OI Partners

  • Executives in Career Transition: How to Clearly Define Your Value Proposition

    July 23, 2012

    By Susan Ruhl

    Every month, I facilitate a “power networking” group for executives going through career transition services. Not surprisingly, these executives are faced with an intense and highly competitive marketplace that includes larger pools of competing candidates, sparse opportunities and a talent buyer’s market. Time after time, I have noticed that these leaders poorly communicate what they want or need.    

    The most important thing any candidate, especially a leader, senior executive going through career transition servicescan do to help themselves in the job-search process is take the time to really understand what makes them unique. Often, job candidates don’t have a good grasp on the “Why should we hire you over someone else?” question.  

    HR leaders love to say that what makes them unique is that they like to be out among the workers. So?  How does that help a company? IT leaders love to say that they understand Technology AND Business. I have yet to meet a CIO who doesn’t say that. If everyone is saying that, you are not unique. So how do you figure out what makes you different?

    One of the quickest ways to identify who you are as a leader is to think about 3-5 stories in which you were successful in past positions. Lay them out (on paper) and identify clearly the Challenge you were faced with, the Action that you took and the Result. We refer to this as the CAR exercise. Frankly, this is a vital step that will help you throughout the job search process. If you clearly understand the value that you can bring to a prospective employer, you will be able to network better, brand yourself better, interview better and assess your own needs better. 

    Once you do have a handle on what you bring to the ...

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    job seekers senior executive leader job search career transition value proposition

  • Energize Your Long-Term Job Search with These 8 Techniques

    July 16, 2012

    By Ray Blush

    According to recent news, more than 100,000 Americans are out of work longer than a year in six states. On average, 43 percent of the U.S. workers have been unemployed for more than 27 weeks! Several months without income can lead people to experience feelings of frustration, helplessness, anger and loss of control.

    As the economy gains momentum, long-term job searchers can re-energize their job search campaign using the following eight techniques:

    1. Networking 101. You have probably contacted a lot of people in your networking activities, but have you reconnected with them lately updating them on your job search efforts? How many people have you not contacted in the past few months because you have said to yourself, “I have contacted these people in the past and those networking efforts have not led to any jobs?”

    Remember the adage “out of sight, out of mind?” People are busy. They are doing more multi-tasking than ever before, and people have multiple priorities, like you! Remind your contacts of your recent job-search activities, and ask them for new networking contacts. It only takes one person to give you a lead that could eventually develop into a new job for you.

    2. Seek Professional Assistance. Have a professional re-write your resume. Contact a career coach who can give you assistance with your job-search campaign. Read books on the subject like What Color Is Your Parachute by Richard Bolles or Rites of Passage by John Lucht. For people seeking professional positions, write a “Hand Bill” or “Strategy Matrix” to accompany your resume. 

    3. Get Out of the House. Don’t spend all of your time looking for positions using the Internet. Get out of the house and meet people by attending job networking meetings, Chamber of Commerce events and volunteering at local ...

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    job seekers job search networking social media job hunting social networking

  • How to Ease High Potential Anxiety

    July 02, 2012

    by Patty Prosser


    High potentials are the focus of high anxiety among employers, and they have been receiving a higher priority because of it, according to several surveys by OI Partners:

     

    1.     Worry: Employers are more anxious about turnover of high potentials than for any other employee level. 90% of organizations are concerned about losing high-potential workers in an improving job market.

    2.      Past Turnover: High potentials have the highest turnover rate of all organizational levels. 30% of employers have reported an increase in departures of high potentials.

    3.      Future Turnover: High potentials are considered most likely to leave. 48% of companies regard high potentials as their greatest flight risk.

    4.      Succession: 49% of organizations consider high potentials to be their second biggest source of future leaders, behind only middle managers (chosen by 52% of survey respondents). However, 37% of businesses report they do not have enough high-potential employees on board.

     

    What's an employer to do to ease this high-potential anxiety?


    Executive Coaching

    Employers are more often providing executive coaching programs to high potentials and for a variety of reasons, according to the OI Partners surveys:

     

    −      Increasing: 40% of companies forecast an increase in offering coaching to high potential employees, while only 6% predicted it would decrease.

    −      Leadership Development: Sharpening the leadership skills of high potentials is the top reason why organizations are utilizing executive coaching (chosen by 43% of respondents).

    −      Retention Strategy: Coaching programs are the second most popular method being used to help retain high potentials, behind better compensation and benefits. 40% of organizations are employing coaching as a retention tool for high-potential employees.


    Financial Incentives

    Employers are also offering financial-related incentives to retain high potentials:

     

    −      Better compensation and benefits are ...

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The vOIce

The vOIce is written by many of the managing partners of OI Partners. Topics include our ideas on how you or your organization can be effective in areas related to career development, executive development, workforce development, career transition and more.


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