The High Cost of Taking the Wrong Position

Brad Remillard, a 25-year executive recruiter, authored a blog post about the high cost of making a bad hire. It is definitely expensive.

It also made me wonder if you, Mr. CFO Search Candidate, have given thought to the high cost of accepting the wrong position. 

Failure is an option

Taking the wrong position or taking the right position at the wrong company is a recipe for failure. A sound reason for making sure you are very clear about what you have to offer and to whom!

That is precisely why I am such a fan of branding. When you understand your authentic value (brand) and the market you serve (target), decision-making is much easier. You attract the “right” opportunities and repel those that are not a good fit.

Sadly, failure …

Sticks like glue, 

And, you have to explain it. 

Do you really want that mess as the lead in under Employment History on your resume? This job market is tough enough without adding a conversation around a bad decision that led to 1) no contributions and/or 2) leaving shortly after you’re hired. 

Dissatisfaction leads to job search mode … again

Job searching is not fun. It’s hard work, filled with rejection, undermining confidence, and can even lead to desperation. Desperation can lead to repeating the same cycle of choosing the wrong position and/or the wrong company, again.

Passive candidates who are open to hearing about new opportunities HOLD THE MOST POWER. It may not be right, especially given the current market, but it is true. Making great decisions about where you go and when is a smart, long-term career management strategy.

Be a Problem Solver

I follow the Recruiter Uncensored blog, and a recent post “Pay Attention to Bad Press,”  although targeted to recruiters, contains valuable information for job search candidates.

Companies are hiring CFOs and other senior executives to solve problems … not because they are trying to fill an empty corner office with a lovely view and a name plate on the door. Companies with problems who find themselves the recipient of some bad press … may be perfect targets for you … if you bring evidence that you know how to take away their pain. 

Value is in the eyes of the beholder. Offering a marketable value proposition proving you can take away pain while delivering quantifiable impacts, make you quite valuable. 

Top Recruiting Tools

Recruiting Guru Kevin Wheeler lists the top four required tools for recruiting in his latest article, and they are …

Facebook and/or My Space
Linked In
Personal Blog
Twitter

Last year, 44% of unique visitors to Facebook were people over the age of 35 and 48% of the over-35 crowd visited MySpace. Linked In is the #1 business network. Twitter, a microblogging platform, gives recruiters (and others) a 360-snapshot of potential prospects. Because Twitter is relatively new, there are great opportunities for savvy candidates to get on the radar screen of those people who make recruiting (and hiring) decisions. And a personal blog can intentionally build credibility and positioning as a thought leader within your target audience.

At the risk of being redundant, whether you are a current or future candidate, creating a visible online presence is a “must-do” strategy for top-talent executives.