The senior-level executives my company, ExecuNet, serves have the daunting task of competing with thousands of other highly qualified candidates for a limited number of jobs. Based on their many years of experience counseling executives in transition, experts who counsel ExecuNet have identified the seven toughest challenges executives face. Even though I'm not as familiar with the safety profession, I'm confident that the following advice for executives on overcoming job search challenges applies equally to safety professionals.

CHALLENGE 1: UNEMPLOYMENT

Problem: The historical bias against executives in transition remains alive and well. On average, fewer than 15% of the candidates recruiters propose to their clients are unemployed. Executives who are currently employed and don't have to defend their disengagement are regarded as lower-risk hires. Executives who have been unemployed for more than six months have an even tougher time because the market senses that they are less in demand.

Solution: Unemployed executives do have one major advantage over their working peers - free time. The key to overcoming the bias against the unemployed is to use this free time to maximum advantage. Essentially, the unemployed executive must outwork her employed competitors. She needs a convincing story explaining why she left her former company. She must learn how to become excellent at interviews.

Above all, the unemployed executive must network. Networking continues to be the most important tool in the job search for all executives. More than 75% of jobs are the culmination of networking. The executive who's unemployed must network at least six hours a day and foster 100 new contacts per month.

CHALLENGE 2: AGE

Problem: Age discrimination is against the law. But prejudices can't be legislated away. Consequently, finding a new position is toughest for executives 50 and older. Across North America, most employers - particularly medium and large companies - believe that younger executives have greater energy, drive, skills and growth potential. Many companies also have succession plans with younger internal stars ready to fill vacated senior-level positions.

Solution: The bias against age is wrong and wrong headed. But you need to adapt to the world as it is and not as the way you wish it would be. Play the game. They want young, give them young. Although you can't change the year you were born, you can control how you present yourself to the job market. Dress less conservatively, eat healthy foods and exude enthusiasm. Engage in regular exercise to keep fit and reduce stress. If you like how your body looks and feels, your confidence will grow.

And use your age to your advantage. Older executives have something vital that their younger competition lacks - experience. Stress to interviewers and network contacts that you've already faced and solved a host of business problems.

CHALLENGE 3: FOCUS

Problem: Most executives believe that the best job search strategy is to cast their net as widely as possible. This is a serious mistake. Unfocused job searches don't work. They spread the candidate too thin and divert his attention away from potential jobs he has a far better chance of landing. Lack of focus also conveys indecisiveness. Recruiters and hiring authorities believe that candidates who aren't crystal clear about what they want to do next may be equally ambivalent about the right direction for a business.

Solution: Most experts suggest that the narrower your job focus, the shorter your search will be. Executives should focus on target companies and sectors that research has confirmed have the highest probability of interest in them. The best way to focus your objectives is to answer this question: "What do I enjoy most and do best that is needed most and by which companies today?"

CHALLENGE 4: POSITIONING

Problem: Many executives fail to grasp the essential point that job searching is about marketing and positioning. Marketing is the art and science of creating demand. Positioning is about creating a distinctive identity and clearly communicating the brand's unique benefits.

Solution: Think of your job search as a proposition of marketing and positioning. First determine which of your skills are most desirable to your target market. Then identify your special talent or talents.

There's an old saying: "Skills get the interview, but talent gets the job." Passing that hurdle generally leads to an interview with a recruiter or company. Going beyond that and successfully communicating unique talents related to the job opportunity can provide the value-add that strengthens your candidacy. While strategic planning is a skill, identifying market opportunities others miss and consistently launching successful new products are talents. Every successful brand has a unique identity. What's yours?

Conclusion

That's enough for one day. Next week, I'll explain how to overcome the final three biggest job search challenges.

Wishing you career success,
Lauryn Franzoni
ExecuNet, www.execunet.com

RANKING THE COMPANIES

Does the company you work for bring a smile to your face?

Good Companies to Work For

By Glenn Demby [NOTE: Lauryn didn't write this piece. If you have comments on it, send them to glennd@bongarde.com]

Which corporations do you admire and want to work for? Fortune magazine recently published its annual list of America's most admired companies. The top 10 for 2008 were, in order:

10 MOST ADMIRED COMPANIES

In February, Fortune published its list of top 100 companies to work for:

BEST 100 COMPANIES TO WORK FOR

Source: Fortune, Feb. 4, 2008

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