15 May 2014
Author: The ExecuSearch Group
Three major ingredients in the recipe to a successful job search are networking, visibility, and research. These three, while all each integral to job searching (and finding) on their own merit, all tie in together when it comes to interviewing: when going on an interview, one conducts research prior, makes connections during, and achieves greater visibility through those connections after. That’s why we’ve suggested that going on every interview you’re offered, even those you’re unsure of, is usually a good idea—at the very least, you get practice, if not a pleasant surprise. But what if you knew there was no opportunity with a company beyond the networking perks of an interview? If you were invited to an exploratory, or informational, interview, would you take it? Why You Should You may think the only goal of an interview is to land a job, but that’s not always the case. If you’re invited to an exploratory interview, or see an opportunity to acquire one, go for it! It may be that an employer sees you as a potential fit for a position that is now filled, and wants to keep you in mind for future opportunities. In many cases, informational interviews could very well lead to such jobs down the line—or, at minimum, connections who can enrich your professional network. Any interview you go on gives you the opportunity to stand out in that employer’s mind as a potential candidate, whether the interview is for a particular position or not. As a result, if you present yourself professionally and adequately as a valuable possible addition to the company, you may very well be at the top of the list of candidates to call for future opportunities. The interviewing process takes quite a while, and because of this, most employers will call impressive candidates they’ve interviewed with in the past before going through incoming resumes and setting up extra interviews with first-time applicants. What to Expect So the pros outweigh the cons, and you decide to take on your first informational interview. What now? Informational interviews are a lot like regular interviews, only less focused on a particular position and more focused on what you can offer to the company and/or your industry as a whole. This is an excellent opportunity to really sell yourself as a professional, as you’re not limited to the confines of one position. Of course, you should keep your discussion focused and on-track, but be sure to highlight your best attributes and work experience to give the interviewer a good idea of the well-rounded professional you are. When on an exploratory interview, you may find that the discussion is more like a conversation than a question-and-answer session. This is a great way not only to let your true personality shine through, but to get to know the interviewer and the company culture he or she reflects. In addition, you could very well make a great connection if things go well, and he or she may just lead you to opportunities in the future. What to Remember You aren’t there to get a job. No matter how much an interviewer likes you, there will be times when there is simply no wiggle room for extra hiring in a company, and the hiring manager has no sway in that. So, to make the most out of your time together, focus instead on discussing the industry and getting to know your interviewer as a person and a professional. Much like in other forms of networking, looking only to gain from the interaction will often work against you; the informational interview is usually a favor someone is doing for you, and should be treated as such. So, finally, make sure you follow up and say thank you, just as you would in any other interview. Emphasize that you appreciate them taking time out of their day to have a conversation with you and that you hope to hear from them in the future. Then be sure to stay in touch! Handled with care, a new connection forged by an informational interview can be an excellent, mutually-beneficial business relationship.
15 May 2014
In today’s fast paced world, where technology is advancing faster than ever, and governmental regulations are causing organizations to re-strategize the way they conduct business, the success of a company lies in how well they adapt to change. Since periods of transition are often finite, the type of staff that a company needs to get through them may differ greatly from their more consistent staffing needs. As a result, employers are increasingly turning to high-level, highly specialized consultants who are proficient in technologies or processes new to the business. “We felt it was important to publish this whitepaper because there’s a large market of these high-level, highly specialized consultants out there that employers may not be aware of,” explains Alex Wright, Director of The Execu|Search Group’s Accounting/Finance consulting division. “It’s important to know that whether they’re brought on for a finite length of time or to manage a specific project through to completion, their specialized skills can be incredibly impactful when it comes to moving business practices forward.” The Spotlight on The Consultant: High-Level and in High Demand whitepaper explores the following topics: Industries and functions with the highest demand: Accounting & Finance, IT, Creative & Digital, Human Resources, and Engineering How employers can benefit from utilizing these high-level consultants You can download The Spotlight on The Consultant: High-Level and in High Demand whitepaper, here.
15 May 2014
As a healthcare professional, you are well aware of the fact that the industry is facing a staffing shortage, which according to Alison Kuhns, Managing Director of The Execu|Search Group’s Healthcare division, actually puts job seekers in an excellent position. “At The Execu|Search Group we are not only seeing our candidates receive multiple offers, but also receive a counter offer from their current employer.” While you may not be surprised to receive multiple job offers, candidates are often caught off guard by the counter offer they may receive when they resign from their current position. “Employers understand how competitive the current marketplace is,” explains Alison. “Since it is often more expensive and time consuming for them to start the hiring process from scratch, they will often try and entice their talent with an immediate pay raise or promotion.” Though it may be tempting to accept the counter offer, you need to understand how taking the offer can impact your career in the long-run. To help navigate a counter offer, here are some key questions to consider before making your decision. Does the counter offer eliminate your main reason for leaving? For many healthcare professionals, leaving a job because you feel underpaid or undervalued is not uncommon; however, as a job seeker choosing between offers, you should make sure all of your needs have been met before you accept the counter offer. For example, in an attempt to hold onto a strong employee, hiring managers may offer an immediate pay raise and/or title change. Though a pay increase is always nice, if your reason(s) for wanting to leave aren’t only monetary, those reasons will likely still exist even after a raise. “If your unhappiness stems from working long hours, a long commute, or an unpleasant boss, a pay raise serves as a band aid to the solution and will only prolong your dissatisfaction,” advises Alison. Does the counter offer help or hurt your career goals? Though it may be easy to “stay with what you know,” before you accept a counter offer, Alison suggests taking a step back and thinking about how your current employer will help to reach your career goals. When deciding between offers from your current employer and new employer, consider this: a recent Wall Street Journal survey showed that of the number of professionals who accepted their counter offers, approximately 93% of them left within 18 months, while only 7% stayed with the company for longer. In other words, while a counter offer may fix your frustrations temporarily, the same situation may cause you to leave after a short amount of time. Before you accept a counter offer, think about the bigger picture, not just the short-term solution! Does the counter offer reflect your value? If you have a clear understanding of your market value for what professionals in your field are paid based on location and experience, and the counter offer does not meet such levels, or you still don’t feel acknowledged or valued by your employer, this may be your signal to avoid the counter offer. “If you believe you are worth more and capable of doing more, these are reasons to strongly consider looking past the counter offer,” stresses Alison. In the end, if you consider a counter offer, it’s important to understand what your market value is and how you feel the potential new employer sees your value. Is your counter offer in writing? Before accepting a counter offer, make sure it’s in writing and you are very specific with your requirement(s) to stay. Similarly, your manager must be ready to present concrete examples of how your concerns will be addressed. Getting statements in writing will avoid any temporary fix your manager had in mind and will force your manager to create an actionable solution that ensures your satisfaction.