The strategy known as “the strength of weak ties” could be the secret sauce in your job search. Essentially, it entails reaching beyond your traditional networks to casual contacts. The latter know of job openings your colleagues don’t. This article describes seven simple ways to make those connections with weak ties.

Mark Granovetter’s Discovery of Gold in Casual Relationships

It’s no secret that jobs most often come through people. They provide information about openings you wouldn’t have known about. Often those aren’t listed among the help-wanted ads. Also, it’s people who hire you. But, not all those people contacts are equally effective in your job search. In 1973, Mark Granovetter, a sociology graduate student at Johns Hopkins University, published breakthrough research in the American Journal of Sociology. It documented that those whom you assume you should count on – members of your own networks – could be the least useful. The biggest return on investment in networking could come from people you know casually, that is, weak ties. A typical example would be Joe who runs the coffee stand in the office high rise. He’s among the first to connect the dots on who’s on the way out, therefore where there will be openings. You should invest your time in befriending him and letting him know you’re in the market for a new job. Currently, many of those the weak ties you can arrange to connect with on social networks such as LinkedIn.

The Hidden Power of Weak Ties

There is such power in weak ties for four reasons.

• Traditional networks function like closed, risk-averse systems. Those in them all share the same jobs data. Moreover, they may hesitate to tell you about them. They fear that if the situation doesn’t work out that will reflect badly on them. In addition, they tend to both stereotype colleagues and be fully aware of their flaws. So, they won’t let them know about openings which they assume will be a bad fit.

• Weak ties intersect with very different networks than your usual ones. That, in itself, opens up possibilities for work you won’t encounter through your strong ties. In addition, they have useful “inside information” on the organization’s culture, undisclosed problems and their ideal job candidate.

• Relationships with weak ties tend to be open and trusting. Little is invested in passing along a job tip to you so the stakes aren’t high for them. Also, since they don’t know you well professionally they don’t assume you can’t do the job. Strong ties tend to pigeon-hole you in a niche. They can also stifle original thought, making it more difficult for you to think out of the box about a job search.

• Weak ties can provide emerging ideas and perspectives not available through your usual social capital. That gives you competitive intelligence about what kinds of opportunities to pursue and how to present yourself.

Finding and Nurturing Weak Ties

Because networking is critical to success, most executives have developed patterns for doing that. For example, holiday social activities are made to do double-duty as networking opportunities. However, those best practices can harden into rituals in which you aren’t fully engaged. Moreover, they exclude possibilities for identifying and cultivating weak ties. Here are seven effective tactics:

1) Develop an accessible persona. That includes open body language, gentle facial expressions and the ability to listen, asking questions to get conversations going. This kicks off the Law of Attraction. 

2) Open yourself to small talk. That old saying “All work and no play makes Jack a dull boy” also applies to not sharpening the instincts for casual connections. When commuting on the train, waiting in the doctor’s office and walking the dog, don’t be preoccupied with work.

3) Participate in professional and social events outside your specialization. Those could be as non-threatening as signing up for a few months of public-speaking training with Toastmasters. Or it could be a little more complicated like attending a local meeting of psychologists, even though you’re a lawyer. They will welcome what you can offer to them in networking as much as what you can gain from them.

4) Develop a communications vehicle which transmits your unique passion. That might be a newsletter, weekly radio broadcast, blog, podcast or YouTube series of presentations. It could be about animal rescue, the Steelers or doing business in Russia. Your enthusiasm will be contagious.

5) Be involved in Facebook. According to Jobvite, 83 percent of job searchers rely on Facebook. No, it’s not just for posting family photos or promoting your company. It’s a platform for cultivating weak ties in an informal way. Most of your Facebook “friends” are not colleagues. Respond to their posts, indicate you are there to help them with their marketing plan and celebrate their accomplishments. In addition, you can attract recruiters you don’t normally do business with. In the “edit profile” section provide them with details about your work history and where you are heading. 

6) Become interested in other people on Twitter. Strategically plan whom you want to connect with on Twitter. Then join in their discussions, let them know what you have gained from their insights and share what fascinates you. Eventually, ask for help in your job search. If they work at Company X, ask the best people to contact there for an informational interview. Some of this conversation might be brought offline. 

7) Exploit networking opportunities on LinkedIn. Configured as a professional network, LinkedIn is a multi-dimensional tool for connecting with those you need to know. Do your profile right and it could attract everyone from professional recruiters to chief executive officers hunting for a new head of compliance. Premium membership allows you to search in companies and fields of expertise for contacts.

Becoming Open, Staying That Way

The current winners in the new economy, ranging from venture capitalists to app designers, keep their networks diverse. One of their objectives is to continuing developing fresh kinds of contacts. The taxi driver in Moscow might have the most useful insight on oil futures. Yes, this requires an investment in engaging. Attention has to be shifted from the work on the desk. But the alternative – rigid networking – puts you at a professional disadvantage. Smart players are starting those conversations. 

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

You may sense that you are being forced to quit—see the signs below that it is happening to you. Or your superiors might already have told you they want your resignation. You probably are unhinged. The good news is that there are 8 things you can do right now to manage the situation. Those best practices will reduce or even prevent damage to your career and give you a competitive advantage in what you choose next.

Signs you are being forced out

The employer’s objective is to have you quit. Therefore, the signals that you should do that tend to be obvious. Here are the common ones:

• You are left out of the communications loop. For example, you don’t receive emails about the meetings in the conference room for the product launch. Colleagues don’t return your calls.
• If you are still attending meetings you are treated with disrespect. That can take any number of forms, ranging from ignoring your comments to showering you with hostility. The objective is public humiliation.
• Your workload is reduced or increased significantly. Sales representatives might be given impossible quotas.
• Your relationship with superiors changes. Instead of praise, you receive constant criticism. Likely they are documenting that alleged poor performance. That can be leveraged to nudge you out if you are reluctant to leave.
• Colleagues and subordinates distance themselves.
• Your superiors actually ask that you consider resigning or else they will fire you. As they wait for your answer, all your work may be taken away.

The 8 ways to manage the crisis

1. Find out your legal standing

As books such as “Fired, Laid-Off Or Forced Out! explain, there are many myths about employees’ rights. The reality is that in most states, the private sector can terminate employment at will. The exceptions are if you in a protected class such as disabled or aging, a member of a union or if the terms and conditions are covered by a formal agreement. When in doubt, consult with an employment lawyer. Do that before you say or do anything, especially if you are considering taking legal action.

2. Decide if you want to try to keep your job or even buy yourself more time

If so, initiate a conversation with superiors about the reasons they want you to leave. At the outset, state you are willing and eager to follow their recommendations on corrective action to align your performance with what is needed. This move may save your job. If not, it could extend the time you are collecting a salary and using benefits while you search for another job.

3. Avoid “craving closure” to end stress

Human dignity is important to most people. Employers recognize that. Therefore they know that subtle or obvious types of abuse can drive you to quit impulsively. However, financially, emotionally and in preparing yourself for a job search, you might not be ready to leave. Remain calm. Keep your finger off the trigger.

4. Negotiate

Every situation is unique. But there is always room for negotiation. That’s true even if your job performance has been subpar. Critical to negotiate is how the company officially classifies the resignation in your personnel file. Ideally, it should state that you resigned, without qualifying that with “in lieu of being fired.” Also, you can request a letter of recommendation, severance, outplacement, and use of office facilities.

5. Be pragmatic about finances

Investigate the possibility of collecting unemployment in your particular state. Your state may allow that even for those who quit jobs. An example might be that it recognizes stress as a valid reason for leaving employment. Therefore, you have to know beforehand how to frame your claim. If you are over-55, your odds of getting a comparable job are not ideal. Immediately consider downsizing expenses.

6. Prepare your cover story

The question you will be asked during interviews for the next job is why you quit. You must create an explanation that is diplomatic, positive and yet accurate. Of course, you speak well of the company and your superiors. You describe the negatives in a way advantageous to you. For example, you would say, “Our strategies weren’t aligned because I assessed that the company should put its computing operations in the cloud.” Those in the know recognize you had a valid point. “Given this disconnect, I felt it was a disservice to the company and myself to remain.”

7. Comport yourself from a position of strength

If you feel in charge of this process, your body language, facial gestures and conversations will reflect that. Everyone in the company is observing you. In a sense, this is the performance of a lifetime since they will remember how you handled yourself during this crisis. Those perceptions help create the platform on which you build the rest of your career.

8. Network

The way to search for that next good job is through other people. According to JobVite and other studies, less than 25 percent of hires are made through help-wanted ads and recruiters. The other 75 percent happen through the contacts you will make on social networking sites such as LinkedIn, Facebook and Twitter. You will also need to be visible in-person. That means participating in conferences, trade association meetings and local business social hours. “Hiding” is not an option.

Gaining the edge from this setback

No reasonable person welcomes failure. However, in Silicon Valley, it is celebrated as a rite of passage. That’s because the tech players know that more is learned – and more quickly – from setbacks than successes. In sophisticated organizations, failure is even hailed as a competitive advantage. If enough executives in those companies have a record for failure, there’s plenty of collective wisdom embedded.

It’s up to you how you position and package the experience of being forced to quit a job. Ideally, you treat it as a learning experience. Through it, you acquired amazing insight into your professional self and where it fits – and doesn’t.

Written by Lisa Rangel, Executive Resume Writer

Everyone knows that the job search can be a stressful time marked by hopeful ups and defeating downs. You get excited about new leads and suffer disappointments on your hunt for that perfect job that can become the next step in a successful career. This is normal. However, during your job search, you could be your own worst enemy by not accepting this is normal and, instead, taking it personally. Without even knowing it, you could be throwing up resistance and making mistakes that will kill your job hunt success from the start and throughout the process. These mistakes can be both physical and even emotional and will hamper your ability to land that great new job.

Whether you are top level executive looking for that next big advancement in an already successful career or you are a recent college graduate seeking that first job to kick off your career, you could be guilty of throwing up emotional roadblocks or making common mistakes that will stop you in your tracks from ever setting foot in the door of many companies.

6 Job Search Mindset Killing Mistakes

There are many common mistakes that job seekers make when looking for that next big job. Some of the most common you see are in their actions before they ever land that first interview.

• Research Fails – Often candidates believe they are properly prepared for their interview by researching all there is about the company. However, they fail to research their needs and their history and aligning what they bring to what the company they are looking to join needs. This can cause a candidate to flounder in the interview and erode confidence.

• Talk Down Accomplishments – During the interview, many candidates seeking to appear humble often talk down their own accomplishments making it seem like they really didn’t do anything in their past employment. Be proud of your accomplishments, but don’t be boastful.

• Go It Alone – Often job seekers feel they must pursue their next job like a lonely hunter in the night. The truth is, you can get a lot of valuable information and learn something from others in your position as well. Talk to them. Seek out the help of recruiters, similar positioned colleagues and job search experts, but don’t rely on them as your only source for new opportunities.

• Begrudging Attitude – No one likes searching for a new job. But in the end it all comes down to your attitude. Approaching it with a bad attitude will only result in poor quality work on your part. Be excited for your new opportunity and enjoy the hunt as you broaden your horizons. You may even learn a thing or two along the way.

• One-Size-Fits-All Resume and Cover Letter – One of the biggest mistakes you can make is sending the same cover letter and resume to many different companies. If you are truly interested in a position, you should do your homework and tailor both your resume and cover letter specifically for that position.

• Negative Head Trash – Assuming all setbacks are because you are not a desirable candidate or only unique to you is the biggest emotional and mental drain at the root of stalled job search. It is important to realize ALL job seekers have positives and negative aspects of the search and it is normal. It does not mean you suck. It means that was not the right employer for you.

Emotional Roadblocks

Your own emotions could be getting in your way as well. What’s worse is you may not even know it. Often if you aren’t getting where you want to go it is because of your emotions. You don’t believe you are worthy or are capable of that next big step. These feelings are often felt deep down and you may not even be aware of them. So, on the surface you are seeking that next big career advancement, but on the inside you don’t think you are ready even if you really are. This can cause you to appear less confident during an interview and you may not be willing to take the risks you need to take to get where you want to go.

Final Thoughts

Remember, when you are job seeking, look at your actions in an objective manner. Really look inside yourself and ask yourself why you are having a hard time and not finding the type of job you want. You could find that it isn’t because you simply can’t find something, but that you have become your own worst enemy creating unnecessary resistance in your job search. Don’t be too hard on yourself. We are all guilty of it at one time or another. Just pick yourself up and recognize what you are doing and correct it. You will soon find that you not only find the perfect job for you, but you nail the process every step of the way so your job search comes to an end.

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

The Economist reports that the On-Demand Economy in the U.S. currently employs 53 million free agents. A growing number of those free agent consultants are executives. The odds are that you will be among them, as a bridge to your next full-time job or as a new career path.

Fewer Executive-Level Openings Projected

From 2010 until 2020, according to the Bureau of Labor Statistics, overall full-time jobs will grow about 14 percent. However, top executive positions are only projected to increase 5 percent. It’s in your professional self-interest to learn how to be hired for the plum executive-level contract assignments.

If your first choice is to land a direct hire role, then don’t give up on searching for a permanent position. However, rejection might be the way the marketplace is telling you to do course correction in how you are going about the process and expand your options on where you look for work.

Why You Should Consider Free Agent Consulting Assignments

There are many reasons why you could choose or find it necessary to become a free agent. Currently, these are the most common:

• Demand is there. With the current volatility, more executive positions become vacant abruptly. The top tier or board wants it filled on an interim basis while a comprehensive search is done. As that interim, you may or may not have a shot at the permanent job. But you are earning income, achieving and learning. That’s what counts. Another need comes from start-ups which require specialized skills short term. A third represents the way companies are maintaining manpower flexibility.

• Executives want more control over their lives. Traditionally this is known as the “work-life balance” issue. Executives with highly specialized skills that are marketable find that they can take this option, without downsizing income. Also, in this era of 80-to-100-hour workweeks, the stigma is gone in choosing to be a free agent.

• The infrastructure is in-place. Executives don’t have to hit the pavement searching for assignments. Established headhunting firms unofficially or officially have units for contract work. Also, there are boutiques tailored entirely to place executives in interim posts.

Okay, you have decided you are going to experiment with or commit to this way of working. The odds are that you will have the greatest satisfaction and success if you are open to modifying how you usually compete for professional opportunities. Just as with full-time jobs, you will have to compete to be hired as a free agent for contract roles and here are 6 proven tactics to land plum assignments:

Executive Free-Agent Playbook

1. Get up to speed on current formats for resumes. You may not have searched for work since college or your M.B.A. Even in a year or two the winners’ approach to resumes might have changed. Also, different industries and different companies now may have their own preferred formats. Research tone, organization of categories, length, fonts and use of color.

2. Create a resume oriented for short-term projects. You will continue to follow the overall guidelines for the resume geared for full-time work. For example, you will begin with “Summary,” not “Objective.” However, you highlight recent assignments and the results you achieved for employers. That presentation will describe the project, objectives, skills leveraged and what can be quantified in terms of outcomes. Yes, you can use a pattern resume. But, you increase your marketability if you custom-make the content for the specific kind of assignment you are applying for. In cover letters and interviews, emphasize the value you created that was measurable.

3. Switch mindset from job history to recent achievements. If this will be your first kind of project work, then focus on what you have just accomplished for your full-time employer. Introducing a job history per se in isolation distracts. The exception is if the achievements from the last few jobs align with what is needed for this assignment.

4. Leverage skills, results, and references from current or recent projects to landing the next one. 

For now, you have mutated from a permanent employee with a set job description and routine to a free agent. The latter is always looking for the next assignment. That means you have to continually sell what you can offer to the next buyer. What is most marketable are the outcomes in current or recent assignments. Bundle that into a powerful elevator speech.

5. Have a great attitude, even when turning down assignments. Employers hire human beings, not just a set of skills. In the downsized workplace you have to fit in with the team to get things done. That’s why you will be screened as to your ability to go with the flow. That counts even when you decide that an assignment is not the right fit for you. Yes, you can turn down some offers, but not too many. And do that with humility and gratitude.

6. Be hungry. In his iconic 2005 Stanford University Commencement Speech, the late head of Apple, Steve Jobs, told the graduates to “stay hungry.” Of course, you don’t want to transmit the message that you are desperate. But you have to let the world know that you are available for assignments. Those include recruiters, contacts from project work and past jobs and those in your industry groups.

Staying Open

Few careers, especially executive ones, are linear. X doesn’t necessarily yield Y any more. What you manage to absorb and achieve in contract work can, if you are flexible, create myriad possibilities. You may be offered a full-time position with that or another company. Other plum assignments could be presented. You may decide to launch your own business.

In essence, time spent in the on-demand economy could have a major payoff in your long-term career.

In the world of career development the terms “STAR” and “CAR” get thrown around a lot. You may have even heard these acronyms on your job hunt.

Some people use them interchangeably, which can lead to some confusion for candidates. We’re here to give you a breakdown of each acronym so give you a better understanding of them.

When to Use Them

Both methods can be used during behavioral interviews, meaning interviews that focus on how a candidate acted in certain employment situations.

The logic behind this comes down to a common recruiting phrase, “The past predicts the future.” In other words, how you’ve behaved in past jobs is very telling of how you’ll behave in the job you’re interviewing for.

In a traditional job interview employers ask straight forward questions with simple answers such as “Why don’t you tell me about yourself?” In behavioral interviews they are specifically looking for actions you’ve taken in the past, such as how you handled a problem at your old job. They may start the question by saying “Describe a situation when…”

The acronyms STAR and CAR help you prepare for this kind of interview by forcing you to come up with stories that illustrate your behavior. You can also use them to write resume bullets in order to avoid any vanilla or generic job descriptions.

STAR – Situation, Task, Action, Result

First you need to determine the situation or task. With STAR you can use either or. A situation may be that you lost three employees and needed to come up with a solution. A task may be that you were given the responsibility of getting the company’s e-commerce site on a mobile friendly platform.

The first example is a major problem that needed immediate attention. The second example may not have required immediate attention but had the potential to spiral into a massive profit dilemma if left unaddressed. The second situation also leaves room to mention things you were told to do rather than emergencies that came up.

You then must detail the action you took and the result that followed.

CAR – Challenge, Action, Result

Similar to STAR, CAR helps you focus on a challenge you once had while on the job. The only real difference is that STAR leaves some room for you to mention a situation that didn’t necessarily require immediate attention or was simply on your to-do list.

With CAR, on the other hand, the “Challenge” is almost always a situation where catastrophe was looming. Maybe products weren’t getting delivered to retail locations right before a big launch. Maybe you needed to install a new database system and your team members were all over the world with time and language barriers.

Once you get to the Action part of this equation you’ll want to relay if you used a new methodology, made adjustments or came up with some out-of-the-box solution to your problem.

And finally, you must tell them what resulted from you saving the day. Naturally you’ll want the results to be positive, and if you can use quantitative examples you’ll really get their attention.

Overall, there isn’t a huge difference between the two acronyms, which is why you probably hear the both of them so often. Which one you may depend on what you feel the employer wants to hear.

The higher level the job, the more risk a company assumes. At this point, the job is less about generic qualifications and more about your people skills and leadership qualities.

This terrain can be tricky because it’s more subjective. However, by implementing some of our tips you’ll better your chances of moving from an executive to a C-level role within the organization.

3 Tips to move from an executive to a C-Level Role

Make sure you can work with different departments.

In order to be a top executive of an organization, it’s important that you learn to work with different departments

As a C-level exec, you would no longer responsible for just your sector, now you’d be the one creating strategies that affect the company as a whole.

That’s why it’s imperative that you learn how the different departments work cohesively. You’ll also want to beef up your skills in different areas. For example, if you’re more involved in the finance sector consider learning how the sales and marketing team works. Furthermore, you’ll want to learn how one affects the other and vice versa.

Lastly, build rapport with managers from different departments. They’ll be able to put in a good word for you and show how you’ve made an effort to understand the different aspects of the company.

Develop leadership qualities.

Leadership qualities are what truly separate executives from the c-level role. It’s easy to manage people, however, it’s not easy to lead people.

Leadership takes vision. It also takes the ability to move a big group of people toward that vision.

As such it’s your job to start taking more responsibility. Note, this doesn’t mean simply executing a campaign strategy that was handed to you for your particular department.

This may mean taking initiative on things that would require to work with departments across the board as well as create the strategy yourself.

The tricky part is you may not always be able to this within the role of your job, in fact, it will probably require looking outside of your job. For example, volunteer to spearhead the company’s annual corporate-run. Or, get involved with any big initiatives that require raising money for a charity the company is affiliated with.

These two examples may not seem relevant but consider this: both scenarios require you to work with a massive group of people from all departments. Both scenarios also require you to raise money. These are two skills that would be essential at the C-Level and your current executive role may not give you the flexibility to enhance those skills within the job.

As an added bonus, current C-level execs typically have to be involved in some way for these kinds of events, even if it’s just giving a keynote at the charity. This would increase your exposure to them which brings me to my next point.

Build a relationship with top managers.

When you’re vying for a C-Level job your chances of getting it may rely more on how you and the CEO get along rather than qualifications.

If you’ve made it this far you’re obviously qualified, as such what a company is more concerned with is whether or not you can work with the people on top. According to The Ladders, it’s almost as if you practically have to be sponsored by a top executive to be promoted at this level.

This is much more subjective and has a lot to do with personality, reputation, and rapport. As such it becomes your job to build a relationship with top managers. Find ways to get to know them and increase your exposure to them

Written by Lisa Rangel, Executive Resume Writer

Strategies on Reaching the G-Suite

A new report offers statistics and suggestions on successfully transitioning to the C-suite. For executives positioning themselves to make a corporate level move, this is news you can use.

I work with professionals and executives looking to make their best career transition. One way I help my clients stand out is by helping them understand what they need to rise to the top—and stay there. A new survey by McKinsey and Company offers some key insights into achieving a C-level position.

Transition is not just a phase—it is a job

The McKinsey survey takes a broad look at the conditions that new C-level executives face. Similar stressors and challenges face new hires, regardless of whether they are hired from within, without, or move laterally.

Take the case of Brian Cornell. Hired from PepsiCo, Mr. Cornell took the reins at Target, the first outside CEO in the 112-year history of the company. Since being named to lead the firm, Mr. Cornell made it a point to “listen and learn,” leveraging his outsider status as a selling point for a struggling company seen as too insular.

Like many C-level professionals, Mr. Cornell is expected to create a brisk turnaround environment while negotiating his own transition into the company. So far, Mr. Cornell, through pulling the company out of Canada and refocusing on essentials, is well on his way to success on both counts.

The McKinsey survey explores the geography of transition to a C-suite position. Unlike other jobs that pivot on skill and qualifications, C-level hires must transform into a different organizational asset. Understanding the territory of a C-suite transition can make the difference between a faltering first step, and a strong first year.

Whether you are a new C-level hire, or on your way there, map these areas first:

• Business: Transitional tasks associated with the business aspect of the C-suite include understanding priorities, what to do, and what not to do. An essential task during this period is to develop a forward vision and promote alignment to that vision across the organization.
• Culture: While internal hires already have knowledge of company culture, their familiarity with a company can also create challenges. Cautiously access company culture. As with business priorities, know what aspects of company culture to address at the outset—or to leave alone.
• Team: Assemble a supportive, informed, and strategic group of direct hires at the outset. A well-functioning team offers the necessary structure and forward momentum.
• Self: Through instruction, experience, or coaching, learn the unique skills you need to fulfill expectations.

A successful transition is the first project of any corporate executive. Your performance throughout that transition depends largely on how well you prepare for it. Always study the terrain before starting the trip.

The first 100 days—or not?

The first three months on the job offer insight into the effectiveness of any hire. But the transitional phase of a C-level hire can stretch past the first year. Consider these points:

• Many companies do not have resources in place to successfully onboard a C-suite hire. Only about 27 percent of respondents to the McKinsey survey reported receiving adequate support to move smoothly into their position.
• A majority of respondents noted finding the sweet spot of transitional success between 31 and 100 days.
• Successful response to initial strategic tasks took some new hires between three and 18 months, while the majority found success between three and 12 months.

While most companies look for accountability at the outset of a routine hire, C-suite hires typically have time to put their 100-day plan into place. Keep in mind, however, that those like Mr. Cornell – i.e., hired to reverse an economic downturn – immediate action is expected.

Priorities for the C-suite

As I discussed in an earlier blog, there are well-known strategies for positioning yourself for the C-suite. Professionals in generalist and high-visibility positions are more likely to get the nod when an overarching organizational grasp is needed.

When you arrive at the C-suite, or an opportunity to advance appears, keep these concepts in mind as you make your way through the transition:

• Understand the framework: Use research, interview, analytics, and other information to create a context for understanding your position and vision for the company. Alignment with company goals is possible only when you comprehend the pieces of the larger system. Each company, and each position within a company, is different. Sure-fire methods that worked for you during a previous transition, or job hunt, may fall flat if you do not do your homework.
• Create your priorities: Know your business and personal priorities at the outset of the hiring process. From the interview, through hire and onward, revise and refine these points as objectives are met, your team solidifies, and the ground continually shifts. Remain adaptable enough to meet the needs of your position, stakeholders, employees—and your own life.
• Know your messaging: Be aware of your story and how it is told. Media reports—positive and negative—have a powerful influence. Understand the key messaging of the company, and develop and display a calm and confident voice under pressure.

From the day you decide to initiate a corporate search, thoughtful attention and careful homework are needed. Use purposeful action and organizational knowledge to effectively traverse the landscape from interview to C-suite executive.

Know them and increase your exposure to them.

Written by Lisa Rangel, Executive Resume Writer

For anyone considering a job shift, or currently seeking employment, there are some compelling reasons not to take the summer off. Dropping out of the market for two or three months leaves you out of the flow -- and out of the running when new opportunities arise. Keep in mind that the slow-down of the summer holidays affects business, but not necessarily the hiring cycle.

Even six years after the end of the Great Recession, the job climate continues to rebound. Companies remain in flux -- and layoffs such as those recently announced by Microsoft continue -- but job creation continues as well. Make sure that your name is out there when new jobs open by staying active in your search all year round.

As a recruiter, I found my busiest seasons were often those you least expect -- summer and the holidays. 

Consider these 7 top tips for sticking with your employment search during the summer months

1. You have better odds 

When other job seekers take the summer off you have less competition for positions that become available. Less competition means you have a better chance of getting a call, or an interview. There is little wisdom in waiting until everyone applies for the same positions. At the C-suite level, making a targeted approach during the summer season may gain you more attention than during another, busier, season.

2. Better definition

Hiring managers, like everyone else, like to take time off during the summer. When a job is posted during the summer season, it is very likely a real position that needs to be filled, rather than a survey post to investigate the applicant pool. Recruiting personnel generally do not initiate the recruiting and onboarding cycle during the summertime when there is not a defined, present need.

3. Contract work

At many levels, contract-to-hire employment opens up during the summer. Whether filling in for a professional on leave, or taking on a development project, skilled and professional contract-for-hire positions remain available, and even uptick, during the summer months.

Contract-for-hire jobs offer you, and the employer, some advantages. In many cases, the contract is a tryout period for both parties, and either can walk away when the position concludes. For many job seekers, contract work is a means to get through the door, establish a presence, and gain a chance at the position when the contract period ends. The adage remains true, people hire who they know.

4. Summer networking looks different

During the summer, almost everyone is less formal. You may have more social opportunities that are not wholly focused on jobs. Travel, community, and other events give you a chance to offer your time on a volunteer project, or board, that may coincidentally make you a needed network connection.

Effective networking means knowing what you can do for others who may be able and willing to help you down the line.

5. Do groundwork 

For industries that are not hiring this summer, or as your job hunt continues, use the summer to ensure your branding, LinkedIn, and marketing materials are up to date and sharp. If you are burned out from a job you want to leave, or from job hunting, take a break. Regroup, and find some inspiration. Reflect on what you want, new ways to present yourself, and new industries that could be a good fit with your goals.

6. Use your time wisely

During the summer, you may have holidays and vacation time away from the office. Initiate exploratory interviews, respond to recruiters, and use the more relaxed atmosphere of the summer to make, and make inquiries about a potential lateral, or other type of job move.

7. Longer or shorter

Your recruiting experience could be lengthened by the summer season, or shortened. Because key decision-makers are out of the office, the interview process could be slowed. The opposite is also true. Important operatives may have more downtime and are willing to quickly engage the interview process during a more causal season -- inside the office, and out.

Summer or winter, uncertainty is part of every job search. Take each day, and each season, for what it is really worth, and help yourself land the position you want.

Written by Lisa Rangel, Executive Resume Writer

Six seconds is the window of time you have to catch a Hiring managers attention as they are busily flipping through resumes. Resume summaries can be the key to having your resume examined versus just being tossed into the trash. However, in order to be successful, they need to be written with great care. 

A resume summary should be written by job seekers who have three or more years of experience and should give a future employer some insight of the benefits you can provide them. Remember your resume summary should be no longer than 3-4 sentences so getting right to the point is key.

Here are the 7 Key Components that you must have for an eye-catching resume

1. Eye-Catching Visual Layout

Use Microsoft Word’s Borders and Shading function sparingly. to great white space and visual breaks to draw the eye through the document. The goal of the summary is to keep the reader’s eye moving through the document using a visually compelling layout.

2. Clear Target Position in the Title

Hiring managers scan hundreds of resumes when they are searching for the right candidate. Studies have shown that they often make the decision to call you or just discard your resume in only a few seconds. So, you need to hook them quickly if you hope to have a shot. When creating your summary, begin with something that will make them do a double-take and encourage them to read on.

3. Emphasize Your Top Selling Points

Once you have their attention, you need to then quickly emphasize your best selling points that demonstrate why you are the right person for the job. When hiring managers are searching, they will quickly skim resumes looking for the right criteria. In order to increase your chances, put your best foot forward right away and show them what makes you the best candidate for the job.

4. Correlate Career Achievements to Job Requirements

Once you have them reading and they know your best selling points, it is time to briefly go over your career so they get an idea of how your experience is relevant to their position. This gives them an insight into your experience so they begin to understand what you can bring to the table if they decide to bring you on board.

For example: If you are applying to an AV sales job your resume summary may look something like this.

" Professional AV sales manager with five years of experience. With certifications in Crestron and Avixa, I bring a wealth of information and experience to the table. Exceeding sales goals by 25 percent in 2021 allowed for team growth and company expansion".

5. Communicate Motivation

While the simple objective statement may be out of style today, that doesn’t mean you can’t briefly share your motivation, when applicable. Are you a great team leader that has led your team to success? Go ahead and tell me as it pertains to the job you are applying for and let the rest of the resume tell the hiring manager about this success.

6. Be Concise

Remember, you have the rest of your resume to explain in detail everything you have accomplished and why you would be the perfect candidate for the position. Think of the summary as a hook that will keep the hiring manager's attention and prompt them to continue reading your resume.

7. Don’t Underestimate Keywords

While you should never just write your resume for keywords, you shouldn’t forget about them entirely. When creating your resume be sure to use keywords found in the job description in the summary and throughout your resume to help ensure it ends up in the hands of the hiring manager.

While you may think the interview is the most difficult process of your job search, the truth is just getting your foot in the door and getting an opportunity for an interview is often far more difficult. However, you can improve your chances just by crafting the perfect resume summary. A well-crafted resume summary will help you get noticed and allow you to quickly put your best foot forward so hiring managers will give your resume a closer look.

Written by Lisa Rangel, Executive Resume Writer