Coach Summary

To ring in the New Year, we have polled our team of executive global recruiters to compile a helpful list of ‘what no to do’ for executives making a career move in 2017. Leveraging JMJ Phillip’s Retained Executive Search Division, we have assembled notes to develop the following list of the top executive career mistakes of 2016.

Listed below are the Top 5 Mistakes our team of search consultants witnessed this past year:

1. Moving Just for Bonus Opportunity

In many ways 2016 was a good year for the economy. Unemployment numbers were down, and it was typical to see ‘hiring’ signs posted at businesses and companies throughout the country. That said, strong economies pose their own issues for executive search firms like ours, as executive candidates can fall into the trap of chasing bonuses or money that is not guaranteed.

On a few occasions in 2016, we saw executives switch companies, moving from a steady, high-paying position into a new organization, primarily driven by the opportunity of potential bonus money. It can be easy, in strong economies, for executives to leverage their skill sets to make ‘jungle-gym’ career moves, not thinking about everyday aspects such as culture fit, job responsibilities, and leadership. Yes, sometimes chasing the money works out. But, when the money isn’t guaranteed, the potential for greener pastures can be a pitfall for executives looking to move.

2. LinkedIn and Resume Timelines Do Not Match

In a fast-paced, technologically-driven world, hiring managers and recruiters are leveraging all available tools to make sure the right candidates are being placed in the right positions. It’s important for executives to ensure that their professional image is consistent across both digital and print platforms, i.e., LinkedIn, Resume, Social Media.

For this example, we can use anecdotal evidence from our own internal processes. Whenever our recruiters or search consultants come across a resume that really catches their eye, the first thing they do is hop online, and see if they have a LinkedIn profile.

As executive recruiters we’ve seen it all and understand that sometimes executives switch companies only to find that the new role just isn’t right fit. Where candidates run into trouble is when there is a discrepancy between their LinkedIn profile and their resume. If a position warrants mentioning on a resume, mention it on LinkedIn too.

3. Not Being Open to New Industries and Sectors

Executives looking to make the next step in their career can often be pigeonholed based on their experiences and accomplishments. Executives with the skill set and knowledge base to effectively lead divisions or organizations tend to have the ability to translate success into new industries.

One trend we’ve seen in 2016 is some executives’ unwillingness to be exposed to new industries or opportunities. As executive recruiters, we are always looking to place the best talent with the best positions, and when executives are unwilling to step outside their comfort zones, despite our analysis that the position is a great fit, they could be limiting their own potential for growth.

As executive headhunters, we want both parties – our clients and our candidates – to be happy with the proposed partnership. We have seen that executives that limit their opportunities for growth tend to stagnate their careers, and put a cap on their career earnings potential.

4. Accepting Counter Offers from Current Employer

Picture this: as an executive, you’ve received an offer from a potential employer that you are excited about but want to bring to the attention of your current employer, in case they want to counter offer. They do, and now you have the question of whether you want to stay or go.

As a rule of thumb, accepting counter offers is generally a bad idea for executives. Not only have you left a bad taste in your present employers’ mouth because you were considering leaving the company, but you may have also burned your bridges with the recruiter working with you and the potential employer. In most cases, once your loyalty as a professional is questioned, it is hard to build the trust of your direct reports and supervisors going forward.

Also, accepting counter offers where you will be compensated a lot more than you previously had been leaves you vulnerable a few months down the road when fellow executives and board members begin thinking about budgets and salaries.

You’re always safer taking the offer from the potential employer, especially if it is competitive, and go ahead with the transition to the new company. You’ll learn about a new organization, see the market from a different perspective, and force yourself you grow.

5. Backing Out of Relocation, Despite A Perfect Job Opportunity

When you ask anyone working at an executive search firm how they feel about working on retained executive searches versus contingent professional and management recruiting, they will often say, “executives know the game, they know how to make a career change and it’s often a smooth consulting gig.”

While that is true, we witnessed something in 2016 that was a bit disturbing. Companies often complained about candidates, be it those from a firm or their own internally sourced, backing out in the 25thhour because of relocation. Candidates will often fly out 2-3-4 times only to back out which wastes a lot of peoples’ time. One caveat to keep in mind is that the world is shrinking, and everyone knows everyone.

Executives that don’t want to move need to figure that out early on in their career search, ideally before the first interview and absolutely no later than after the 1st interview. As soon as executive candidates fly out somewhere three or four times only to back out, that reputation of wasting peoples’ time tends to stick.

Hiring an Executive Search Firm in 2017? Call 877-500-7762