Howard Nestler, CEO of Executive Options, has developed a curriculum to streamline and enrich the job search capability of management level job candidates in response to changing market conditions. “Executives have the unenviable task of competing with the best of the best in a job market that has undergone a reduction at the upper level,” says Howard Nestler. “Add to this the unspoken assumption that a man or woman looking for a job at this point in their career somehow represents damaged goods means that a certain amount of negativity must be overcome in a search campaign.”
What makes matters worse, Howard Nestler says, is that the negative assumption is seldom spoken and, unless a candidate is aware of the phenomenon, he or she is never given a chance to argue against it. “Although the climate can become rigorous at this level of engagement, the rewards are high if one plays the game in an astute fashion,” instructs Howard Nestler. Indeed, Howard Nestler developed the concept of High Definition marketing as a remedy to the circumstances most qualified executives face when commencing a job search.
“One cannot remain anonymous and expect to reap the rewards of accomplishment,” says Howard Nestler. “A good definition of anonymity is to look like everyone else, which in this context means using a resume to create excitement about your abilities.”Howard Nestler makes the point that money goes to where attention is focused. “This is true on Wall Street and it’s true in the board room when hiring decisions are made.”The only problem a premium executive has is getting enough attention on his or her personal brand.
For more information on Howard Nestler, please go to www.howardnestler.net
Howard Nestler, CEO of Executive Options, has released an advanced marketing program for premium executives. Having worked with business executives for the past twenty-six years helping them rise to the top in the job market, Howard Nestler has gained a perspective on what sets a man or woman apart from their peers when looking for their next assignment.”I’ve always understood the value of first impressions; there has to be clarity and there has to be something in the presentation that makes a corporation want to see the executive now, not a week or month from now,” Howard Nestler explains. “Most presentations lack the ability to incite such a reaction.”
According to Howard Nestler, “Executives must take the same strategic approach to obtaining their next job as they do in increasing market share for their corporation’s products. It is the key to getting placement in a job that will be rewarding and fulfilling.”
Howard Nestler finds that a resume cannot function to the advantage of a premium executive for a number of reasons. For instance, a resume tends to devalue a superior executive by making him or her look like everyone else. “It is absolutely the worst thing a man or woman can do,” says Howard Nestler. “An executive must do everything possible to stand out from the crowd and impress upon a potential employer his or her signature skills.”
“My clients would be a blessing to any corporation that took them on,” Howard Nestler explains. “Their competition is the best of the best and they need to establish instant recognition of their abilities or they risk getting lost in the crowd.” Given the trends towards consolidation, downsizing and out-sourcing, the numbers of men and women competing for jobs are overwhelming. “The clients I work with at Executive Options all have something to say,” says Howard Nestler. “I have created a program which allows executive job candidates to deliver their message to those who most need to hear it.”
Read more about Howard Nestler at www.nestlerhoward.org
Marketer Howard Nestler has recognized that the dynamics of the job market have changed dramatically in recent years. In addition to consolidating trends, outsourcing and down-sizing, there is another factor that is adding to the time it takes even an upper level executive to find his or her next job engagement. “Baby boomers make up a significant portion of our population. A majority of them are not inclined towards retirement, having a very different perspective than previous generations,” Howard Nestler explains. “At Executive Options, the idea is to work with the present-day realities to bring viable options to premium executives at a time when they are most likely to be undervalued using traditional methods.”
Executive Options offers an executive the opportunity to take peremptory control of his or her next engagement by creating a demand for the unique combination of skills that he or she brings to a job among companies most likely to be responsive in the same way that a politician markets to a constituency. Indeed, Howard Nestler has authored a unique format that gets attention from those most likely to need a premium executive’s talents by articulating his or her value concepts in a striking and concise manner.
“I work with men and women who would be an asset to any corporation that engaged them,” says Howard Nestler. “And that should be the very first impression a CEO has of an individual if one is serious about obtaining a rewarding engagement without a prolonged delay.” Howard Nestlerworks with each client developing a personal involvement rather than subordinating the creative tasks to a staff of apprentices. Regarding his approach, he explains, “An executive must take the same proactive approach to obtaining his next job as he does in increasing market share for his corporation’s products.”
To read more visit www.howard-nestler.net
Howard Nestler, CEO of Executive Options, released a critical analysis today comparing the effectiveness of marketing versus conventional job search methods in the current job market for upper level executives.
“When a top level executive moves onto the job market today, it is likely he or she has entered into an involuntary, de facto retirement,” says Howard Nestler. “Too many highly qualified men and women are making themselves available and rule of thumb quotes one month of job search for every ten thousand dollars of desired income. For that reason, I thought an examination of job search methods would be instructive and helpful.”
The most notable finding in the analysis was that a conventional approach tends to cut off more than eighty percent of the potential engagements for an executive. “They seek out openings ignoring the fact that there isn’t a corporation in the world that can’t use one more problem solver,” Howard Nestler explains. “The last thing one should do is limit one’s possibilities to openings that everyone else seems to know about.”
According to Howard Nestler, the most dynamic advantage that marketing enjoys is that it causes companies to come to the executive whereas a conventional job search has the executive knocking on doors. “It’s not a very dignified approach for someone who purports to have superior skills.”
Howard Nestler’s comparative analysis is available to executives as well as those involved in professional job search companies.
“The better one is armed with knowledge,” says Howard Nestler, “the better one is able to succeed at a given activity.”
To read more about Howard Nestler go to www.howardnestler.org
Howard Nestler of Executive Options, who has worked for twenty-six years marketing premium executives, has discovered the key to obtaining placement in the current job market. “I’ve always understood the value of first impressions; there has to be clarity and there has to be something in the presentation that makes a corporation want to see the executive now, not a week or month from now,” Howard Nestler explains. “Most presentations lack the ability to incite such a reaction.”Howard Nestler finds that a resume cannot function to the advantage of a premium executive for a number of reasons. For instance, a resume tends to devalue a superior executive by making him or her look like everyone else. “It is absolutely the worst thing a man or woman can do,” says Howard Nestler. “An executive must do everything possible to stand out from the crowd and impress upon a potential employer his or her signature skills.”
Whether one is an executive involved in a job search or an employer seeking out talent, it would be difficult to view the current job search market without noting that things have changed and what used to get results consistently is no longer a sure thing. “In part, this is due to recent trends towards consolidating, downsizing and out-sourcing. But,” Howard Nestler goes on to say, “amid these dynamics is an overriding factor that has consequences for all concerned; the Baby Boomers. Here is a significant portion of the population that, in our parents’ era, would be retiring or, at least, contemplating retirement. I don’t think it comes as a surprise to anyone that the Baby Boomers are more concerned with prolonging their careers than they are with saying goodbye. Thus, we witness a job market that is glutted with talent.”
“Executives must take the same strategic approach to obtaining their next job as they do in increasing market share for their corporation’s products. It is the key to getting placement in a job that will be rewarding and fulfilling.”
For more info please visit www.howard-nestler.org
Howard Nestler announces the creation of an executive profiling document that focuses on the talents and accomplishments of an executive job candidate rather than his or her chronology.
“The idea is to put a man or a woman at the top of a company’s priority list,” says Howard Nestler. “Too many fine executives with highly desirable skills find themselves lost among thousands of less qualified candidates.” Howard Nestler believes these talented people must take steps to stand out from the crowd. “When an executive’s resume appears in a package of other resumes, his or her positioning is that of someone needing a job, which is a negative.” Howard Nestler instructs that a company must be made to want the executive more than the executive might seem to need the company. “This is the reason I authored this document format; people with something to say can be recognized for their brilliance,” said Howard Nestler.
Furthermore,Howard Nestler has found that, unless CEOs are aware of a candidate’s stellar qualities from the outset, a personal meeting might never take place. “I work with men and women who would be an asset to any corporation that engaged them,” says Howard Nestler.” And that should be the very first impression a CEO has of an individual if one is serious about obtaining a rewarding engagement without a prolonged delay.”
“Most executives lack the kind of visibility required to make them a valuable commodity.” In other words, they have performed their duties in previous engagements, but failed to advertise their accomplishments to other companies in their sector; their statistics are hidden from view. Howard Nestler makes the point that, “Companies should be aware of an executive’s accomplishments long before an opening occurs.” Ideally, the demand for an executive should be created in advance of a job search.
Howard Nestler points out, “the reasons an employer will put forth an enhanced offer to an executive usually have to do with the intangible qualities that are never expressed on a resume.”
CONTACT:
Ray Maher
Executive Options
(646) 485-1078 (phone)
info@executiveoptions.com
http://www.executiveoptionsinc.com
To read more about Howard Nestler visit www.howardnestler.net
Howard Nestler has cautioned a group of executives against using generic tactics in their job search campaigns. “An executive must take the same proactive approach to obtaining his or her next job as they do in increasing market share for his corporation’s products,” was Howard Nestler’s message.
According to Howard Nestler, there are far too many candidates on the job market for old-time, pro forma methods to work for premium executives wanting jobs that would suit their specific skills and offer a challenge worthy of their intellect.
“I work with men and women who would be an asset to any corporation that engaged them,” says Nestler.” And that should be the very first impression a CEO has of an individual if one is serious about obtaining a rewarding engagement without a prolonged delay,”-said Howard Nestler. Furthermore,Howard Nestler has found that, unless CEOs are aware of a candidate’s stellar qualities from the outset, a personal meeting might never take place.
Howard Nestler urged the executives to take peremptory control of their next engagement by creating a demand for the unique combination of skills that he or she brings to a job among companies most likely to be responsive in the same way that a politician markets to a constituency. Indeed, Howard Nestler has authored a unique format that gets attention from those most likely to need a premium executive’s talents by articulating his or her value concepts in a striking and concise manner.
“Probably the biggest problem an executive must overcome is the perception that he or she is in need of a job,” Howard Nestler explains. Howard Nestler also points out that it is of paramount concern to create a company’s need for the executive by way of advertising and marketing techniques. “Most executives lack the kind of visibility required to make them a valuable commodity.” In other words, they have performed their duties in previous engagements, but failed to advertise their accomplishments to other companies in their sector,” said Howard Nestler.
To read more about Howard Nestler visit www.howard-nestler.org
Howard Nestler announced to a group of individuals interested in executive marketing the “Five Reasons” premium executives are not hired when applying for jobs that would suit them and actually require their specific skills. “The first reason is visibility,” Howard Nestler told them. “Most executives lack the kind of visibility required to make them a valuable commodity.” In other words, they have performed their duties in previous engagements, but failed to advertise their accomplishments to other companies in their sector; their statistics are hidden from view. Nestler makes the point that, “Companies should be aware of an executive’s accomplishments long before an opening occurs.” Ideally, the demand for an executive should be created in advance of a job search.
“The second reason has to do with positioning,” Howard Nestler asserts. “When an executive’s resume appears in a package of other resumes, his or her positioning is that of someone needing a job, which is a negative.” Howard Nestler instructs that a company must be made to want the executive more than the executive might seem to need the company.
“Urgency, or the lack of it, is the third reason executives don’t get the jobs they deserve,” says Howard Nestler. Employers have too many options in today’s job market. Unless they are afraid that an executive will be snapped up by a rival, they have little incentive to move aggressively.
Underestimating the impact of the intangibles a man or woman brings to the position is reason four. Howard Nestler points out that, “None of these intangibles are articulated on a resume. A CEO would need to be clairvoyant to be able to see these values in an executive by looking at a resume.”
Howard Nestler believes that the very first impression a CEO has of an individual will set the tone for everything that is to follow. Howard Nestler says that, “That first impression will dictate what priority the candidate will be given and will most certainly affect the offer made to that candidate.” Asked for what advice he thought would be most important for a job candidate to hear, Howard Nestler answered. “Avoid reason five; don’t follow the herd.”
For More Information Visit www.Howard-Nestler.com
Howard Nestler, CEO of Executive Options, today began teaching brand articulation to select, upper level executives who are seeking top-level engagements with targeted corporations. The curriculum is a highly specialized one destined for individuals with leadership qualities.”The men and women who possess these skills aren’t always aware of how to articulate them in representation of their personal brand.” For this reason, Howard Nestler has responded to an evident need to give executives of this caliber the edge in attracting and negotiating enhanced engagements for themselves. Says Howard Nestler, “Their qualifications are worthy of an eloquent introduction.”
Howard Nestler observes that it isn’t enough for a man or a woman to possess executive skills. “They must know how to annunciate their brand qualities in a manner that will signal confidence, competence and certainty,” Nestler explains. “This is not the moment for one to be fumbling for words; too much is at stake.”
Too often, according to Howard Nestler, an executive will diminish the impact of an interview by spending an inordinate amount of time on irrelevant details “It can lead one to think that he or she is lacking in a certain kind of awareness; an impression that someone seeking a top level position can ill afford to make.”
“When you rise nearer the top of your profession, more is expected of you,” says Howard Nestler, “and the decisions are typically made in favor of the quick-witted and sure-of-foot.”
For more information visit www.howardnestler.net
Howard Nestler
CEO of Executive Options, today gave a speech to marketing professionals focusing attention on the ‘illogics’ of executives involved in a job search by projecting a hypothetical analogy.
“Assume, for a moment, that a man has just been hired as a marketing director for a corporate brand,” Howard Nestler told them. “The first day on the job, he gets a bright idea; one that will change the way his company does business and get him the attention he deserves.”
Howard Nestler recounts that, “…the executive proposes that the company no longer spend money to market its products. Instead, he advises the CEO, the company should find a sort of broker who could bundle the company’s products with similar products from many other companies and who would present the bundle to the consumer who could choose a product from the bundle.” The man claimed that, instead of paying marketing fees, all the CEO had to do was keep his fingers crossed and hope the consumer selected their product from the bundle.
Of course, the hypothetical marketing director was relieved of duty on the spot. “It was immediately apparent to the CEO that there was no logic to support the executive’s proposal and that the man had no understanding of how to increase the value and demand for a product.”
But, Howard Nestler points out, that is exactly how ninety percent of executives market themselves when looking for a job. “They need to fire themselves on the spot and engage a marketing director who understands how to increase the value and demand for themselves.”
Read more about Howard Nestler at www.howardnestler.org