Monster

CFOs and Finance Execs Recruiters Really, Really Want

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Are you one? Are you sure?

–Do you bring a record of contributions?

–Have you led initiatives that positively impacted the bottom line?

–Is your value proposition compelling enough that a company will pay to bring you on board?

–Has the company moved forward under your leadership?

–Do you hold a seat at the executive table?

Great! Now, do the people who need to know about you, actually know about you?

I recently wrote a post about how stiff job search competition is shaping up to be next year. In a recent Reuters article on Wall Street talent, James Dunne, the senior managing principal at investment bank Sandler O’Neil, said this …

Really, really good people are always hard to get. There will be a few more opportunities, but for the most part, I would say 7.5 or eight of those 10 people at those places we don’t want in the first place.”

Dunne may have been talking about specifically Wall Street talent, but that sentiment extends well beyond Wall Street well into Corporate America. Despite the great talent now actively looking for positions, great may not be good enough. The job search is tough and all indications point to it getting even tougher.

So here’s my next question …

–Are you a coveted “passive candidate?”

In previous posts, I’ve also talked about my recruiter contacts telling me they have been told by their company clients that they are not paid to present candidates found in job boards. Here’s an excerpt from a recent ERE blog post …

They [the company] will now not accept any candidate as a referral from me if they do a search after I submit my candidate and find this candidate in a career builder or monster database.

Is your resume plastered all over the job boards? If so, it could be hurting you much more than it is helping you!

Ask yourself this … “what do I need to do to be one of those 1 or 2 people a company DOES want? If you don’t know, maybe we should talk!

 

Four Things Jobseekers Can Learn From Recruiters

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Who better for passive and active job search candidates to learn from than one of recruiting’s foremost thought leaders? Kevin Wheeler’s latest article was on the 4 things recruiters should have learned this year and, it’s a wealth of information for prospective candidates (today, next year, or 2 years from now) as well.

Here are the lessons Wheeler lays out, with my job search candidate interpretation and hopefully, grace from the author.

“Lesson #1: Building and maintaining candidate relationships and generating referrals are keys to survival.”

I see two key takeaways for job seekers (particularly passive candidates) in this lesson. First, build recruiter relationships … long before you need them. And then, maintain them. If you don’t stay top of mind then you aren’t anywhere near the top.

Build your network. And then, maintain your network. If recruiters are looking for referrals, they will in all likelihood be talking with people within your cone of influence who can pass those opportunities on to you. 

“Lesson #2: Use targeted, bold marketing and branding to appeal to the types of candidates you want.”

Targeted, bold marketing, and branding to appeal to the types of companies where you want to work. Recruiters are doing it. Job search candidates should definitely be leveraging the power of targeted, branded positioning.

“Lesson #3: Do not just use, but embrace, emerging technology.”

It’s Web 2.0 and it’s not going anywhere. Job boards are out, social media is in. Maybe not all the way yet, but it is trending that way. Despite that trend, almost 75% of CFOs polled by SmartBrief indicated they either had a Linked In profile but were not actively using it or they didn’t have a profile and weren’t interested in having one. Which begs the question, if you aren’t in Google, do you exist?

I’ll be writing more extensively on this in my next post, but a recent article by another recruiter was lamenting the fact that her client (the company) would no longer accept candidates she found in Career Builder or Monster. I’ve mentioned this before, my recruiter contacts have told me they are not getting paid to present candidates that are found in job boards. It’s time for job search candidates (active and passive) to embrace emerging technology.

“Lesson #4: Accept change as a way of life.”

This is the most frustrating thing I hear from my senior executives. Finding a job isn’t the way it used to be. The rules have changed. The playing field isn’t level. Good isn’t always good enough.

The rules HAVE changed, and if you don’t understand today’s game it’s even tougher to compete. Just as Wheeler instructs recruiters that traditional recruiting methods have gone the way of the dinosaur and traditional recruiting skills will become liabilities, so will not proactively managing a career come at a  much high cost to executives, finance and otherwise.