessing the necessary skill sets to secure a high-paying and professionally satisfying position as a “C” class executive is only the first step. You must put forth a complete package to the potential employer, which includes a high impact credential introduction, impressive and reliable references, and career accomplishments abstract that lets the employer know that your credentials most definitely merit consideration.

For nearly twenty years, we have been in the business of assisting job-seekers, especially senior executives in locating the career position that is most suitable to their needs. The most desirable career positions will almost always be awarded to the most prepared applicant, and Browning Associates will ensure you achieve maximum career search support that is swift and effective.

Career Outlook

Our research indicates employment of top executives—including chief executives, general and operations managers, and legislators—is expected to grow 2 percent from 2006 to 2016. Because top executives are essential to the success of any organization, their jobs are unlikely to be automated or exported to other countries. Some top executive jobs may be eliminated through industry consolidation, as upper management is streamlined after mergers and acquisitions. Employment of top executives is not as sensitive to growth in business as employment in many other occupations. As a business grows, the number of top executives changes little relative to the total number of employees. Therefore, top executives are not expected to experience as much employment growth as workers in the occupations they oversee.

Projected employment growth of top executives varies by industry. For example, employment growth is expected to grow faster than average in professional, scientific, and technical services and about as fast as the average in administrative and support services. However, employment is projected to decline in some manufacturing industries.
Job prospects. Keen competition is expected for top executive positions because the prestige and compensation attract a large number of qualified applicants. Because this is a large occupation, numerous openings will occur each year as executives transfer to other positions, start their own businesses, or retire. However, many executives who leave their jobs transfer to other executive positions, a pattern that tends to limit the number of job openings for new entrants to the occupation.

Experienced managers whose accomplishments reflect strong leadership qualities and the ability to improve the efficiency or competitive position of an organization will have the best opportunities. In an increasingly global economy, experience in international economics, marketing, information systems, and knowledge of several languages also may be beneficial.
Because finding the right opportunity at your level presents a multitude of challenges, we have developed an entire division designed to specifically cater to senior level executives and management professionals. Please visit our sister corporation, http://www.executivejobchange.com/. Here, you will learn more about our services and what we can do for you. Alternatively, you may complete our confidential contact form. A senior consultant will reply promptly.

3 comments:

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Mary said...

I think it is critical that organizations are staffed more effectively at successively higher levels of leadership, with a large amount of executive appointments .

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John's entire professional career has been dedicated to assisting professionals and executives with career transition, employment search and career consulting. Offering over 20 years of career search and consulting experience, John has earned a reputation for engaging with 200k + professionals and executives in a successful effort to advance their professional career status. Mr. Seraichyk has built multiple management teams for his organizations and teamed with them to provide unprecedented growth. John’s professional mission has been clearly established, with the mandate of providing the highest quality career management services to his clients while always striving to optimize their success.


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