The CFO Coach

Executive Recruiting for Leaders

David Perry generously offered me the opportunity to read his latest book, “Executive Recruiting for Leaders.” You may recall that he is the much–talked–about and well–known author of “Guerilla Marketing for Job Hunters.”

What I love about David’s latest book is that while it provides great strategies for hiring top–talent, and I think most companies could use this information, it is also powerful insight for my executive clients. With David’s permission, here are a few gems from his book, follwed by my commentary.

–– The leaders who have the talent you crave are likely already employed.

If this sounds familiar, then you’re right. I’ve been beating this drum for quite awhile. They are employed because they are top talent and they understand and can clearly articulate a compelling marketable value proposition.

The best time to position yourself for your next opportunity is while you are still gainfully employed. Once you walk out the door on Friday afternoon with a nice big severance package in hand, the fact is that the ugly black mark of unemployment follows you everywhere you go.

–– Is this an individual (candidate) who stands out from the others you have met? What is it about them that makes them stand out?

This is all about your unique promise of value … also called branding. Employers are not hiring commodities that all look, sound, and act like everyone else. They are hiring those executives who are top talent and understand and can clearly articulate their compelling marketable value proposition. Oh wait, did I already say that. Yes. And it bears repeating over and over again. The war for talent is around these individuals.

–– The most important information you need to glean from an initial interview has to do with their character …. Character can be distilled from the patterns that reappear throughout their life. Themes will appear over and over again – how they addressed controversy, took on new challenges, and how their contribution impacted the organization, or not.

Patterns are related to a unique and compelling brand. It is the “how” you do the things in your life and your career that have been successful. Branding also quickly, clearly, and consistently (patterns) conveys how you are a fit with a company’s culture, giving you a big leg up on the competition. While your skills and marketable value proposition generally win the interview, culture fit wins the job.

–– Pretty Boys – the high energy, totally empty-headed people who like to keep discussions at the 60,000 foot level and can rarely if ever provide anything more than the sketchiest of details.

David was discussing five candidate–types not to hire, and his comment relates directly to not understanding your value to a prospective company.

Candidates are not hired because there is a corner office with a nice bronze CFO plaque on the door. They, along with everyone else, are being hired because the company has a pain, problem, challenge, or situation they need solved. In order to position yourself as “the” person who can solve their problems, the documented evidence of your past performance must be at the face–to–face level.

If you want the rest of David’s inside information, I highly recommend you buy and read the book yourself!

Career Killers

CFO.com recently published an article, “Restating: The Career Killer,” CFOs fired for erroneous financial reporting are finding it difficult to secure comparable jobs — if they can get one at all.

Here’s an excerpt from my recent article “4 Tips for Avoiding Brand Suicide” that can also lead to difficulty finding your next opportunity.

Never, ever, ever lie.

A no–brainer, right? Apparently not, because people are constantly making the news about careers that are ruined because someone grossly exaggerated (or flat out lied) about something in their background.

You may remember the high–profile MIT admissions dean who incorporated just enough untruths in her résumé to undo her career. And of course a Notre Dame football coach gained notoriety when his résumé lies were uncovered. And the latest tombstone to make national front page news is the Dinner: Impossible chef. His goose was over–cooked.

Just imagine the gruesome details that would haunt a senior–level finance executive. Remember the TV show, the “Untouchables”?

The Internet is a global lie detector, and eventually all lies will be uncovered. Little white lies, exaggerations, and misstatements can be just as devastating as big lies. 

The M&A Boom

CFO.com recently published an article about the rise of mergers & acquisitions … and the affect on CFOs. This statement in the article is not only true, but hopefully illuminating …

"I would say that being CFO is a vulnerable position," says Alain LeCouedic, partner with the Boston Consulting Group in Hong Kong. But, he adds, "CFOs who are seen as value drivers and who grasp the strategy of the new owner are just as likely to be seen as an ally." 

True because this is the role of the “new” CFO. The desired CFO is strategic with a deep understanding of operations.

Illuminating because it drives home the point that it is not enough for a CFO to be great, his greatness must be visible to the people who need to know about him.

--Is your value proposition clear and compelling … does your record of performance speak louder than your experience and responsibilities?

--Have you built visibility among your target audience?

Both are imperative for positioning as a desireable candidate capable of beating out the competition.

The Buzz about NotchUp

NotchUp is making the rounds in the career industry … a new and innovative way of finding those top performing candidates every employer covets. Whether you buy into its philosophy or not, it’s a hot topic. I recently read an article by Recruiter Dr. John Sullivan addressing some of these issues from a recruiting perspective.

This excerpt really struck me, and I wonder … could it also apply to the passive candidate?

"You don't have to utilize NotchUp in order to improve your candidate flow, but you do have to improve your employment branding and interviewing approach. If you're one of those individuals who is constantly complaining about the shortage of qualified candidates, maybe it's time to look in the mirror and realize that it is actually your approach to employment branding, recruiting, and interviewing that is causing your shortage…. The fact is that talent shortages for any single firm are caused by weak branding/recruiting strategies and practices."

If I might seek some grace from Dr. Sullivan, I’d like to re–phrase his comments from a candidate’s perspective.

... in order to improve your candidacy interest, you have to improve your executiv e branding and interviewing approach. If you're one of those individuals who is constantly complaining about the shortage of company interest, maybe it's time to look in the mirror and realize that it is actually your approach to branding, searching, and interviewing that is causing your shortage…. The fact is that prospect shortages for any candidate may be caused in large part by weak branding, networking, and search strategies and practices, combined with a tendency to value (and emphasize) what you did rather than how you delivered and its associated impact.

Thoughts?

The Most Connected Man on Earth is in the Forum

I am so excited that Ron Bates will be joining us in the Forum on February 19 at 4:00 p.m. Eastern. And you might be, too when you find out who he is!

Ron is a Search Consultant with Executive Advantage Group’s Silicon Valley Office. With +35,000 direct contacts across multiple on-line professional networking platforms, Ron has been referred to as "the most connected man on Earth." You can view his detailed networking profiles on LinkedIn and Ecademy.

Many of you who were kind enough to participate in the research survey mentioned Linked In and networking as some of your challenges. For example, a few didn’t really understand the importance of being on Linked In or, they were on Linked In but didn’t really know how to use it or, want more networking connections and would like to understand how Linked In can help increase connectivity and visibility.

Well, from a career perspective, who better to ask than “the” most–connected person who just so happens to be an Executive Recruiter. Ron is not only knowledgeable about Linked In, he is knowledgeable about how recruiters use Linked In and he is a great person to add to your network.

If you are a member of the CFO–Career–Forum, log in and register today for our conversation on February 19 at 4:00 Eastern. If you are not a member of the CFO–Career–Forum but you are a senior-level finance executive and want to join the call … register here! If you are not available at 4:00 p.m. Eastern on February 19, the call will be recorded, but you must register in advance to receive the recording.

Additionally, we want Ron to answer YOUR questions about Linked In. Please email those to me at cindy@cfo-coach.com prior to the 19th (the earlier the better so we can get them in the queue) or IM them to me during the call at Coach Cindy.

Linked In and Zoom Info

In a recent article for ERE Daily, Lou Adler contrasted the differences in two recent searches his company conducted. While the article was interesting, what should be interesting to you is this ….

Of the seven candidates he presented, six were found on Linked In and Zoom Info.

Do you have a branded, visible presence where recruiters are looking for candidates?

Personal Brand Summit

Following up on my Passively Social post from last week, I wanted to make sure you knew that all of the recordings from the Personal Brand Summit are now available for download. There is a wealth of information from the experts on how to leverage your personal brand to win market distinction.

Happy Thanksgiving!

Recruiters on Resumes

At the Kennedy Conference last week, our recruiter panel offered up the following thoughts on what they wanted to see in a resume:

––Results–driven contributions, not a listing of job descriptions
––Enthusiasm & passion (this is where branding becomes so important)
––Polished presentation
––Vision (strategic initiatives – start to finish)
––The ability to clearly communicate
––Reverse chronological format
––Tailored cover letter

One panelist said he loves the concept of personal branding as it "provides evidence that the candidate can get the job and do the job.”

One other speaker at the conference said this, and it speaks to the first item in the list … “candidates confuse performance with experience … without performance experience doesn’t mean much.”

You Are Out of a Job ...

“You’re Out of a Job, Now What” in Today in Finance at CFO.com is perfectly timed for the Personal Branding Summit being held today from 10:00 a.m. to 9:00 p.m. Eastern.

<<Coke is the real thing, while with Allstate you're in good hands, and Nike just does it. What's your brand? How do potential employers, former colleagues, and service providers perceive your brand of management and business savvy? Part of the answer is in your personal style, says Croddock, who has worked with many CFOs who run tight ships, but remain detached and even abrasive. Applying such an approach to job hunging won't work, says the executive coach. Rather, work to become more involved with people, not just the work, during a transition and beyond.

Proul claims that "career goals may change, but a branded individual will have the ability to make transitions easier and at their discretion." And the building blocks of a personal brand are probably already listed on a job seeker's résumé, including the types and size of the industries, markets, and companies a candidate has worked in, as well as career path, work/life balance, skills, strengths, and expertise, says Proul.

Also, candidates should co-brand themselves through association with employers or departments, writes Proul in a report he authored for Century Group. He explains that many candidates are called in for interviews because of the strong reputation of the company, industry, or products with which they are associated. Writes Proul: "Your employer already spends time and money on marketing; you can capitalize on it. In no other business relationship can you more freely use the branding and name of a company without consent.">>

The entire article is terrific … and a must read for every finance executive who understands that a business plan for his career is just as important as the business plan for his company.

Personal Branding Telesummit

If you are interested in hearing the very latest in the development of personal branding from some of the leading experts, you will want to join The Global Telesummit on November 8, 2007. The Personal Branding Summit is expected to draw more than 100,000 professionals from throughout the world.

I will be interviewing Martin Yate, executive career strategist and NY Times bestseller with over thirty years in the career management field. You may be most familiar with his Knock ‘em Dead series.

Please be sure to register for the event so you will get access to all the recordings of the calls. There is no charge for this event which comprises of 24 separate seminars, and the value of the content and the expertise of the speakers rivals any world class professional development conference.

With bestselling authors and personal branding experts as speakers and panelists, this unprecedented event is important for people who want to increase their career and business success and companies who are interested in attracting and retaining top talent.

Confirmed presenters include Jason Alba, William Arruda, Dick Bolles, Anita Bruzzese, Silvia Cambié, Krishna De, Tim Demello, Kirsten Dixson, Stewart Emery, Phil Gerbyshak, T Scott Gross, Neville Hobson, Thebe Ikalafeng, John Jantsch, Catherine Kaputa, Guy Kawasaki, Andrea Kay, Liz Ryan, David Meerman Scott, Andy Sernovitz, Debbie Weil, Susan Whitcomb, Carol Wilson, and Martin Yate.