Entries Tagged 'Howard Nestler' ↓

Howard Nestler,

CEO of Executive Options, announced today administrative cost reductions for U.S. corporations by streamlining the process with which they can acquire premium quality, management level executives. The findings are based on a three year comparison study. “It is important for CEOs to understand that it costs their corporations a disproportionate amount of money to acquire top talent for the running of their companies,” explains Howard Nestler. “The ability to quickly find the best of the best is a savings of time and money that can have in impact on the profitability of an enterprise.”

Dealing as they do in the Law of Large Numbers, the process by which companies acquires talent becomes a lengthy and, often times, unproductive campaign that in wholly unnecessary. “The fact is that a company needs to find the executives it needs without delay. The conventional approach is imbued with a certain apathy that works against the interest of the corporation, and can even affect its share price According to Howard Nestler, too much time and money is being spent by corporations sorting out rank-and-file level executives who are merely looking for work when their need dictates the acquisition of a stellar specification; a man or woman who is looking to meet a challenge.

“I have created a direct pipeline by which corporations with specific needs can encounter and engage premium level executives without the added time and expense attached to conventional hiring programs,” Howard Nestler states. “This is a service designed with a CEO’s imperatives in mind.”

Read more about Howard Nestler at www.howardnestler.org

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler, CEO of Executive Options, has addressed the importance of personal marketing in a discourse to a group of senior executives who are concerned with prolonging their careers as management level executives.”These men and woman have experience and an aptitude for taking on the most challenging positions a company can offer,” explains Howard Nestler, “yet they promote themselves by using a generic resume that robs them of their standing and causes them to blend into a massive number of unemployed executives of lower standing. It’s no wonder they aren’t besieged with offers.”

Howard Nestler points out that these are people who cannot afford to take just any job given the imperatives of their standard of living. “Just as importantly, they are looking for a challenge that will stimulate and reward them as opposed to a generic engagement.” Unfortunately, the trend is going in another direction. Howard Nestler says that, “The trend is to demote upper level executives as a down-sizing and outsourcing option. “If an executive cannot create a demand for his or her services, the outlook is bleak.”

The solution is for an executive to communicate that he or she is a leader not a follower in a campaign dedicated to creating a demand for his or her services.” Howard Nestler instructs. Howard Nestler’s Reverse Vectoring marketing concept for management level executives addresses this concern directly.”The process is designed to cause a corporation to seek out the executive rather than having the executive fall into line with an overwhelming number of applicants and expect a result,” Howard Nestler explains. The process requires that a job candidate view the situation from the employer’s perspective. “Whom would you want to hire and what would give you the indication that a candidate is someone special?” Howard Nestler asks. These are the elements that need to inform a campaign.

To find out more about Howard Nestler please visit www.nestler-howard.com

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler

CEO of Executive Options, spoke to a gathering of marketing executives today and caught them off guard by urging a global view even for executives embarking on a local job search. “When an executive launches into a search for a new engagement, most of them are looking locally for about eighty percent don’t want to relocate,” says Howard Nestler. “Their instinct is to conduct a search of local companies for openings. That is why they can go twelve to eighteen months without finding what they want.”

Howard Nestler explained to the assembly that, in today’s corporate world, companies in Seattle can be owned by corporations in Germany or Denmark where the important decisions are made. “A failure to understand this means that a highly qualified executive will be looking at jobs that are far beneath his or her capability,” Howard Nestler explains. “If the decision makers are in Paris or Rome, it does no good to promote locally since that isn’t where major decisions are being made and only lower level positions are on offer.”

Howard Nestler understands that it would seem counter-intuitive to market an executive in London in order to attain a position in Chicago. “It is, however, the way corporations are structured and owned these days. One must confront the world as it is today and not as it used to be.”"The business world will continue to evolve,” says Howard Nestler. “An executive who doesn’t do likewise will be left behind.”

To read more about Howard Nestler go to www.howardnestler.net

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler,CEO of Executive Options, has introduced a concept he calls reverse vectoring designed to create a demand for executive job candidates seeking management positions. The process is designed to cause a corporation to seek out the executive rather than having the executive fall into line with an overwhelming number of applicants and expect a result.

Howard Nestler created this new approach in response to a glutted job market where a qualified executive can find that it takes longer than ever before to contract for his or her next engagement. “The rule of thumb these days for job candidates taking a conventional approach to finding their next job is one month for every ten thousand dollars of income required,” Howard Nestler reveals. That can mean a wait of more than a year for executives seeking management positions.”It is absolutely imperative that men and women seeking jobs that will both challenge and reward them take into account the current market conditions and recognize that building and promoting their personal brand is imperative if they hope to move onward and upward in their careers,” says Howard Nestler.

Howard Nestler’s observation is that too many qualified executives are being offered positions beneath their capability simply because they have ignored the dynamics affecting the current job market and therefore have repeated the same actions that served them in the past. Many others are taking retirement when they find that merely circulating a resume doesn’t get them the job they want.”To reverse the trend, we needed to reverse the vector,” Howard Nestler explains.

To find out more about Howard Nestler go to www.howardnestler.org

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler draws attention to the ‘back-to-school’ myth for executives in a speech to professional marketers today in New York

Howard Nestler, CEO of Executive Options, focused attention on the ‘back-to-school’ myth for executives in a job search mode today in a speech given from New York City to a group of professional marketers scattered around the nation.

“It is a popularly held notion that an executive looking for his or her next corporate engagement can take the summer months off and address the next employment possibilities come September in the manner of children going back to school,” says Howard Nestler. “While it may be true that people will want to go to work at that time, the time to ensure that occurring is in June or July, not September.”

Howard Nestler emphasizes that, though marketing can bring offers to a qualified executive faster than a conventional job search, it is still important to plan for the interval between cause and effect; the time between the distribution of an executive’s campaign and the appearance of offers of employment.

“Since marketing an intellect, rather than a description of one’s last job, elicits offers from a wider horizon of companies and even sectors, it is important for the executive to allow time for due consideration of these offers,” Howard Nestler explains. “It may be time for that man or woman to move into a field of endeavor they hadn’t previously considered.”

Howar Nestler says, “At a certain level, an executive’s skills and abilities can serve as passports into almost any sector that they find interesting.”

Avoiding the ‘back-to-school’ mindset does not mean foregoing a vacation. “A professional marketer is a team member working for an executive; even one who is on vacation.”

To find out more about Howard Nestler go to www.nestlerhoward.com

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler, CEO of Executive Options, has introduced today the ‘relief pitcher’ concept for marketing executives in the fourth quarter of the business year.

“We’ve discovered that corporations have an increased focus on year-end goals at this time,” says Howard Nestler. “Most want to ensure that quotas are met and this often means calling in outside talent in the same way that you see a coach signaling to the bullpen for a relief pitcher in the late innings.”

In reviewing the response to his recent survey, Howard Nestler observes that the current climate in the business world has placed increased expectation upon CEOs who are under pressure to surpass established goals rather than meet them. “This creates a time of increased effort and an executive whose name is synonymous with achievement stands to be called upon with an offer that is commensurate with the corporation’s urgent need instead of being factored to the category of his or her most recent job description.”

The main objective of every upper level executive should be to create a brand value rather than a generic value for the services he or she offers.

“By conducting a conventional job search at this time of year,” says Howard Nestler, “a man or woman cannot expect to see results before well into next year.”

Accordingly, Howard Nestler has launched the ‘relief pitcher’ program that is intended to solve problems faced by corporations at this time of year and to accelerate the placement of qualified executives.

Read more about Howard Nestler at www.howard-nestler.com

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler, CEO of Executive Options, proposed today a cost-saving ‘Executive Acquisition’ program to help corporations accelerate the acquisition of upper level executives and reduce unnecessary administrative costs.

“Corporations are dealing with the Law of Large Numbers,” says Howard Nestler. “The idea is that if they process enough people, they stand to end up with the talent they require. Unfortunately, it is a process that extends the time and expenditure needed to fulfill hiring needs without effectively ensuring the desired results.”

Howard Nestler points out that this is especially crucial when dealing with executives in the upper half of the management spectrum. “These are the men and women a corporation relies upon to remain competitive and profitable,” he explains. “The longer it takes a company to fill a position with such an executive the less productive they have been during that period.”

The ‘Executive Acquisition’ program will be made available to a select number of companies in various industry sectors. “This is a high priority application designed for corporations that stand to make an inordinate gain from the immediate acquisition of the right talent.”

“This is about the bottom line,” says Howard Nestler. “Quick acquisition of the right talent can make the difference between profit and loss.”

To read more go to www.nestler-howard.com

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler, CEO of Executive Options

Howard Nestler has announced a refinement of his branding concept for management level executives involved in a job search.

“Too many executives only think about marketing themselves when they need a job,” Howard Nestler says. “What they don’t realize is that an executive, especially one at management level, is a brand and should be handled accordingly.”

Howard Nestler insists that marking for executives should be a full-time concern. It is a way of ensuring a rewarding future even in a time of consolidation. “An executive can discover that what they thought of as a career suddenly turns into a job they used to have,” Howard Nestler warns. “At that point, he or she would be well served by having marketed their brand constantly so that an array of companies are perched an ready to make an offer.”

Howard Nestler has been engaged in the activity of marketing executives to corporations for twenty-six years. Having studied the factors affecting the job scene in today’s job market, Howard Nestler observes, “There are simply too many candidates available to a corporation at any one time.” Howard Nestler goes on to say that, “With so many people to compete with, an executive needs a campaign and a strategy that will separate them from the crowd and mark them as uniquely skilled.”

Howard Nestler’s branding concept responds to his recent findings that there is a glutted job market where one is competing with the top echelon of talent. “If an executive expects to attract a job that conforms to the specific deliverables of his or her personal brand, the way to accomplish this is to create a demand in the same manner that corporations market their products and services.”

Read more about Howard Nestler at www.nestlerhoward.org

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler, CEO of Executive Options, has introduced transition assessment services today for management level executives effective as of this date. “The better executives are capable of implementing transitional policies and programs for their corporations” says Howard Nestler. “Few of them have given any thought to their own transitional periods, usually because the need for a job search can come about suddenly and represent something of a trauma in one’s life.”

Howard Nestler has heard from too many upper level executives of their sudden disengagement from the corporations they have served. Often, there seems to be neither rhyme nor reason for the termination. “Whether the executive suffers monetarily or from the psychological dislocation, it is an unpleasant experience that can be made worse by a nonresponsive job market,” Howard Nestler explains.

Transitional services are part of the High Definition marketing concept authored by Howard Nestler to help qualified executives make the passage into their next engagement. “At such a time, a man or woman needs to be reminded of their worth and this process focuses their attention on their abilities and accomplishments,” Howard Nestler says. Howard Nestler says that is the job candidate’s responsibility to inform the marketplace. “The marketplace can be very lazy and take the path of least resistance,” says Howard Nestler. “This may be easier for the hiring companies, but it is certainly not better for the job hunter.”

Howard Nestler advocates preemptive marketing, “There is nothing wrong with creating a demand for your services.”

Read more about Howard Nestler at www.howard-nestler.org

Click here to find out more about Howard Nestler on www.352media.org

Howard Nestler, CEO of Executive Options

Howard Nestler has made his marketing methodology available to study groups for the purpose of furthering education in the business sector.

“An executive needs to communicate that he is a leader not a follower in a campaign dedicated to creating a demand for his or her services.” Howard Nestler explains. That is why Howard Nestler developed the Reverse Vectoring marketing concept for management level executives.

“These are people who cannot afford to take just any job and are looking for a challenge that will stimulate and reward them,” says Howard Nestler. For this reason, Howard Nestler cautions against using a generic resume as a primary marketing tool.

“The process is designed to cause a corporation to seek out the executive rather than having the executive fall into line with an overwhelming number of applicants and expect a result.” Howard Nestler explains. The process requires that a job candidate view the situation from the employer’s perspective. “Whom would you want to hire and what would give you the indication that you are getting someone special?” Howard Nestler asks. These are the elements that need to inform a campaign.

“Whether they realize it or not, a job candidate at the management level needs to reverse the trend,” Howard Nestler emphasizes. The trend is to demote upper level executives as a down-sizing and outsourcing option. “If an executive cannot create a demand for his or her services, the outlook is bleak.”

Indeed, many are taking retirement when they find that merely circulating a resume doesn’t provide results. “The process is designed to cause a corporation to seek out the executive and give him or her greater leverage in negotiating a future.”

To find out more about Howard Nestler go to www.nestlerhoward.net

Click here to find out more about Howard Nestler on www.352media.org