Since 2011, I've worked with CEOs, business owners, and board directors to help them advance their careers, thought leadership, and visibility in the market place.
I believe what’s often missing in the executive’s career plan is a leadership approach to the job and board search process.
Placing your future and fortune in the hands of others (job ads, recruiters, and job boards) is a risk and creates an opportunity cost when candidates are seeking new employment roles but are receiving no response from internal recruiters,
retained recruiters, and other hiring decision-makers.
My motivation for preparing this article is to address what I believe is the confusion and mystery surrounding the sourcing, recruiting, selecting, and hiring process for corporate candidates. I’ve encountered thousands of executive candidates who struggle to successfully navigate the search process despite impeccable
credentials and industry-leading experience.
The potentially disappointing experience with recruiters often produces the imposter syndrome response that results in a profound lack of certainty and confidence.
(Refer to our
Get Hired Up! podcast episode on Imposter Syndrome to learn more about the phenomenon common among top performers)
While the following candidate experiences
are not necessarily nefarious on behalf of recruiters and hiring authorities, they often creates opacity that’s difficult to understand when the selection process suddenly goes quiet.
I’ve prepared a short dossier to address some of the unspoken reasons executive candidates become the victims of ghosting in the job search process (based on my experience).
Ghosting refers to the sudden interruption in an advertised job search process in which the candidate is invited into a selection process and after several interviews is left waiting for a decision or status update on the role.
Additionally, I address the
advertised job opportunity that may not exist.
