Entries Tagged 'Howard Nestler' ↓
December 5th, 2007 — Howard Nestler
Howard Nestler releases new survey findings on the job search expectations of upper level executives
CEO of Executive Options, released the findings of a survey dealing with the job search expectations of upper level executives today.
Howard Nestler:“What we discovered is that the overwhelming majority are looking for an enhancement of their compensation packages. Most want to move up the corporate ladder in order to have greater authority and a substantial number want to take their skills into another sector in search of a new challenge”. Howard Nestler makes the point that these are not the resolutions that a conventional job search produces. “When a recruiter or head hunter is tasked with finding a national sales manager, for example, he or she will submit people who were national sales managers in their last engagement,” Howard Nestler observed. “They do not take a local sales manager and move him up the ladder as part of the submission process.” -Howard Nestler
Howard Nestler:”This is one of the reasons an upper level executive undertaking a conventional job search today may, in fact, be entering into a de facto retirement.”
Indeed, the rule of thumb for a conventional job search under prevailing marketplace conditions is that one month of job search time is required for every ten thousand dollars of desired income.
As Howard Nestler said: “A year and a half to two years is too long to wait for the next engagement when we’re talking of men and women who aren’t just looking for a job, but are seeking a challenge.”
To read more about Howard Nestler go to www.howardnestler.com
Click here to find out more about Howard Nestler on www.352media.org
December 5th, 2007 — Howard Nestler
Howard Nestler launches Sector Resonance program
Howard Nestler , CEO of Executive Options, today launched his new program named Sector Resonance designed to help an executive seeking an engagement in a particular sector other than one he or she has already inhabited.
“The skills and abilities of an upper level executive can serve as passports into new and different industry sectors,” Howard Nestler observes. “Their expertise makes them transferable but a conventional approach will act as a barrier to such a change.”
Howard Nestler explains that each industry has its own issues and concerns. “The candidate needs to resonate these as a way of signaling his or her intent to engage in a particular sector,” says Howard Nestler . “This is easily done in an astute marketing campaign.”
HOWARD NESTLER:
Sector Resonance would have the opposite effect of a resume, which tends to pigeonhole an executive in a very narrow zone of operation. “Most executives want to move up the corporate ladder; this is often accomplished by moving into another arena where one is more highly valued.” -Howard Nestler.
“When you can manage and motivate people,” says Howard Nestler , “there is no corporation that wouldn’t be interested in you. It becomes a question of where one would most like to work.”
To read more about Howard Nestler go to www.howardnestler.net
Click here to find out more about Howard Nestler on www.352media.org
December 5th, 2007 — Howard Nestler
Howard Nestler releases marketing advisory concerning intellect versus chronology
Howard Nestler
CEO of Executive Options, released today a new marketing advisory for the industry which challenges the practice of using chronological employment data as credential and argues for a focus on intellectual capacity and experiential perspective as a more effective alternative.
Howard Nestler:”No man or woman can be fully appreciated and valued when they are reduced to an abstract specification”. “But this is exactly the function of a resume; it reduces one to a low common denominator and a generality. If this were done to us verbally by a stranger, we’d take offense,”says Howard Nestler.
Indeed, a resume does seem to expressly ignore those qualities that will ultimately cause a company to hire the executive by focusing on a timeline of engagements. “There is a fundamental difference between the objectives of an executive looking for a challenging engagement and someone who will be satisfied by merely finding a job,” Howard Nestler explains. “The higher one’s expectations and the more specific one’s imperatives, the greater the need to market an intellect rather than a chronology,” - Howard Nestler.
Howard Nestler’s advisory is likely to cause a certain amount of controversy with claims that resumes are easier to catalogue and file, to which Howard Nestler replies, “No upper level executive wants to be catalogued and filed; he or she wants to be hired for their specific deliverables.”
“Executives cannot wait until they meet with CEOs to reveal their capabilities,” says Howard Nestler. “Proceeding on that basis will only ensure an early retirement masquerading as a job search.”
To read more about Howard Nestler go to www.Howardnestler.org
Click here to find out more about Howard Nestler on www.352media.org