By Shane Herbert – Copestone Management

Sudden and unexpected redundancy, missing out on promotion (again), or just the realisation that the job no longer holds interest or passion, brings once dedicated and successful executives to Shane Herbert’s office to explore career opportunities.  One of the first questions he asks is “how strong is your network?’  The answer is all too often disappointing.
 

Executive Recruiter Shane Herbert reports:

At the commencement of the recent bushfire season, NSW fire authorities produced a powerful series of radio and television advertisements depicting families discussing the future need to prepare their bushfire emergency plans, while the paddocks and trees already burned around their houses.
 

In my work as an executive recruiter, I often meet people who have a similar approach to planning their next career move.  Sudden and unexpected redundancy, missing out on promotion (again), or just the realisation that the job no longer holds interest or passion, brings once dedicated and successful executives to my office to explore career opportunities.  One of the first questions I ask is “how strong is your network?’  The answer is all too often disappointing.
 
In Australia more than 70 percent of senior management jobs are either not advertised, or if they are listed on internet job boards it is often a benchmarking exercise to compare an already agreed shortlist of known candidates.  More companies than ever are looking internally or taking referrals from within their employees networks when they need to hire for a new position.  And recruiters are increasingly using proactive search to locate candidates where previously they would have advertised.  For a range or reasons organisations are taking longer to make hiring decisions, meaning that the recently unemployed executive can face frustrating months of unemployment and job search.
 

The reasons for NOT actively maintaining a professional network can sound plausible.  Busy and successful people are too focussed on achieving results for their current employer, on meeting project deadlines, on making next quarters’ bonus, to waste time networking externally.  Many feel a sense of disloyalty to even consider looking outside of their current company let alone actively exploring opportunities.  Talking to recruiters or potential future employers seems like a waste of time for both sides when one is not even looking for a new job.  However in today’s increasingly dynamic employment landscape, every executive needs to actively invest in building and maintaining their professional profile and business networks.
 

Unemployment Can Come Suddenly

In most industries the days of lifetime employment or secure tenure have long gone.  CEO and senior executive turnover is increasing rapidly in all industries.  Change of strategy, external market shocks, and short term profit focus all contribute to a trend of replacing the leadership of the organisation, project or team.  And it can happen quickly.  Unfortunately executive talent is often seen by business as a resource that either delivers the result or is replaced.  Employees who have given years of loyal service to their company are always shocked to find how little loyalty can be given in return when business results are not as expected.  “I never even saw it coming and now I am completely unprepared” is a common cry.
 

Networks Need to be Nurtured

I see this a lot when I ask to speak to referees.  Currently employed job seekers, or those who were terminated due to missing business targets, generally cannot provide referees from their current company.  When asked for past employment referees, they have often lost contact or the referee is unable to provide up to date information.  The more internal is your focus, the less people outside of your organisation can recommend your expertise or value to a future employer.  And calling someone in your network to discuss job prospects after months or years of no contact can appear inconsiderate or desperate.
 

You Need to be Visible to be Found

Headhunters, business leaders and HR managers use a variety of sources to find and verify future employees.  This can include a simple review of Linked In profiles, through to calling people in their network who may be expected to know or have an opinion of experience, reputation and capability. Even before an interview is scheduled, recruiters will often use an internet search to check the details of prospective candidates.  How visible are you?  Too many executives only update their profiles when they start looking for a job.  Profile building and networking create and develop your professional and personal brand, and help to make you stand out from the crowd.
 

Is the Grass Really Greener?

I know a client who applies for advertised jobs and meets recruiters every 3 or 4 months, even though not looking for a job.  Interviewing for a new role when you are currently confident and successful puts you in the stronger position in the eyes of the recruiter.  Talking with peers and senior managers in your industry about their organisations and your skills, keeps you on their list of potential candidates when an opportunity arises.  And benchmarking your current role, company and salary against external opportunities can help you to see if you are in a better or worse position by staying where you are.
 

Strong Networks Create Opportunities

Managers have a responsibility to look outside of their own organisation, to keep abreast of the market, and to look out for opportunities to collaborate.  Networking outside of your organisation and even your own industry provides a valuable avenue for professional development and learning from others that will not only benefit in the current role but help to make you more attractive to future employers.
 

Shane Herbert, Copestone Management Consultants

Copestone Management Consultants works with business leaders and executive teams to build high performing organisations and to deliver strategic results through recruiting, developing and engaging Key Talent. www.copestone.com.au