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2015 Executive Hiring Continuing to Strengthen

Sunday, March 22nd, 2015

Employment continues to strengthen the beginning of 2015 especially for executives in the financial services and consulting arenas. Healthcare also continues its strength. Clearly this is putting pressure on compensation both for retention and recruitment purposes. Time to brush up your resumes and career plans to take advantage of attractive opportunities as they arise, which will continue to be more frequently in this executive talent market.

Employers need to speed up their decision making processes as candidates are frequently in discussions with several potential new opportunities. As we like to say, “no” is an acceptable answer for whether a company would like to proceed with a candidate, but no answer is just not acceptable for that candidate but also in terms of the reputation of an employer.

So get ready and prepared for an increasingly competitive executive talent market for 2015!

Time for a Career Checkup

Wednesday, December 11th, 2013

With the holidays and year end rapidly approaching, it is time for a career checkup to assess where you are, how well you are doing, and what should be done to improve or modify your career trajectory in the upcoming year. Having a career vs job perspective is critical to better judge where you are in a life time of working as well as the long term steps that will enable one to achieve a career vision. Establishing a career goal or vision is also essential to help guide your actions and development. Happy holidays and let us know how you do in your career checkup.

Continued Growth in 2014 Executive Hiring

Wednesday, December 11th, 2013

There continues to be growth in overall US employment and especially at the executive level as economic growth has continued at a reasonable rate along with a strong stock market and low interest rate environment. We see 2014 as being even stronger with increasing confidence and a global rebound. Consulting firms have continued to experience attractive growth for both large and niche firms in both growth strategy as well as cost and process improvement engagements. Financial service firms are also rebounding from reductions in force during the financial crisis and are hiring. However, we have seen slower and more deliberate hiring processes requiring patience and persistence to be successful. As the talent requirements for success become even more important, this will require improved processes and decision making for executive hiring in 2014.

Executive Resumes

Monday, February 4th, 2013

Informed Careers has reviewed thousands of resumes from Executives and continues to be surprised by many of them.  A resume is a marketing tool for an Executive to profile their background in relation to a specific target position.  Many resumes are written to be too broad and a history of an executive’s career.  The resume must be accurate regarding companies, titles/roles, dates, and education as well as for one’s responsibilities and accomplishments.  However, titles should reflect industry standards to be better understood by readers and accomplishments should be limited to those that are relevant to the desired and targeted roles.

Summaries on resumes are also controversial and usually are too general to be valuable. Informed Careers prefers a brief positioning statement to define an Executive’s  career and differentiate that Executive from others.

Dates on resumes seem to be a concern for many Executives.  To the degree possible, seek to highlight and demonstrate longevity with a firm vs. dates for each position.  Leaving out dates for college and/or graduate school graduation is recommended by many career coaches, but Informed Careers thinks that the reader of a resume assumes that you have left off the date because you are hiding something and becomes more suspicious and concerned about a background.  Starting a resume with experience as a VP is also highly unlikely so recruiters find that to be suspicious as well.  The resume should not raise issues from our perspective.

Resume formating is another issue we find to be common for Executives.  Resumes have become electronic and are usually put into Applicant Tracking Systems for record keeping and processing.  Therefore, the format should be easy to read by the parsing systems and easy for recruiters to reformat for their needs as well.  Do not put information into the Headers and Footers that may not be read by those systems.  Do not put in lines and complex formating structures.  Please keep your resume clean and professional as you are an Executive.

The length of a resume is also a topic of debate.  At Informed Careers, we do not think that a resume needs to be on one or two pages for an Executive.  Providing relevant and important information on the resume is more important then the length.  Some Executives also use addendums to provide additional information once they are involved in discusisons with a hiring organization.

Informed Careers offers a FREE Resume Review if you are interested.  Please email us at info

2013 Executive Hiring Looks Strong

Monday, February 4th, 2013

We just completed our 10th Claymore Partners Executive Talent Market Survey with almost 500 participants.

The Claymore Partners’ Executive Talent Market Survey revealed continued growth and strength in executive hiring for 2013. Consulting and Professional Services, Health Insurance, and Healthcare industries their strong executive hiring trends and consumer finance / payment products have also shown strong and improving executive hiring. Sales, compliance/risk management, and IT functions also contribute to demonstrate strong executive hiring.

Both employed and unemployed executives see improved hiring as well as being concerned about resolving the fiscal cliff to maintain executive hiring growth. Fewer employed executives seem to be unsettled about their current situations. The best sources for executive hiring are viewed as referrals and LinkedIn while job boards and Facebook were viewed as the least effective sources. Internal, retained and contingency recruiters were viewed as frequent and adequate sources for executive opportunities as well.

Financial Services Hiring Continues to Expand

Friday, July 8th, 2011

Despite the slow growth in the economy, Claymore Partners continues to find financial services executive hiring growing with a focus on marketing, product development, and sales/business development roles in particular.

We find that clients are increasing looking for top quality candidates that specifically meet their demanding requirements, not just generalist talent.  Claymore Partners recommends that executive candidates stay focussed on positions and industries where they can add the most value immediately as they seek the next moves in their career development.  It is time to revitalize resumes and career plans as the fall hiring season is soon to be upon us when financial institutions will be looking to fill positions by year end or early next year after bonuses have been paid out.

Executive Hiring is Back based upon our Spring 2011 Executive Talent Market Survey

Friday, April 8th, 2011

We just completed the Claymore Partners Spring 2011 Talent Market Survey and had over 400 respondents which provided a great perspective on what is currently happening in the executive talent market and shows trends since 2008 when we began this series.

The survey highlights include:

  • Executive hiring is back in financial services and consulting
  • Sales, Marketing, and Product Development/Management functions are increasingly in demand
  • Continued expansion of executive hiring is anticipated throughout the balance of 2011
  • Employed executives are increasingly willing and actively seeking new opportunities with expanded roles and growth potential
  • Unemployed executives are becoming more optimistic but remain skeptical despite the up tick in executive hiring

Major Conclusions

Executive hiring has accelerated substantially since our last survey with almost ten percent of employers currently significantly increasing executive hiring.   Executive respondents indicated that most of the companies in their industries are increasing executive hiring with Consulting/Professional Services, Wealth Management, Investment Management, and Consumer Finance/Payment Products having the highest percentage of firms hiring at this time.  Sales and  Marketing function executive hiring are strongest along with increasing hiring along with in product development/management. Risk Management/Compliance hiring is rebounding strongly as well (71%). 

Continued increases in executive hiring are projected throughout 2011 for almost half the respondents companies which is a strong result in comparison to previous surveys since 2008.  

Only 20% of currently employed executives indicated that their employment plans are to maintain their current employer/position which is the lowest level since Sept. 2008.  Therefore, over 72% of currently employed executives are currently open to or actively exploring new opportunities.  The proportion open to exploring new opportunities is the highest since we began the survey.

Unemployed executives are also more positive about the executive hiring situation and timeframes for improvement though they are less optimistic then employed executives.

Key Implications

For executives, opportunities are increasingly becoming available for which they should be prepared to assess in terms of their current position and organization situation as well as their career objectives and plans.  There is an increased caution and need to evaluate the hiring organization and role being offered as well in the recruitment process for executives.

For hiring organizations, there is an urgent need to focus on retention of top talent and revamping their executive recruitment approaches in this increasingly competitive executive talent marketplace.  Use of job boards, advertisements, and the company career site are not particulary valuable for executive recruiting.  Strong referral programs and talented recruiters (internal, retained, and contingency) are best for effective executive search.

Career Development Stalled

Monday, March 15th, 2010

For many executives, it appears that their career development has stalled whether employed or not employed as that market has been in the doldrums while companies remain tight on hiring and promotions.  However, the fear in the market about shifting to a new employer has abated and most bonuses for last  year have been paid.  We see and expect a significant change in the interest of executives to move to a new organization that offers greater career opportunities.

For employers, it is time to relook at your key employees and what new challenges and opportunities can be provided to further their career development as well as the profitability of the organization.   Time to reestablish development and training programs for your team. Time to reexamine compensation and bonuses in light of the marketplace. 

For executives, it is time to reexamine your current career status and what is most important to you as well as how and whether your current organization can provide that for you.  It is time to pursue those needs first within your organization and then to examine opportunities that are increasingly emerging at other organizations.  It is time to refresh your resume as a focussed marketing document and think through what target organizations and roles would be attractive. 

It is time!!

Revitalizing a Job Search

Tuesday, January 19th, 2010

With 2010 now in full gear, it is time to revitalize and evaluate a job search as the executive winter market is upon us.  Companies are seeking to add executive talent early in the year to deliver results during this year and meet their objectives.  Hiring will also occur after bonus payouts so that a new employer will not have to pay for bonuses lost.

Key Tips:

  • Reexamine your resume as a marketing document, not a summary of everything that you have done.  Any upfront summary is really a positioning statement of who you are and what makes you different.  Show key accomplishments in bullets starting with action words and quantification of results achieved if possible.  More than 5 bullets for a position for key accomplishments is too much.  Leaving off early positions or a date when you graduated does not get you more interviews as many career counselors suggest, but rather raises suspicions about your background.
  • Reestablish network relationships by providing value to them and asking for advice, not open positions.
  • Never submit directly to a job on a company’s career site as that puts you off limits for executive search firms with that company and rarely gets you an interview.  Get in touch with a key employee to refer you for that position or work with a recruiter to get introduced to an executive, not a computer data base.
  • Ensure that you have a good profile on LinkedIn and join groups that are related to your industry and function to be easier to contact and see what jobs and discussions are occurring in your field.
  • View finding a new job as a job and work at it diligently with a purpose and plan.
  • Have specific targets rather than being “open” in your discussions to demonstrate your work interests and passions.
  • Stay positive and enthusiastic by working out and keeping active with friends, family and business connections.

Executive Talent Market Reemerging

Wednesday, September 16th, 2009


Executive hiring appears to be reemerging at many organizations after being frozen for the last year due to the financial credit crisis based upon the results of the recent Claymore Partners’ Labor Day 2009 Executive Talent Market survey with over 640 executive respondents. “Almost half of employers are now selectively hiring executives and significant reductions are greatly diminished based upon the survey results as well as our own executive search activity and market discussions “according to Mr. Landberg, Managing Director of Claymore Partners. 

 

Health insurance, healthcare/pharmaceuticals, wealth management, investment banking, and consulting/professional services industries appear to be most robust in terms of executive hiring at this time. From a functional perspective, executive hiring increases are most pronounced in sales, consulting, and risk management/compliance. The direct impact of the financial credit crisis for most executives appears to be waning though strong hiring is not expected until mid to year end 2010 by most executives. 

 

Claymore Partners is an executive search and consulting firm specializing in senior level searches in the financial services, insurance, and consulting arenas. A full copy of the results from the Claymore Partners’ Labor Day 2009 Executive Talent Market Survey can be obtained by emailing slandberg@ClaymorePartners.com.