We here at J. Patrick & Associates place individuals in positions all over the country. We’ve realized a growing trend in relocation rates, an increasing amount of individuals that we work with are more willing to relocate. According to a study conducted by Challenger, Gray & Christmas, the 2014 relocation rate was at its highest since 2009. Before the recession, candidates were largely unwilling or unable to relocate for a job. With the changing dynamics in the job market, it is increasingly common for employers to consider hiring employees that require relocation and for candidates to do so.

So, what’s driving job candidates’ willingness to take positions in other cities?  

It’s A Renter’s World

Fewer people are in the market to buy homes now than ever before. This is attributable to several factors; the high level of student debt, the 2007-2008 financial crisis, and the fact that extended families are more widely dispersed than ever before.  Certainly making a cross-country move requires an investment of your time, energy and faith, but since renting reduces the financial risk, it allows for more flexibility should a move prove to be disappointing.

All of these factors are contributing to candidates increased flexibility in terms of where they live and for how long.

Up and Down the Ladder

In our recruiting practice, we’ve observed that the trend in relocation rates is affecting all levels, from managers to senior executives. In a tightening talent market, hiring firms have to get more creative and flexible as to how and where they source their candidate pool. This can mean changing your requirements if you insist on strictly local candidates, or looking outside your region to get the best available player among those motivated to move to your location. 

An average of 15 percent of job-seeking managers and executives moved for new positions over the last two quarters of 2013. Top-level executives are realizing that relocation can boost their career progression. The opportunities that come with the big move are endless, from increased salary and improved lifestyle to the opportunity to reinvent themselves in a new market. Ultimately, relocation provides top-level executives the chance to reinvigorate their CVs, and provide them with fresh challenges.  

Follow the Jobs: The Wave of the Future

Industry-specific job opportunities have also shifted candidates’ perspectives on relocation. In today’s job market, the perfect job opportunity very well may be in another city. It’s no longer just New York or San Francisco, the tech industry is increasingly decentralized from the West Coast, and opportunities are abundant in new markets,  such as in Austin, Texas and Boulder, Colorado. The fact that these newer markets may also offer a lower cost of living helps to boost their appeal.

Job candidates, especially Millennials, understand that they are likely to work in several different sectors over the course of their career. Flexibility on location increases the chance of being able to follow interesting and challenging opportunities. And as we know, keeping your career on track and fresh, increases your personal satisfaction.  

Both international and domestic relocation rates have been on the rise, and in the present climate, they show no evidence  of slowing.  If the opportunity to relocate presents itself, keep your mind and your options open!

Looking for a new job or to relocate? Give one of our recruiters a call!

J. Patrick & Associates, Inc is an Executive Recruiting firm that focuses on Executive Management, Sales, Marketing and Technical roles within Information Technology markets. We have over 20 years of experience recruiting in every aspect of AV/VTC/UC, Application, Storage, Information/Network Security, Mobile Technologies, and Telecommunications.

The job interview is one of the most important, and nerve-wracking, components of the job search process, and it needs preparation beforehand. You know all of the interview prep basics -- from developing questions to ask your interviewer, to bringing multiple copies of your resume. But are you forgetting basics that are invaluable to your interview prep?

6 Ways that you might be sabotaging your interview

Being Late for an Interview

It is the day of your interview and you have the directions ready to go, but your car breaks down or your bus is late. What do you do? Although arriving late for an interview may not always be your fault, it can still make a bad impression. If you’re stuck in traffic, your train is delayed, or there’s the slightest chance that you won’t make it on time, always call ahead, your interviewer will appreciate not being left in the dark.

Remember, a good rule of thumb is to arrive 10-15 minutes early to an interview to have time to relax and compose yourself beforehand. But most importantly give yourself enough time for your commute, you never know what bumps in the road you may face!

Dressing Inappropriately

We all know the old saying “dress to impress,” but are you dressing too impressive for the position you’re interviewing for? It is important to research the company’s dress code policy, whether it be through web forums, your LinkedIn connections or asking your recruiter if you’re working with one. Dress codes vary immensely from company to company, even within the same sector, doing as much research as possible will help prove that you’re a good cultural fit.

Not Researching the Company/Position

For many candidates, this may be a given, but there are some who do not conduct research on the company that they’re interviewing for. This could be a disastrous omission. It’s important to be prepared for questions about the company such as “what do you know about our company”, and/or “how do you think this position will aid in your career development?” It’s very easy to find information on almost any company these days, whether it be on the company website or through your recruiter. You don’t have to know all the company history per se, but it is important to understand their mission statement and know their current financial standing.

Bad Mouthing a Previous Employer

Would you trust the opinion of someone who can’t stop badmouthing their last job or employer? If your answer is no, then don’t do it at your interviews! Even when you’re asked the reason for leaving your previous position or to provide an example of a time you showed leadership at work, avoid speaking negatively about your previous employer. These negative comments will reflect badly on you, even if the employer was at fault. Be creative with your answers and put a positive spin on your current or previous work situation.

Not Knowing When to Stop Talking or Not Talking Enough

Whether you are a nervous rambler or your nervousness makes you go silent, know how to balance both. It is important to keep your interviewer engaged, just as it is important to engage in active listening to understand the questions asked by the interviewer. You do not want to seem as if you’re rambling, but you also do not want moments of dead silence to permeate the interview. Whether you’re a nervous talker or not, remember to relax and rock your interview!

Knowing the Right Questions to Engage Your Interviewer

As important as it is to understand the hiring process or to understand the roles of the position, it is crucial to get to know your interviewer. Yes, the interviewer will ultimately be the deciding factor of whether or not you’ll proceed onto the next step of the hiring process, but you need to remember that she is also attempting to determine if you would be a cultural fit. So, engaging in friendly conversation and learning about the interviewer’s current position will help to put you both at ease.

But, remember that this is a professional meeting and not a coffee date!

As simple as they may sound, these interview mistakes are committed very often. So, next time you land an interview, keep these basics in mind.

The Pros and Cons of Accepting a Counter Offer

You’ve just gotten an offer for a new job. Congratulations!

Now comes the hard part; telling your present boss you’re resigning. There’s every possibility you might receive a hearty handshake and their very best wishes for your future. But there’s every other possibility that they meet your news with a counter-offer; a pay raise, a promotion, added vacation time or any other incentive they can offer. After all, nothing adds value like a little competition.

And the question you now have to face is whether you should take the counter-offer or stick to plan and leave for the new position. Well, if you ask most career experts they’ll tell you to turn it down on the spot and get on to the next position.

If this sounds counter-intuitive let’s break it down into PRO’s vs CON’s to understand why this is the prevailing wisdom.

The Pros of Accepting the Counteroffer

1. There’s nothing like feeling wanted. 

Let’s be honest, who doesn’t want to be the one to break-up and have the other party at least make a pitch for staying? At least in the short term, you’ll feel very wanted.

2. The in-house promotion offers you a better title.

A larger leap ahead puts you in line for C-level that much sooner.

3. You can stay where you are with some of the benefits you would have gotten from the new position. 

You don’t have to worry about the new commute, new relationships or figuring out the workings of a new office.

The Cons of Accepting the Counteroffer

1. It took your employer too much time to recognize the value you bring.

While no position is perfect, an employee who feels valued, who is a good match with the culture and who is energized by the company they represent is less likely to explore other opportunities in the first place. Chances are, you wouldn’t have taken an interview if you were satisfied with your present position. Would a raise in pay or a new title really address your issues?

2. What you have to remember is this is a tactic to keep you on-board. 

Your present employer has invested time and money in you already; they want to get the maximum gain for that investment, and keeping you on is in the best interest of their bottom-line. A counter-offer might even simply be a knee-jerk reaction or an attempt to simply buy time until they can find an acceptable replacement. What it might not be is a symbol of the company’s long-term commitment to you. You’ve already identified yourself as a flight-risk, and while they may want to/need to keep you on in the short term, they’ll be looking at you with a different set of eyes going forward.

3. You have to remember why you took the interview in the first place. 

Think back on how you answered the question: “What could be working better for you in your current position?” Job satisfaction isn’t just about vacation days and perks; it’s about making a good match with a company whose products or services excite you, whose culture is supportive of your work and life styles and about a challenge that stimulates you. The very same things that used to bother you about your present position will not disappear under a new job title or behind a slightly larger paycheck.

The Bottom Line

Everyone wants to feel wanted, but rarely is that reason enough to stay in any relationship. the counter-offer may be attractive, but you need to remember that a career is built on steps and chances and challenges. Taking the counter-offer may sully you in the eyes of both the new company, who will now consider you off-limits, as well as your old company who, despite the favors they are showering you with now, may be already looking for your replacement.

Today's job market is candidate-driven. Demand is high and employers have to compete with each other to attract top talent. There may be no apparent end in sight, but most historical down-turns were not broadcast until they hit. I have no crystal ball and I certainly hope there’s no downturn anywhere on the horizon, but the wise person is always prepared.

And while there’s no such thing as a truly fire-proof career, there are some key things you can do to build a buffer and ensure that no matter the economic environment, that you are a highly sought after candidate.

Here are 5 Ways to Protect Your Career

1. Assess Yourself

A valuable employee is a self-aware employee. Understanding what it is that sets you apart from colleagues and competitors and what you can bring that no one else can is vital information to know. It may very well make you uncomfortable to think of yourself in this way, but if you expect employers to see you as invaluable, you’d better know this first. In order to withstand unexpected twists and turns in the economy or your industry, you must remain relevant. The first step is knowing your strengths and your weaknesses. And then, choosing to build upon them both.

2. Always Be Adaptive

Even if you’ve been at your current job for 10+ years, and are well-established in your position and industry, you need to remain flexible. Times, like tastes, change, and how good you are at what you do is only one part of building a fire-proof career. Once you venture outside the safety of your current position - either by choice or due to changes in your company - you need to be up on the latest trends across your industry or discipline. Just because your present company is content with the status quo does not mean others are. Business changes at the speed of light- keep your running shoes on at all times.

3. Always Continue Learning

Staying current with certifications might very well be part of your job responsibilities, but that doesn’t mean that that’s where you should stop. Seeking out training from vendors you work with helps to add value to your knowledge base, even if it’s not germane to your current position. There are free webinars, vendor trainings,  and a constant stream of information out there to be explored. Making education a constant part of your work ethos is vital to staying current and marketable.

4. Build a Solid Referral Network

While mastering a high level of expertise, building a successful track record and establishing yourself as a highly regarded professional will always make you an interesting candidate, no one will know about it if you don’t have a solid network of peers and higher-ups to recommend you. The level and degree of recommendations you’ve gained on LinkedIn is one of the first things recruiters and hiring managers alike look for. Even if you don’t see yourself leaving your current position in the conceivable future, adding new recommendations to your profile will only serve to keep you current and in-demand. 

5. Build a Network of Mentors

Even the best C-level executives have mentors. Advisors who have been where you are, have seen what you’re seeing, and know from experience how to navigate choppy waters. But a good mentor doesn’t have to be C-level or even a VP. What makes a good mentor is wisdom and insight, and a willingness to share their expertise and experience. And just as a mentor is someone you might turn to when handling a tricky deal or situation in your current position, a mentor is also someone you want to go to when it’s time to move on. Because of the unique relationship one has with a mentor, they can often be more candid and insightful. Seek them out. Listen to their advice and then weigh it against what your gut is telling you. Just as Luke had Yoda, seek out teachers, even in the most unexpected places.

So, yes, the title of this blog post is misleading. There is no such thing as a fire-proof career. There’s no sure-fire way to insulate yourself from the ups and downs of your industry or the economy. However, since there isn’t, what you can do is make sure you to hit the above points in order to make yourself a whole lot more fire-resistant.

2019 was a very good year for job growth in IT, and 2020 looks to be just as robust. Businesses both looking to expand and to keep current continue to invest heavily in technology, a trend which translates to ample opportunities for IT professionals.

In a field with a current unemployment rate as low as 3.3%  as well as competitive salaries, here are 7 of the hottest positions.

1. Project Managers

Average Salary: $113,595

Project managers are in high demand especially for businesses taking on ever larger IT projects. Fluent in both industry-specific issues, tech savvy PMs act as the bridge between business and technology. They have experience leading teams and can oversee and manage the flow of work. What has commonly been an outsourced position is more often these days becoming a high demand staff position in many industries.   

2.  Software Engineers and Developers

Average Salary: $96,329

Ranked the #1 IT position by Computerworld for 2015, Software Engineers and Developers are in high demand. They are the heart and soul of any computer based c ompany and as a result are well compensated. Candidates with the ability to develop software and programs for complex, large scale projects are even more in demand, as many industries are coming to rely heavily on these professionals.

3. Business and Systems Analyst

Average Salary: $115,725

The ability to wrangle Big Data to ensure that IT projects are meeting business needs and goals is what makes this a highly valuable IT position. A great Analyst is able to blend strong business acumen with technology in their capacity charge of uniting business strategies with future projections.  Business and Systems Analysts are also in charge of following the market and keeping up with the fast pace of technological advances.

4. Security/Compliance, Governance and Analysis

Average Salary: $88,590

With new cyber threats developing every day, both C-Levels and Boards are willing to budget the money it takes to prevent and stall breaches. This is a wide and varied field that offers opportunities in incident management as well as threat and vulnerability assessment. Security solutions architects, vulnerability testers, engineers and those who understand the threats are being sought across a wide variety of industries . Another sector with high demand/low supply, it’s an attractive field that offers job security and competitive salaries.

5. Web Developers

Average Salary: $68,606

Developers build websites from the ground up, and are responsible for creating the functionality, navigation as well as often the design. While this used to often be a freelance position, many sectors have moved web development in-house in order to ensure they are always current and up to date. Employers are also investing their developers ongoing certifications and enrichment. With a healthy gap between supply of good developers and the high demand, there is very low unemployment in this sector.

6. Network Administration/Engineering

Average Salary: $ 74,000

Network Administrators and Engineers ensure that digital businesses grow and thrive. Working on the backend, they make certain that the pipelines are clear and sites can operate at their optimal speeds and efficiency. People with knowledge of IP routing, switching, firewalls, network management, integration and packet tracing/debugging are high on the list of hires for this year.

7. Sales

Average Base Salary: $80,000 with total compensation averaging to $150,000 and up.

While not strictly a technical job, IT Sales is as much a part of this growing sector as engineers and developers. Between start-ups selling exciting new technologies, to long established businesses moving into new products, there are ample opportunities in Sales. Salesmen working in the IT sector need to be facile with technology and easily able to understand the complexities of the products they are selling. This is a fast-growth field with many opportunities for advancement for high-performers.

NOTE: Average salary statistics sourced from http://www.payscale.com/ and/or J.Patrick & Associates direct knowledge of current median incomes. 

Effective relationships with executive recruiters can play an instrumental part in career advances for the rising professional and the established executive. Whether you’ve worked with executive recruiters before or this is your first time, there is a lot to know about how to build effective working relationships with recruiters.

To have an effective relationship with a recruiter, it is important to understand the industry’s business model and the role you play as a potential candidate. Job seekers that fail to recognize how the recruiting process works often find themselves frustrated and unrepresented. 

Keep in mind these eight points when working with an executive recruiter:

1. The Executive Recruiter works for the Client Company NOT the candidate:

Look at the payment trail: an executive recruiter is paid by the company to find the precisely right talent—and they are willing to pay a premium for it. Candidates that take the stance that the recruiter is working to find them a job have already shown their lack of business savvy and self-centeredness. Don’t let this be you. Savvy candidates recognize the economic aspects of the relationship and work to be a resource for the recruiter. 

2. Take the recruiter’s unsolicited phone calls:

You never know when your new best friend is calling with the next best opportunity for you or someone in your network. These relationships are built over time, so do not ignore the calls. Consider it another form of professional networking.

3. Develop an online relationship with recruiters

You can likely find them using social channels such as LinkedIn. Building these relationships can help get a foot in the door, but be careful—tweeting a recruiter every day about your resume and job hunt can be just as irritating for them as flooding their inbox. Just as you would in person, cultivate a relationship over time and give before you receive.

4. If the job lead is not right for you, help the recruiter with applicable leads and information whenever feasible

A recruiter’s lifeline is found in the information he/she receives. By providing leads, you are not only helping your network (kudos!) but helping a recruiter can pay dividends in opportunity and in karma. Good recruiters will go the extra mile for people who provide them with quality information. So if you help them, savvy recruiters will help you.

5. Don't waste your recruiter's time

Do not test the waters with a recruiter—do that on your own time. If you waste a recruiter’s time once, rest assured you will not get the opportunity to do that again.

6. Make yourself worthy of the recruiter receiving a 25% fee from a company that hires you

Companies are paying recruiters to find the cream of the crop. The hard-to-find, desirable candidate that the company cannot find on their own. So if that is not you, apply to the company directly on your own. This is a simple lesson in economics. To be placed by a recruiter, you need to have a background or skill set that warrants a fee to be paid that hovers around 25% of your salary. So help the recruiter market you by being fabulous and in-demand in the first place.

If a recruiter cannot place you, it does not mean you won’t get hired at all, it just means you may have to go a different, more direct route (not a bad thing, by the way—a majority of candidates are hired directly).

7. Give the recruiter what they need

Some recruiters may ask for references or writing samples—whatever it may be, give the recruiter what they ask for during the appropriate phase in the process. Just like winning over an employer, you have to win over a recruiter.

Remember that recruiters don’t work for the candidates, so if you send recruiters your information without giving them exactly what they want, they may not work with you.

8. Have your resume in a reverse chronological format

When formatting your resume reverse chronological resumes are best when working with a recruiter. Be sure your contact information is current and at the top of your resume. Followed by

I also suggest not to go back more than 15 to 20 years for most professionals. While there are exceptions to every rule, erring on the side of less is typically better for most executives. Frankly, you will not get hired in today’s market, nor can a recruiter get a fee, for something you did 20+ years ago. Keep it recent and relevant. 

Working effectively with a good recruiter is like a lot of other relationships you have developed in life. Like all worthy relationships, these require time and research. If you find you are not getting calls back from your recruiter, shift gears and put in as much effort as you do with other professional relationships. You will soon find that you will be well on your way to having successful dealings with the right executive recruiters.

Written by Lisa Rangel, Executive Resume Writer

You may have noticed on your job hunt that recruiters get down to business fast. In fact, you may be surprised that they are asking a candidate about their desired salary right off the bat. It may have even rubbed you the wrong way.

The truth is that this practice isn’t going anywhere. Below you’ll find out why and how to handle the question when it comes up.

Why Recruiters Ask Your Desired Salary

Why recruiters need to ask…

Not all candidates have realistic expectations. In fact, experience tells recruiters that some candidates don’t even live on the same planet when it comes to how much they want to be compensated.

If this is the case then why bother with a candidate who clearly has totally unrealistic expectations? A recruiter’s client may be willing to negotiate, but only within reason.

You also have to consider it from the recruiter’s perspective. If they don’t ask a candidate about their salary, pass them along to their client and then it turns out their expectations are unrealistic then they have just wasted the employer’s time. That employer will make sure heads roll if the recruiter didn’t ask you upfront what the candidate’s expectations were. Since recruiters get paid by the companies they recruit for they can’t run that risk.

Now, if you are an experienced candidate you should be paid at least market rate. If for whatever reason the proposed salary is below market rate then this is something you should explore during the interview. 

 Why you shouldn’t be offended…

Whenever you’ve needed a service from someone most people often ask about rates early on in the process. In fact, money is usually the top concern. At the end of the day, there’s no need to fall in love with a service provider who is way above your budget. Why should a salary be any different?

Furthermore, how you react and respond to the question is part of the interview. In other words, if you act offended then that tells the recruiter about how you deal with things that don’t go as planned.

How to answer the salary question…

If you are asked what you were making there’s nothing else to do but to tell them the truth. Hold your head up high and drop the number without any excuses or apologies. It is what it is.

If you are asked what salary you are looking for, answer with the range of salary or total compensation that you have been interviewing for…Do not start with, “I want…” or “I am looking for…” Answer with, “I am interviewing for positions in the ____ to ____ range.” Answering in this manner does two things. First, it lets them know that you’ve got other companies calling you for positions at that pay rate (which always works in your favor when it comes to negotiating). Second, this is a subtle way of letting them know that the market thinks you are worth it with an external source (others calling you to interview for positions paying that level you cite).

If you haven’t been called in for any interviews yet or you just started the job search, do some research and see what the going rate is for this position. Then answer with the range the same way confidently, based on your research and skill set. Sometimes you have to fake it until you make it.

Written by Lisa Rangel, Executive Resume Writer 

 Do you fear being asked about the rocky performance you had in your last or current job on the next interview?

Did you have a less-than-favorable relationship with your CEO recently and you are dreading the interviewer asking the “tell me about how well you worked with your boss” question?

Unsure how to handle the skeletons in your closet?

I say take it out of the closet and make it dance….

What?

It’s a term from George Bernard Shaw, where he said:

“If you can’t hide the family skeleton, you might as well make it dance.”

Yep…I say bring it on…

Well, you know they are going to ask.

So be ready for the tough questions you hope they don’t ask.

And not only be prepared…

Confidently and diplomatically address the tough questions.

I say bring it.

Own your baggage… Embrace the skeleton….or family of skeletons, if that is how you roll…

Here’s a newsflash…

Everyone has baggage.

How do I know?

I hear all your stories.

No one comes to me or vents in the LinkedIn Job Seeker Premium Group saying they have a perfect background.

Too many jobs in a short period of time.

Took the wrong job after a long tenure with prior employer.

Long-term unemployment.

Underpaid.

Boss undermines them and the opportunity to create resume-like
achievements is limited.

I can go on and on.

Even people with ‘perfect’ backgrounds on paper, with a new job every 6 years or promoted every 3 years, have product lines they oversaw that failed or high staff turnover or shrinking margins they need to account for on their next interview.

Here is the secret to making the skeleton dance:

With all other things being relatively equal, the person who
diplomatically, vulnerably and proactively addresses their baggage best on an interview wins the offer.

Why?

Companies don’t just want the best performer in perfect conditions. They want the best person who is honest about a business situation, assesses the needed plan and executes in the face of fear and imperfect conditions to fix adverse situations.

They want the person who will get them out of the foxhole alive and then flourish…not just the parade leader when the weather is great.

Be prepared, own your baggage, make the skeleton dance and win offers!

Executive phone interviews are very different from an in-person or video interview and pose special challenges. When the job position you want is on the line, you need to know how to make the right impression.

Employment interviews take place in person, via webcam, and on the telephone. The big difference for a telephone interview is the lack of your ability to see, or telegraph, important nonverbal cues.

To some, a telephone interview is a comfortable alternative to the exposure of a video interview, or the intensity of an in-person interview. Interestingly, a survey by Software Advice found applicants who had experienced a video interview preferred video to a phone interview. A big reason for the preference is the ability to share nonverbal messaging.

When you have a phone interview for an executive position, how can you use that format to your advantage?

From the top—techniques to crush the executive phone interview

A telephone interview usually means you are being pre-screened. As gatekeepers, recruiters, a hiring manager, or search committee are looking for specific abilities and traits. If you get through the phone interview, you will likely progress to a video, or in-person interview.

With that in mind, your phone interview could be the most difficult dialogue you face in the application process. You must be able to communicate your brand through voice alone—with the aid of your resume or CV.

To ace the interview you have to manage what you say—and what you do. We’ll look at both.

Keep these staging tips in mind when you are scheduled for an executive phone interview:

1. Schedule the interview:

While not likely, it is possible you could get a cold call from a company, or recruiter, where you expressed interest. While the request could be for a few minutes of your time, express appreciation for the call, and ask to schedule the interview on a mutually acceptable date and time. Even if later in the same day, rescheduling gives you time to collect thoughts and materials.

2. Dress the part:

While it is tempting to dress down for a phone interview, do yourself a favor and play the part. A downside to a telephone interview is perceived informality. Dressing for the interview, or at least straightening up, impacts how you present yourself. Project professionalism. Other physical points include taking a brisk walk prior to the call, standing for part of the time, and speak and smile as if you were being seen in person. The physical act of smiling lightens your mood and increases your confidence. Do not multi-task during a phone interview, and keep a glass of water close by.

3. Quiet space:

Be sure to locate a quiet office or other location in which to conduct the telephone interview. Ensure it is clear of interruption, noise, children, or pets.

4. Mind the phone line:

To avoid dropped calls or poor connections, try to use a landline. Otherwise, be sure your phone is charged and consider using a headset to free your hands. Why? Because you can more easily review your materials and gesture if that is your habit. Create an environment for an active, participatory interview on all levels.

What you say—and how you say it—is critical in a telephone interview. Consider these suggestions for engaging your telephone interviewer:

5. Be prepared:

With an executive position on the line, do not stint on preparation. Undertake an in-depth exploration of the organization, and the history of the job you seek. Be sure you understand the brand, its culture, history, challenges, financial performance, and interesting sidelights, such as key sponsorships. Research salary levels of the position, in case you are asked what salary you seek.

6. Crib notes:

While lack of visual context is a problem—it can also work to your advantage. Keep your resume, job description, and a summary sheet of achievements nearby. Make notes of dollars saved, acquisitions made, and other relevant financial or production numbers of worth. Write quick answers to common interview questions, and be sure to include details of action taken in the face of failure or difficulty.

7. Know yourself:

Be practiced and comfortable discussing achievements and the value you bring to the C-suite. Do not expect lengthy experience to get you to the next interview level—be ready to explain and discuss how you provide a competitive advantage.

8. Delivery:

At the outset of the interview, give the interviewer a full chance to speak. Respond throughout the call at a steady, if slow, pace. Vary the tone of your voice to express interest, curiosity, and confidence. Try not to speak excitedly because it betrays nerves and is not appropriate for a professional interview. If a difficult question comes your way, try to restate it back to the interviewer and ask if that is what they meant. Your job is to engage the interviewer in a pleasant and informative query. When the time is right, be sure to ask your own thoughtful questions about the company, and the position.

9. Name-dropping:

If you know connections within the company that could help you, mention the association during the interview, if appropriate. When you have worked with industry notables, or recruited top talent for your work teams, mention names if there is a natural opening.

10. In the end:

As the phone interview draws to a close, be sure to thank your interviewer, express interest in the job, and ask what the next step in the process might be. Avoid compensation discussions unless asked, and then use figures that are competitive in the industry. Follow the phone interview with a thank you email, or letter.

An executive phone interview is challenging. Be prepared, and be on point, in order to position yourself to land the offer.

Written by Lisa Rangel, Executive Resume Writer

It’s no secret that executive-level positions are often times given to internal employees. They’ve been with the company a while, they know how it works and the company already feels comfortable with them.

This can present some unique obstacles to an outsider trying to get in. However, it’s not impossible to make a move to an executive-level position in another company. All it requires is learning how to leverage the obstacles to your advantage.

How to Get the Job As an Outsider

Explain How Being From the Outside is a Strength

Research suggests that when people are trying to find a creative solution to a problem it oftentimes requires that they find an outsider. Simply put, the outsider has no preconceived notions about the situation, they also aren’t completely involved in it, whereas insiders maybe a little too invested and therefore blinded to solutions.

The ability to see a situation from the outside enables a person to find solutions easily. They can see holes where others can’t. They can also think outside of the box. This is a huge strength to play on when vying for a position within another company.

Here’s another strength: you may know more about the market and the competition than they do. Being from the outside enables you to see the company as a consumer. This a whole new way of looking at it that can be extremely beneficial when implementing marketing campaigns, revamping customer service or addressing product development issues.

Reach Out to the Right Contacts

Your best bet to getting any position (externally or not) is to come in with a personal referral in hand.

Connect with individuals within the company you’re looking to get into. You could start with your personal network and then expand outward with a LinkedIn search. You can also find many of these individuals partaking in LinkedIn groups.

The key is to find individuals who have enough clout within the company to help sway high-level hiring decisions.

Please keep in mind that just as with in-person networking events there is etiquette to follow when networking on LinkedIn. Customize your connection message, have a genuine interest in this person, and get to know them on a professional level.

Look for Companies That Are Open to Outside Management

Not all companies have policies in place that allow them to hire outside management. You don’t need to worry about them.

Instead, find companies that are flexible about opening up management positions to outsiders. This is easier than most people would think. Chances are that if they are posting an ad publicly then they are open to it, otherwise why would they bother when they can just look internally?

Big job boards can get convoluted easily. Instead try specific searches on LinkedIn or go straight to the company’s Careers section on their website.

You should also stay open to recruiters. Take their unsolicited calls and hear what they have to say. They’ve been hired by companies to search the candidate pool and find the best people.

By leveraging your skills and being strategic you can move up by moving over and get the job as an outsider.

Written by Lisa Rangel, Executive Resume Writer