Question: Would you be interested in an executive job search system that would guarantee feedback so you can improve your results?

Answer: Of course you would.

In this article, I share with you the top three mistakes every $100K+ executive makes when looking for job leads. I also show you how to change your job hunting approach so that you can measure your results every step of the way.

Mistake #1: Using the Wrong Executive Job Search Model

Most $100K+ executives, when looking for their next career opportunity, fall back into old models that were learned early in their careers. This is often presented by an outplacement firm that still holds onto the classic lead-generation approach and it includes these elements:

1. Create a list of target companies that you would want to work for,
2. Contact your network to find people who work for those companies currently,
3. Call your network and ask for an “informational interview,” and
4. Continue the process until you find a position.

But there are real problems with this approach.

- First, this entails using a “front-door” approach, and there are many gatekeepers whose responsibilities include keeping you out.

- Second, many executives abandon their networks after a while. And, many of those in their network that are actually active are just peers. Regardless of how well intentioned they are, peers are often unable (or unwilling) to help you.

- Third, the informational interview approach is practically dead. Although your network may want to give you ten minutes of their time, in most cases they simply can’t afford to accommodate you. I know that if I granted every informational interview request that was asked of me, I’d have no time to do my real job!

What is the answer to this traditional model of finding a job?

The Solution: Use a New Executive Job Search Model

The model I suggest using when looking for your next C-Level executive position is the one I teach in my MarketOne™ Executive system. It moves you from an “activity-based” approach that the traditional model employs to a “synergistic-positioning” approach that:

1. Positions you as a top thought leader in your industry
2. Leverages your current job, network and career for greater momentum
3. Utilizes marketing and sales strategies to turn strangers into interested parties.

Mistake #2: Not Having an Effective Executive Job Search Message

The next mistake most $100K executives make is how they design their value proposition presentation – both in print and in person. Traditionally, we are taught to pull out our old resume, dust it off with a few new bullet points that list new achievements and Adding in our last employer and job title. The executive summary (and thereby the elevator pitch) is a fluff piece that focuses on the most recent achievement using flowery words in hopes of impressing and wowing their next potential employer.

The problem is that the pitch is boring, flat and it sounds like everyone else’s pitch.

In marketing terms, you are part of the cacophony of noise that will not get you noticed. And this will not get an interview. You haven’t defined a compelling message that engages, excites and resonates with anyone – not even a recruiter!

The Solution: Shift Your Message

You want to present yourself as a top talent that brings thought leadership to a company. You want to show how you will propel that company to its future. I call that message “potential.”

Potential is THE question that is asked when CEOS and Boards of Directors are looking to bring on top talent. It is the difference between one candidate over the other. I can’t tell you how often a CEO has turned to me and asked, “Which one of the two or three Vice President candidates has the greatest potential for our firm?”

To show your potential you must shift your presentation to your audience instead of you! You must show your potential employers what’s in it for them!

Mistake #3: Using the Wrong Executive Job Search Method

The third and BIGGEST mistake most $100K executive make in finding job leads is using the wrong method. Without a system or plan, the current wisdom is to contact everyone (again, without a message that is compelling or interesting) and blast their resume to everyone they know. Then the follow-up is to (embarrassingly) ask if the person they are contacting knows of any openings. If the answer is “no,” then that’s where it ends.

Unfortunately, that can keep an executive out of a job for a long, long time.

What’s the answer?

The Solution: Develop a Measurable, Systematic Game Plan

You need to develop a systematic game plan that creates metrics and benchmarks so that improvement can be made along the way. This is the only way your job search campaign will create results!

Most $100K+ executives would never launch a new product, service without a clear system.

Why shouldn’t our $100K+ job search campaign have the same focus?

By simply fixing these three BIG executive job search mistakes, you will find your next C-Level executive position A LOT quicker – even during a global recession.

Image taken on 2009-04-16 10:44:49. Image Source. (Used with permission)