An Executive Job Search Needs an Executive Resume

Most people are usually well aware of the fact that having a high-quality, well-written resume is the best way you can go about getting the job of your dreams. There are loads of ways in which you can make sure that your resume has the ideal layout and wording to help you land a job, however, it is also important to make sure that your resume is suited to the position you’re applying for.

When it comes to applying for executive-level jobs, you’re going to find a job hunt much more effective if your resume is written to match specific job descriptions. Your experience and skills listed on your resume should coincide with the qualifications listed in the job description, otherwise, potential employers may write you off at the first hurdle.

However, if you are applying for a job that is much grander and in essence a better job, then it makes sense that your resume needs to step up to the mark. If you are going for a higher-paying job, and one that gives you a much better chance of career progression, then you need to ensure that your best career achievements and leadership skills are highlighted in your resume. You also need to ensure that you have a targeted career summary at the beginning of your resume that will entice readers to want to learn more about you and the value you can offer in an executive-level position. Executive-level hiring managers and recruiters expect to see quantifiable achievements on your resume. They want to know if sales goals were met, cost reductions achieved, and finally, the overall impact you made on the company/organizations. Even in a non-finance resume, numbers speak volumes for executive-level candidates.

If this sounds like you and you want to make sure that you can go for a promotion, or higher-level position, then you may need to look at having an executive resume created. This goes above and beyond a standard resume and is essential if you are going for any type of executive or c-level (President, CEO, COO, CFO, CIO, CTO) positions. Speak with a colleague or a friend who has achieved an executive-level status and find out what worked for them on their resume. Be sure your information is factual, and while there is a need to include your biggest achievements on your resume, telling white lies or over-inflating your achievements are big resume no-nos.

An executive resume must be powerful and have a “wow” factor that will attract employers looking for executive-level candidates.

Erin Kennedy, MCD, CMRW, CERM, CEMC, CPRW, is a Certified Professional & Executive Resume Writer/Career Consultant and President of Professional Resume Services, Inc. She is a nationally published writer and contributor of 14 best-selling career books. She has achieved international recognition following yearly nominations and wins of the prestigious T.O.R.I. (Toast of the Resume Industry) Award. Erin has written thousands of resumes for executives and professionals.

A Comprehensive Sales Executive Job Description

It is usually believed that sales persons are born and not made. The sales sector welcomes people from diversified cultures and areas to build their career, but how far they can move in their career depends on various factors like business acumen, enthusiasm and great determination. Regardless of whether you are a fresher or someone embarking upon a career change, your career growth depends on how diligently you perform your job duties.

Work profile of a sales executive

Sales executives act as the viable link between a company and potential customers. Primarily, the work involves-

1= Making cold calls
2= Organizing sales visits
3= Negotiating different agreements/contracts
4= Attending meetings, trade shows/events to promote company’s products and services

Career opportunities

There is no dearth of good job opportunities for sales executives as jobs for this particular profile are available across wide sectors, like pharma, finance, media, automotive and technical.

Some employers are small-medium enterprises with just a few people; whereas there are leading companies with a separate marketing department, employing hundreds of people. To get a clear view of the sector, we will consider two types of sales: business to business (B2B) and business to consumer (B2C).

As the word itself says, B2B sale is done between two companies; whereas B2C sale is directed towards consumers. Each type of sector has its own benefits and, therefore, it’s up to you to decide in which field you want to start your career. After spending a few years as a sales executive, you can scale up to other imperative positions like Sales Manager, Regional Manager and Country Sales Head.

Where to look for sales executive jobs?

Some of the common sectors where you can find jobs are-

1= Retailers
2= Service industries
3= Industrial organizations
4= Manufacturers

People with expert knowledge and skills can scout for opportunities in publishing and medical sectors also. After gaining some experience, you can also explore other career areas, like advertising, public relation and marketing.

Requisite education

Typically, it is an entry-level position and therefore, the field is open for graduates of all disciplines. Also, if you want to start your sales career with an IT company then it is important to have some technical knowledge. Some past job experience could give you an edge over other applicants. To get the job in a top-notch company, it is important to have a higher education, like doctoral or MBA degree.

Skills required for the job

1= Market knowledge
2= Pleasant personality
3= Good communication skills
4= Good listener
5= Self-confidence
6= Persuasiveness
7= Self-motivating
8= Well-organized
9= Courteous
10= Resilience and persistence


Apart from basic pay, you will also get incentives if you will achieve your targets. Typically, a sales executive could earn around Rs 3.5-5 lakh/annum. After gaining some work experience, your salary could even reach to Rs 15-20 lakh/annum.

Interim Executive Jobs

For many executives, the option of consultancy and interim positions often appeals at certain stages of their career over a permanent position. The advantages from the social conversations of existing interim executives seem obvious: better paid, less hours, go in and do a job then get out, so no politics or long term HR problems. Is this the truth, and how do you go about finding and securing Interim Executive Jobs?

Interim Executive Recruitment

Like all consultancy engagement, Interim Executive Recruitment is based around business results: pure and simple. There are basically five types of business result that are recruited for:

Start up
Growth (more of the same, in the same market)
Change (more in a new market, or new tech/ways of operating)
Profit improvement (like change, but focused on the money)
Save the company!

The greatest volume of hires, and hence the easiest to get employed in, are in Change and Profit Improvement. However, Profit Improvement and Save the Company projects generally require some finance experience or qualification at the top management level, and hence most practitioners in this areas are qualified accountants. Only at the secondary specialist level will the skills requirement open out, and hence these jobs look more like Growth or Change type engagements. Start Up projects often involve some equity input, so personally don’t count as Interim Executive Jobs – they are more like an investment.

Executive Recruitment Agencies

According to a survey in Executive magazine, in 2010 the top Executive Recruitment Agencies in the globe were:

Korn / Ferry International
Heidrick & Struggles
Spencer Stuart
Russell Reynolds Associates
TMP Worldwide
DHR International
Egon Zehnder International
Ray & Berndtson
A.T. Kearney

But what do these agencies look for, and hence hat should your Executive CV include?

The basics of Executive CV Writing

A basic tool within CV Writing is that of STAR, an acronym for:

Situation: the organisation and required change in the geopolitical environment
Task: what were you tasked to achieve within this organisation? If you were the director, probably the whole project
Action: how did you see the task and hence break it down? How did you deploy your resources (man power, money, materials, time) and how did you manage/ensure progress?
Result: what was the outcome (successful)? For contract positions, success is defined both in business results and the extension of your contract

How do you adjust these factors in your Executive CV to get employed?

Change Management Jobs

Your most likely first Interim Executive Job will be in a Change Management Job. While initial technical selection will be done on the first two areas (Situation, Task), the key focus will be in the second two areas, Action taken and Result gained. The first part answers the basic Executive Headhunters question, the second part provides the assurance that you have done something similar before, and been successful in it.

Executive Appointments

The basic facts of Executive Appointments are that 90% are never advertised, and the that the greatest majority are fulfilled via networking. However, once you have a suitable Executive CV, placing it in the right places is equally important. These include:

In front of the Executive Headhunters
Online in the right Social Networks, including those both search able form Google (LinkedIn), and where headhunters network (Doostang)
Personally walked in front of key people in your personal network

Time scales for the average appointment are hard to predict, but anywhere from two to six months for a first appointment is not uncommon.

Generally there will always be gaps between interim appointments, but these close greatly after two years of taking Interim Executive Jobs. The key to minimising these is to always be in contact with the key decision makers: always be networking.

Interim Executive Pay

Rates for interim positions have fallen greatly in the past two years, in part due to a collapse in parts of the market, both industries as well as any development projects; as well as through increased competition. The result has been an average pay reduction of over 35%, and an increase for even the most experienced interim executives in the waiting periods between appointments.

However, in the past six moths pay rates in key technology sectors have been picking up. Certain sectors are still down, but the interim market always picks up on average 12months before the permanent market.

Interim Executive Jobs can still be fun, exciting and well paid, but the market at present is tough and pay rates are lower in general than they were two years ago. While basics of Executive Headhunting remain the same, highly reliant on networking, the market and its use of social media bring a whole new element to getting executive appointments.

Hence, if executive headhunters have moved on, don’t you think that your Executive CV and approach to Interim Executive Jobs should as have well? Perhaps its time to find a better Executive CV service.

How to Use Recruiters for Your Executive Job Search

When looking for a job, many senior-level professionals want to enlist the services of an executive recruiter. Most have been contacted “out of the blue” when happily employed, but are unsure of how to connect with a headhunter when they are ready to actively search for a new position. Plus, whether working on retainer or contingency, the recruiter is focused on the needs of the organization, not the candidate.

Still, with 15-20% of jobs found through recruiters (even more for executives), it’s a strategy worth using. Below are some of the most effective ways get in touch with recruiters who are sourcing for your target job.

1)Use a reputable recruiter distribution service: This is one of the easiest, fastest ways to get your resume/executive profile in front of hundreds (or even thousands!) of recruiters searching for candidates in your field. To make the most of this method, use a service that lets you choose the recruiters’ industry and function.

2)Connect on LinkedIn: Type in keywords such as “executive recruiter association,” and “executive recruiter finance,” to see which industry headhunters are already in your network. If they’re a second or third connection, see if you can get introduced by a mutual contact. Interacting in industry groups is another place to identify recruiters. If you’re both members, you can send an invite and message without needing a mutual connection.

3)Reconnect with recruiters: If you’ve been contacted in the past, follow up with the people that called you and let them know you’re now actively searching. Don’t make this a one-time call. Stay top of mind by regularly checking in to let the recruiter know you’re still interested.

However you establish the relationship, treat the recruiter as you would another networking contact. Share leads (whether candidates or companies), email articles of interest, or even just check in by phone every few weeks. The job seekers who remember to focus on the “give” in this give and take relationship are more likely to find an ally in recruiters that can help them both now and throughout their career.

Overview of Switzerland Finance & Banking Jobs

In the first Quarter of 2010, the number of jobs available in the Swiss financial sector was around a total of 3,508 jobs. This is an increase of 19 percent over the same quarter in 2009. From the latest report by Finance & Operational Recruitment (FOR) the number of job vacancies in the Swiss financial sector has increased since the summer of 2009 by 35 percent.

Based upon a total of 1,400 banks, insurance companies, accountants and other consultants currently there are 3’508 finance jobs are advertised. That is 35 percent more than in June 2009.

Across the banking sector banks in Switzerland had a total of 1,457 jobs at the end of March 2010. This is 110 percent more than in June 2009.

In Insurance we have seen a slight decline. Across the insurance industry, including health insurance, in the summer of 2009 there was 1,086 open insurance jobs. At the end of March 2010 this had declined to 1,016. This represents a decline of -6.4 percent.

Across the other financial sectors & support industries (Accounting, consulting, IT, etc.) jobs have increased from 819 to 1,035 (+26.4 percent).

The main reasons for this development, is the banks are replacing staff originally cut when they had to reduce costs – during the previous 2 years. For many insurance companies, cost cutting is ongoing. In addition, increased regulatory pressure meant additional experts were necessary.

The report used an index which shows the evolution of online Switzerland job vacancies in the financial sector in Switzerland and Liechtenstein. The index is produced every three months by the Swiss financial portal with data of the portal

Switzerland Banking Jobs in focus:

Most banking jobs were offered in late March 2010, Credit Suisse, with 395 jobs, followed by UBS with 336. While at Credit Suisse, the demand last year grew more constant and rose sharply from 2010, at UBS as early as October 2009, there was a significant increase which lasted up to February 2010.

Foreign banks are recruiting

Coupled with this the Foreign Banks in Switzerland are recruiting for banking jobs. This increase reflects recruitment having a high turnover, but also the fact that many institutions consider the adjustment in the private banking as an opportunity to recruit good people.

Swiss Banking looking to the customer:

Almost two-thirds of all vacant banking jobs in Switzerland are for specialists and executives. Only ten percent of the jobs are for employees on the level of clerk or assistant.

The greatest demand for workers is at the customer front. The most common available banking job is for Account Managers in the retail and SME business, followed by Investment advisers in the so-called affluent area (average retail segment).

In relative terms, the number of classical Private Banker -which to serve wealthy clients has grown the most. Since summer 2009, the number of private banking jobs presented has increased from 19 to 45, representing an increase of 140 percent.