Working in an Advertising Executive Job

If you want to reach the executive rank then you need to make sure that you perform a lot of hard work and you are dedicated to your job. Being an executive of a company is not that easy. You need to make lots of sacrifices on your personal front to reach up to this post.

But before that you need to choose your field. You must always make sure that you choose your field out of interest and not out of compulsion. There are people who would love to make a career in advertising.

They would love to get an advertising executive job. People who work in the advertising field must know how to blend creativity with business sense so that they can market a particular product. Marketing a product might not be that easy.

Marketing should be based on sociological, financial as well as psychological research. You must always remember that the advertising executive work is not very easy because they need to make sure that the process of advertising runs smoothly.

But at times it does not run smoothly and the advertising executives need to spend the maximum amount of time in office to make the system run smoothly. A lot of time is being spent on creative blockbusting, brainstorming as well as going through various kinds of research.

Working as an advertising executive means you need to spend less time in meeting with the clients and going for the advertising campaigns. Working as an advertising executive might be your dream but you must always be ready for anything. You might even have to jump from one project to the other.

You must have the capability of learning your work as quickly as possible. You might be wondering that advertising executive job is one of the hardest job profiles but you will enjoy working in this position.

Because of the hard work the executive needs to do he is entitled to a higher range of salary. The salary range starts from $20,000 and can go up to $150,000 and even more than that. Being an advertising executive a person might have to handle both the creative side as well as the details of the business.

So the person surely needs to be very much disciplined to handle both these things at the same time. For advertising executive employment you must have proper knowledge in certain things like business, English, communication and speech as well as marketing.

If you are looking for advertising executive job opportunities then you can look for them online. There are various job sites which are dedicated only to the advertising jobs. You can look for the executive jobs in the best advertising agency present in your country. Other than communication skills computer skills are also very much necessary.

For the advertising executive job you need to have software as well as application skills. An executive must be comfortable in working in a team. Make sure you can fulfill all these requirements for the job.

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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.

Good Luck!

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The Key to Executive Job Hunting Today – Are You Being Found?

Any salesman will tell you it’s easier to sell the customer that walks in the door knowing what they want to purchase. There is continuing evidence that is the secret of a successful executive job hunt in today’s marketplace is that you be found, not that you find the job opportunity. In other words if HR managers in companies and recruiters have needs they are typically not putting up job postings. Posting a job will typically cause an overwhelming response; recruiters go looking for a talented person to fill the position. Will they find you? Will they know you are looking or available for a new position? Are you available for a change?

Here’s how you become the person they will find?

1. A pictures worth a 1000 words and content is still king. You need to create a presence, paint an accurate picture that highlights your results, expertise, experience, achievements, education and causes. Does your resume make you stand out from the crowd? Were the right key words use? Does your resume mask your age? How does your resume handle gaps in previous employment or current unemployment?

2. Create a personal platform. A personal site such as a website is a simple and cost-effective way to market. A “who is” website allows you to highlight your career and have a copy of your updated resume for download. Created correctly it lets recruiters and companies find you, and approach you about an open position. This is a good place for a blog or article about your favorite topic, hobby or area expertise. This method only works for entry-level or low-level jobs. An executive job seeker’s reputation could actual be hurt by this sort of website. Think of your demographic before you go to the trouble of creating your own personal site and brand. Executives, and those seeking C-level position should not pursue this marketing method.

3. Social Media is the latest craze. But use it carefully. Keep it very simple. Remember once it appears on the web it’s very hard to take down. A simple LinkedIn profile will best serve your needs, it’s a network designed for professionals. LinkedIn has become one of the new primary resources for the tech savvy search committees and recruiters. This means a good profile is crucial to a successful search. A well crafted profile will ensure that you can be easily found. Don’t use Facebook, or tweeting for personal and professional uses. It’s highly unlikely that an executive or someone seeking a c-level position will be “found” using this method. Social media marketing is not going to land you, your next $200,000 a year job.

4. Statistics show that most executive level jobs are filled through connections. Connect to your colleagues on LinkedIn, connect at events, connect at industry conferences and symposium, connect at networking event. In order to connect you have to put yourself out there everyday. Use your existing network, to let colleagues know you are seeking a new executive job.

Remember less than 5% of all jobs are at the executive level. At any given time only a small fraction of six figure jobs are available. The packaging, marketing and sales need to be perfect. It might be a little difficult in you are an unemployed executive to think of yourself as a commodity. Fortunately, there are Executive Marketing Experts that will help you develop the strategy, create the sales pitch, and develop the complete executive package so you can find your next job. The right team of experts can make your next job search faster and more effective, so you find your executive job match today.

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Top 5 Toughest Interview Questions Executive Job Seekers Should Be Prepared to Answer

You’ve worked with an Executive Marketing Expert to create a successful strategy to find a new executive-level job or C-level position. You’ve re-done your resume, and repackaged your skill set to sell yourself to the search committees, HR directors, and recruiters. You’ve been found. You’ve made it through the initial review process and have landed the interview. And here you thought it was getting the interview that was the hard part. How job candidates at any level handle their interview in the highly competitiveness of today’s job market will determine how long you stay unemployed or whether you receive a job offer. Knowledge is power, be prepared for the questions they will ask and have a few of your own.

1. What Should I Know about You?
This is your 30 second elevator speech. In 30-60 seconds you should be able to tell the recruiter about yourself, why they should hire you, why do you want to work for the company, and how you would fit into the companies continued success. An executive job seeker should be prepared for this inevitable question. Don’t leave your answer to chance or off the cuff. Tailor each answer prior to each new job interview and practice your elevator speech on professionals.

BEFORE the interview. Your husband or wife doesn’t count. It should flow and roll off your tongue with ease.

2. What Do You Consider Your Weaknesses?

I don’t know or I don’t have any are truly not an acceptable answer. Nor is a pat cliché response of I am a workaholic or I’m a perfectionist. Even most interviewers understand the limitations of these questions. They are asking to see how you handle it. No one expects you to details all the negative elements of your personality, like I am difficult to work with and am not a team player. Your answer allows them to see if you as a job applicant if you posses such key qualities as humility, sincerity, self-awareness, zest and skill set in managing both short comings and mistakes. It’s imperative to not reveal key weaknesses that interviewers might otherwise notice on their own. Remember, that this question is a way to actually highlight your strengths.

A successful response to this question can help the executive job seeker distinguish themselves and stand out from the pack.

3. What Do You Consider Your Strengths?

What are you good at? What makes you stand out from the next candidate? What do you have to offer this particular company. How does your existing skill set fit their corporate structure?

Determine your skills based on your personality traits, knowledge based skills, and transferable skill set.

a. your Personality Traits( are you a team player, flexible, punctual)

b. Knowledge Based Skills (based on education and experience – computer skills,
specialized training, or degrees)

c. Transferable Skills (the skills you take from job to job, planning and strategy skills)

Choose 3-5 strengths that the potential employer is seeking in their executive job posting. Give specific examples to demonstrate that strength if questioned further. Scripting your answers to these questions allows you to answer clearly and with confidence.

4. What Are Your Salary Requirements?
This question is a potential mind-field, and needs to be handled carefully and with tact. I’m flexible won’t cut it, it’s vague and non-committal. Don’t say at my last position my salary was….. If you state a salary base outside of the potential employers range your executive job candidacy is over. You need to have done your research, not only on the company but your executive niche market. It will make a difference if the company is a start-up vs a Fortune 1000 or 500 company. Where the company is located in the country will also make a difference. You need to determine what is the going rate in your job market for your specific skill set, then position your salary requirements within the going rate, based on the company and the company location. It’s imperative that you do your homework. You can determine your salary once you have a successful job offer.

5. Why Are You Currently Unemployed?
This is a touchy question that can also be followed up with, how long have you been unemployed? First and foremost tell the truth. Don’t try and cover up why you left your last position. Cover-ups rarely work and usually lead to embarrassment. Also your response should be positive, this is not the place to air grievances for being down-sized, involuntarily terminated or merged out of your last executive position. You need to have an answer if you have been out of the job market for a long time or it’s been over 6 months since you where last employed at the executive level.

Fortunately, your executive marketing experts can help you prepare for your interview. You can work with your marketing coach, go through a mock interview and receive feedback on how well you answered a specific question. And if you need improvement, practice makes perfect.

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The Executive Job Seeker’s 7 1/2 Deadly Sins For Those Suffering From Executive Job Entitlement

Do you suffer from the 7 deadly sins? As an executive job seeker if you suffer from these seven deadly sins your penance could be prolonged unemployment. It’s time to explore your willingness to adapt and change in the ever competitive executive level job market. Are you ready to fix your character flaws?

1. Arrogance
You refuse to ask for help or use your existing network. You are too proud to ask for help with executive job search. Do not let your pride get in the way of your job search. Most friends, family and colleagues if they were aware of your circumstances would be happy to help. Approached in the correct manner your existing network could be your best method to finding a new executive position. Don’t be embarrassed, don’t let your ego get in the way, ask for referrals. Most executive level jobs are filled via referral, what better referral than a trusted colleague or friend. Employers like to find candidates via referral, you won’t be found unless you ask for help. If you refuse to go to your existing network, hire an executive marketing professional.

Your resume is boring, dated, and ineffective. Your resume is ideally your 1 page calling card. Don’t think it’s just a list of jobs and experience.

It needs to be cutting edge, vibrant, an effective selling tool until you have a live interview. If you are not getting the desired response from your resume, than your resume is simply not working. You most likely have no clue on how to write a quality resume, so either work with a seasoned executive marketing professional or be prepared for a lot of time consuming home study on how to write an awesome resume.

3. Laziness
You have become indifferent. You don’t know where you are going. You have not assessed the goals you want to achieve on a daily, weekly or monthly basis. To start an executive level job search without a sense of direction is useless. You are procrastinating doing what needs to get done to focus on your job search. Your bank account is dwindling, your severance is running out and you feel like you will never find another executive job. It’s time to determine you current career targets and get moving forward. An executive career coach can help you realize you can do it and there is a job out there for you.

4. Unawareness
In our technology driven world ignorance is not acceptable. Being technologically challenged due to your age is no longer an asset. You are aware of the skill sets you lack, be it computer skills, advanced certification, degrees or training. But you do nothing to gain the skills or start the advanced degrees. You refuse to step outside of your comfortable box. It’s time to break the box and develop new skills especially at the executive level. Each new skill makes your more marketable. Try embracing technology.

5. Self-Indulgence
You have years of experience, degrees, your qualified, and you expect to be paid more than your last C-level or executive level position. You neglect to acknowledge we are in the middle of a recession and the market data suggests a lower salary should be expected. You want a new position in an unrealistic time frame. You think you can find a new job in 2-3 months when in reality C-level, executive management and professional level positions can take significantly longer.

6. Fury
You had unrealistic expectations of how fast you would find a new job. You’re angry it’s not going faster, you expected more interviews, a prompter follow-up, a faster decision making process and more response to your emails requesting an update. That anger is subtly bleeding into your job search, and you aren’t even aware it’s happening. You need to embrace the process and break the rules. While it’s always important to follow instructions, when applying for a vacant position do something different, to stand out from the crowd. Think outside the box.

7. Insanity
You do the same thing every day and expect a different result. According to Albert Einstein that is the definition of insanity. Did you expect that a new job would just magically fall from the sky? Did you think because of your talent and skills a new executive level job placement would be easy? It’s time for a change of thinking. If you don’t have a plan, a marketing strategy, a daily road map for your job finding success it’s not going to happen. You most likely will need an executive marketing expert to help you create and implement your strategy unless you are a brilliant sales person and comfortable learning how to sell yourself. Stop the insanity, contact an executive marketing professional for the help you need and create your own personal road map to success.

7 1/2 Entitlement
You think you are entitled to a new job. It’s time to park the ego and expectations at the door. You are only as good as your last success, and right now you are unemployed. So until your employed again, take a step back, and don’t let your ego get in the way. Your nor entitled to a new executive job making $200,000 a year, you are going to need to market yourself and work for it. Do you have what it takes? Can you adapt and change in this competitive executive job market? Are you willing to let your sins wash away?

Visit [] – NOW was founded in 1996 to assist top-level Executives and Professionals in their career search. This demographic has special needs. Job search methods that work for entry level and middle level candidates do not work for Executives and relatively few positions at upper levels get advertised. Most people in this demographic ultimately get hired as a result of what is referred to as the “unpublished job market”.

The unpublished job market consists of jobs that are not openly advertised. Unpublished jobs get filled many ways. There may be a carefully defined opening within a company that is not advertised, or the company may only have a vague idea what they are looking for in a prospective employee. Sometimes a company may not even realize they have a need for somebody until the perfect resume comes across their desk.

Candidates have tremendous difficulty accessing the unpublished job market on their own. The traditional approach has been to network or to use recruiters. Both of these methods have severe limitations.

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