No other field offers the range and number of opportunities to be found in information technology. And no area is so change-driven. The pace of technology and the rush of all types of businesses to keep up with it mean that job definitions are being reformulated every day. The key to success in your job search is staying ahead of the curve, knowing how generational changes in infotech reshape established jobs--and create new ones. Your search should be regarded as a full-time job in itself--and fortune, as always, favors the prepared. You must highlight the skills and experience that will make you attractive to the companies you are targeting, and pursue your objectives energetically, imaginatively--and patiently. But the odds are in your favor. Forbes recently reported that "the top ten semiconductor companies have 12,000 open positions. Pay of computer engineers has risen two-thirds over the last decade. Over the next decade industry will need 730,000 computer engineers and systems analysts/developers." And the Internet opens up vistas that were undreamed of even two years ago. As Fenwick Partners, a leading infotech recruiting specialist, points out, only 3 percent of the world's population has personal computer (PC) access to the Net; the untapped potential is staggering.
Realizing that you are the only one in control of your future can be frightening; however, career transitions, while difficult, are pivotal times of tremendous opportunity: The possibilities are infinite. This is the moment to use your skills and past achievements to secure a better job and a brighter future.
In this change-driven area, according to Ramsey/Beirne Associates, Inc., there is one dependable constant: No matter what your background or objectives--a new job in the management information systems (MIS) area, or creation of on-line marketing for a company just breaking into the electronic free-trade zone--you must demonstrate that you thrive on change and that you are technologically savvy as well as comfortable in and aware of every significant aspect of your area of expertise. Whether you are an engineer or a software designer, intranet or Internet-oriented, you are as good as the currency and depth of your knowledge and skills.
Companies need innovative and dedicated people to survive and grow, and the right people are not always easy to find. Few companies looking for entry-level talent (or higher) in information technology expect to attract it just through classified advertising. Some increasingly turn to operations such as Silicon Valley Career Center or Monster Board that maintain huge databases of candidates for positions and operate on-line and via e-mail. At higher levels, from the upper ranks of middle management right up to executive positions such as chief executive officer (CEO) and chief operating officer (COO), executive recruiters can be of assistance: giving you insights into your career and potential that you may not have considered, and matching you with opportunities that you may have been unaware of. Companies still want to see resumes, but they tend to pay particular attention to what comes over their human networks. (In infotech, as one person puts it, "good people know other good people-and good people know about the good jobs.")
Executive recruiters, using a more organized network, help companies by examining their employment needs and then pre-screening and narrowing the field of potential candidates to present only those who seem to be a good fit. This works to your advantage: A search consultant can brief you on prospective companies and what sort of employees they are looking for, give you frank advice about your interview style, and prepare you for the sort of questions to expect. You can also be reassured that because the company has gone to the expense of contacting a recruiter, there is a genuine interest in filling the position promptly. Executive recruiters can also be helpful if you don't get a certain job: They can tell you why another candidate was chosen, and can coach you on how to improve for your next interview. Always remember: When an executive recruiter tries to contact you, take the call. It might be a new beginning for you.
There Are Two Types of Executive Recruiters
Although there are a number of ways to effectively market yourself, this article deals exclusively with executive recruiters, also known as headhunters or executive search consultants. What is an executive recruiter, and what role can he or she play in your success? There are two basic types: retained and contingency. Both are paid by the companies that hire them, not by job seekers, but they differ in method, and sometimes the salary level, on which they operate.
Retained executive recruiters are headhunters who work on a contract with a client company. They are hired by companies to find a particular executive for a specific position and are subsequently paid a retainer fee (one-third at inception of the search, one-third at the halfway point, and one-third when the candidate is chosen and hired). These recruiters often handle the absolute creme de la creme.
Contingency recruiters fill the gap between entry-level placements (generally handled by employment agency professionals) and those handled by the retained recruiter. The compensation level starts at about $30,000 and peaks at about $50,000. There are, however, exceptions, as a handful of contingency recruiters will place professionals with compensation levels exceeding $100,000. Recruiters in this category handle the bulk of lower to middle management and general management assignments. They are referred to as contingency recruiters because their fee is paid at the conclusion of the assignment or "contingent upon" the successful placement.
Getting Their Attention
Job seekers who wish to become part of recruiters' preferred lists (meaning that they deem you a strong candidate whom they will consider for any appropriate position) should employ certain steps in order to stand out from the rest of the crowd. Firms such as Korn/Ferry International, Spencer Stuart, Heidrick & Struggles, Russell Reynolds Associates, Christian & Timbers, Ramsey/Beirne Associates, Fenwick Partners, Norm Sanders Associates, and others collectively receive in excess of one million resumes annually.
Prior to sending your resume to any executive recruiter, make certain that you contact the search firm to see if it has the specialists who speak the language of infotech and know where someone with your background is going to be just the right fit. While many large search firms are labeled as generalist firms because they place executives in most functional disciplines and industries, they often have individuals and departments specializing in infotech, so making sure that your resume is being sent to the appropriate recruiters is time well spent.
Also, don't discount numerous smaller firms, or specialty boutiques that specialize in your area, which may prove to be an even better choice for someone with your background and experience. Today the majority of specialists and generalists have Web sites. If you don't check them out (and if you don't visit the sites of companies that interest you) you aren't doing your homework. Don't hesitate to call firms and ask them about their specialties if you have any questions. Again, a little digging on your part, particularly through on-line resources, may pay off, saving you countless hours of following up with recruiters who are not able to help you.
Now What
After you target recruiters or firms that specialize in your area of interest and experience in information technology or services, make certain that you are specific as to what you've done and what you are seeking. Don't generalize your credentials. The main question client companies have when reviewing resumes is, "What can this person do for us?" Answer that question on your resume by giving concrete examples of your accomplishments, and how your past companies have benefited from your contributions. It's impossible that you made no difference to your past company. Even if you feel your contribution was small, mention it. If you are seeking an entry-level position, are your skills and education suited to a vendor (those who make the hardware and software) or to service and support for a corporate client? Or, are you ready to help an end user, a company that needs your skills to broaden its capabilities in information/telecommunications applications to grow its core business? Think of your resume and cover letter as an outline for what you'll talk about when you meet a recruiter face-to-face.
Also use your resume, cover letter, and interview as chances to focus on what you expect to accomplish in the future. For example, if you have been involved in an MIS support function but want to expand your skills, make sure that that is clear in your cover letter and on your resume. The mistake that often plagues job seekers is trying to be everything to everyone. Also, if there are certain jobs that you are qualified for but are adamant about not doing, say so, and save your recruiter and yourself from arranging interviews for jobs that you wouldn't accept anyway. Another advantage to being specific about what you want is that if a client company calls with an opening that meets your criteria, the headhunter will be more likely to think of you.
Being realistic about your qualifications is helpful to both your headhunter and yourself. If you have 15 years of experience as a middle management expert in systems design and procurement for a corporation, it is not prudent to think that you will land a position as a vice president for marketing in an information technology company because you took a marketing course in college. Instead, think through your capabilities and try to emphasize elements of your background that will make you attractive to either a vendor (of software or hardware) or a systems consultant for whom your end-user orientation will be valuable. If you've been a software designer who has collateral business and people management skills, consider management opportunities in Internet-related companies.
Use Every Contact as an Opportunity
One potential pitfall in the preparation of your credentials is the urge to stretch the truth. There is nothing wrong with highlighting or emphasizing various responsibilities or accomplishments. But in the desperation of trying to land a job, the temptation is strong to make certain "adjustments" to your credentials. A five-year stint at your last company may transform itself into seven years because the company you want to work for requires seven years' prior experience. Or in describing your position as director of sales and marketing for a division of a telecommunications equipment manufacturer you may state you increased your division's profit margin by 20 percent when the reality is that the increase was only 10 percent. Although you may think you're getting an edge by means of what you may perceive as inconsequential padding, the truth is that recruiters can smell these embellishments a mile away; detecting them is what they do for a living. Keep in mind that if you're caught lying, the recruiter will not deal with you again (if he or she does, perhaps you should be suspicious of the recruiter's integrity). Also, executive search is in many ways a close-knit community-there's a good chance that other recruiters may learn what you're up to. And, if you by some chance land the job anyway, you may find yourself in a position for which you are not qualified, which could, in an extreme case, mean lawsuits for you and possibly your headhunter.
Always return your recruiters' calls promptly and politely. Every contact is an opportunity to give them more confidence in you both as a candidate and as someone they'd like to help.
And don't overlook the possibility that you can be helpful to them, too. If a recruiter mentions an opening that's inappropriate for you but might interest someone else you know, say so. Your honesty will be appreciated and remembered. Providing a valuable contact to a recruiter is not only a nice thing for you to do for someone but it may also be rewarding to you somewhere down the line.
If you are currently employed but are always keeping your eyes open for other career opportunities, the above suggestions certainly apply to you, but we would offer a few additional tips.
You may at some point in your professional life receive a call from a recruiter. It may come during a time when you are completely content with your career and the company you work for and you may not be interested in even taking the call. We would recommend that you not ignore a call from a recruiter for two reasons: First, although you are a happy camper, a recruiter might be considering you for an even better position. In fact, the only way you might be able to enhance your career is to change over to a job that has different functions and new ways of exploiting your skills and experience, as suggested above. And, second, the job the recruiter is considering you for may in fact not suit you. But it might be ideal for a colleague or friend with a slightly different background who is unemployed or unhappy in his or her job.
Also, many employed executives are concerned about confidentiality if they decide to speak with a recruiter. Don't hesitate to mention this if it is a potential problem. Recruiters are used to these situations and know it is essential to maintain confidentiality. If your situation is highly sensitive, instruct your headhunter to leave messages on your home answering machine-just be sure to check your messages frequently during the day. If you reach the interview stage with a recruiter, the majority of meetings will naturally be held off-site, generally at the office of the recruiter or even perhaps at your residence. Discretion is the watchword for such meetings.
There is no doubt that finding a new job can be a challenging experience. Although executive search professionals should represent only a portion of your job search efforts, knowing how to utilize this valuable asset is essential.
