How to find a job for a former boss. Where to find a good top manager? Inertia in the negotiation process

There are quite a lot of companies in Russia that are looking for employees. According to some estimates, the volume of the market exceeds 25 billion rubles, which means thousands of jobs.

The largest in terms of numbers are recruiting companies, they can employ more than 500 people. This is a streaming business, employees of such agencies can employ 10 or more people per month. The agency's commission averages 1-1.5 monthly salary of the candidate. If you need an accountant or sales manager, you will contact one of these companies.

The elite of the market are executive search agencies that fill vacancies for top managers in the largest companies (most of the companies included in the Forbes list, as a rule, are clients of executive search agencies). This is an exclusive and expensive service, each search is unique in its own way and is carried out only on an advance payment. The agency's commission averages 4-5 monthly salaries of a candidate, that is, an invoice of 5 million rubles for the service of selecting a top manager is a common thing. A good indicator for an executive search agency consultant would be 8-10 closed vacancies per year.

Management selection is a rather new phenomenon, it combines elements of executive search and mass recruitment. Such agencies are looking for top managers in medium and large companies, as well as second line managers in large companies. As a rule, such a search is carried out without prepayment, the agency commission is about 3-4 monthly salaries.

The commission of the agency is on average 4-5 monthly salary of the candidate, that is, the bill in 5 million rubles for the service on the selection of a top manager - a common thing

As a rule, executive search and management selection do not exist in their pure form. Since these areas are very close, most companies fulfill both orders, perhaps more gravitating towards one of them. If we are talking about a classic executive search, then the customer pays for each of the stages of the search - as a rule, 1/3 before the start in the form of an advance, 1/3 after the short list is provided, and the balance after the candidate enters the new job. Since this process is complex, long (from two to three months to a year), expensive and not always justified, recently in great demand enjoy the services of management selection companies.

The executive hiring market is highly segmented. Companies with 30-50 employees are considered large. There are about five of them in Russia. At the same time, there are quite a lot of small agencies (from 5 to 15 employees). They operate in the same market and with the same clients and specialize in several sectors, unlike large companies that have many industrial practices.

I am a consultant Purehunt is a small company that specializes in working with investment, management and holding companies, as well as with large banks. We are looking not only for financiers: the holdings include a variety of businesses, from retail to the oil industry, so I can simultaneously deal with, for example, the search for an investment director for a fund and CEO transport company.

The main difference in the search for leaders is in technology. The task of the recruiter is to find the best candidates in the market, even though most of them are not in active search, and in general, top managers rarely post resumes on career sites.

List of candidates

Direct search technology used by executive search agencies looks like this. First, the agency consultant meets with the customer and discusses in detail with him all the details of the search in order to form a position profile and discuss the search strategy.

Then a long list is compiled - this is a kind of market map, a fairly impressive (100 or more names) list of professionals, often from different industries, who, in the opinion of the agency, may be suitable candidates for a vacancy. When compiling the list, many factors are taken into account: the size of the company, the structure of owners and corporate governance, internal culture and others. The process is creative and labor intensive.

The reason for the search for a top manager is very important. For example, if this is a replacement for a person who left for competitors, then the list will first of all include those companies that are similar in size and structure to the client company. It happens that a company hopes to "buy" some kind of expertise in a new manager - then you need to look for companies where it is present. For example, if the IT sphere sags, try to poach the IT director from a technologically advanced company. It happens that companies are looking for leaders under specific task. When the owners want to sell the company to a foreign investor, for the role of the first person or financial director they will look for a person who knows how to communicate with investors and understands their psychology well, which in the end will provide a higher price.

Social networks, especially LinkedIn, help a lot in compiling a list of candidates. The search is rarely conducted "in the open field". Many candidates end up on the long list from the agency's fairly extensive database. It is updated based on past searches, in addition, agencies receive information about graduates of leading business schools, collect data from professional communities, from conferences, and so on. Good headhunters should be aware of all career news. They are often approached for advice or recommended strong candidates.

Communication with applicants

After the long list is approved by the customer, headhunting actually begins. Agency consultants call up candidates to see if the information about them is true, conduct interviews with those who fit the description and are now open to options (or are just ready to find time to meet with the hunter).

In 90% of cases, a conversation with a headhunter is not refused. As they say, they don’t take money for asking, and we rarely hear the answer “I’m not interested in anything, thank you”. The open question "Are you looking for a job?" you can’t ask, since, most likely, the answer will be “no, I’m not looking.” The consultant can call “just to get acquainted”, ask about plans and prospects, ask what vacancies may be interesting now and in the future. When the conversation starts, then you can already discuss the specifics.

Of course, there are anecdotes. Often you can hear the question "where did you get my phone number?". But the candidate (whose phone, by the way, was publicly available on one of the social networks) responded best of all, who said that my call was an infringement on his personal life and he would be forced to transfer my contacts to the security service of the presidential administration. Whether he handed them over or not, I don't know, but the "people in civilian clothes" didn't bother me.

However, one of the clients prerequisite set that the candidate we were looking for was handsome

Based on the results of all meetings with candidates (there may be more than 50 in some cases), the client is provided with a report on the work done - short list. It includes those who most closely match the original brief - ready or not ready to consider job offers. There are times when a client wants to communicate with someone from the list of "refused" - and here everything depends on the skill of the headhunter. With a probability of 90%, a good hunter will bring any person to the meeting, but, of course, he cannot guarantee that he will not refuse again after meeting with the client. Still, we are intermediaries, and decisions are made by the participants in the process - the candidate and the client.

Together with the resume, the agency provides a detailed report on the candidate, describing the strengths and weaknesses, successful projects collects recommendations whenever possible. The short list usually includes about ten people who have to go through several meetings (their number varies from 1 to 10 or more) on the client side. Upon their completion, a pool of finalists is formed (usually no more than 3–5 candidates). As a rule, the decision to hire a top manager is made by the board of directors.

Headhunters are recruited to find the most professional staff On the market. The element of personal sympathy is also important, but usually not decisive. However, one of the clients made it a prerequisite that the candidate we were looking for was a handsome, and handsome man. From them, we received, for example, such feedback following the results of meetings: “very squinting eyes”, “proud of connections and education”, “full, leg twitching”, “good work experience, meticulous, obligatory, “seemingly very inhibited, and chubby”, “drank three whole cups of coffee with cream”. We work in the client business and always respectfully and sympathetically treat any requirements of customers, but we still decided to refuse further work on this project.

How future bosses are evaluated

The job of a headhunter is largely sales. First, myself as a consultant to the client, then vacancies to the candidate, and finally - the candidate to the client. Top managers, as a rule, are not looking for work and have a rather busy schedule. What might interest them? There can be many options: someone is attracted by the opportunity to manage more big business, someone is bored in a stable company and wants rapid growth and development, someone has outgrown his position as a deputy and dreams of a position of the first person. Nobody canceled a higher salary as a motivation factor either, but usually for top managers money does not come first. Cases when a person is bought out, offering an income two, three, five times higher than the current one, are infrequent.

In turn, the consultant during a personal meeting should try to most objectively assess the candidate. Tests, cases and similar tools are rarely used, in most cases they are already given by the client himself.

Fundamentally, the interview for the position of CEO is not much different from the interview for the position of sales manager. The devil is in the details. It is important to understand that most top managers have excellent presentation skills developed over countless meetings. There is no clear algorithm that will allow one hundred percent probability to assess the candidate's competencies. There are many different tests that help assess leadership potential, teamwork skills, stress tolerance, etc. However, tests are not a panacea. First, for qualitative assessment you need about three or four hours, which means that they are definitely not suitable for the first filter. They can be used in the "second round" when you need to choose from three to five strong candidates. So now, just like a hundred years ago, the main working tool of a headhunter is interviews and collection of recommendations.

The questions and the structure of the interview itself depend on the specific position, but there are a few basic things that you need to find out about the candidate: what a person has been doing for the last ten years and how a new employer can attract him, what result he has brought to the business, how much he is able to think strategically, accept long-term decisions, manage people, what kind of corporate culture is used to.

Anyway, certain element Manipulation of information is always present: candidates tend to exaggerate their merits, clients may not talk about certain disadvantages within the organization, but cases of outright fraud are rare. If a strong candidate comes to the company and sees that all the golden mountains that were painted during the interview exist only in the fantasies of the shareholders, then he will very quickly start looking for a new job.

The task of a headhunter is to eliminate these discrepancies, although you can’t foresee everything, of course. There was a case when a person made a decision to move to the position of vice president in a very large and well-known company. Spoke every possible detail official duties, compensation package, company car brand and so on. The discussion dragged on for a couple of months. The company also approached the choice responsibly, we collected recommendations from all past jobs. On the very first working day, the candidate found out that he was not entitled to a separate office (I forgot to ask about this earlier), and in the evening the manager spoke to him in a harsh manner. This was enough for him to quit the next day. The story ended well: we were quickly able to find a replacement for him, and the candidate was helped to get a job in another place, where he took root and has been working for a long time.

How much do top managers get

It is pointless to talk about the figures “on average for the hospital”, since the spread will be too large, from several hundred thousand rubles a month to millions. As a rule, the income of top managers consists of a salary, an annual bonus (on average from 0.5 to 1 annual salary) and a long-term motivational program (may consist of an option for a block of shares, an additional bonus for meeting certain KPIs, for example, reaching a target by revenue). Separately, there is a social package: a corporate car, insurance for family members, compensation for accommodation if relocation is expected, etc.

When you see messages that “the manager of company X earns 10 million rubles a month”, you should understand that most of this money is just a bonus.

What happens in a crisis

There are no mass layoffs of top managers yet. It makes sense to wait until the end of the year - perhaps then the crisis will already be noticeable, especially in those industries that are at risk (retail, engineering, retail banks, real estate, consulting, etc.). The process of hiring and firing executives is time consuming and expensive. Typically, executives get a good payoff when they leave, so companies don't rush. And companies that have been less affected by the crisis (for example, export-oriented production or some investment companies) may even raise management salaries to compensate for the change in the ruble exchange rate.

The agencies themselves, like all consultants, have a hard time during the crisis: orders are getting smaller, competition is growing, so that weaker players lose their positions or completely leave the market. Helps to get through hard times good reputation, a strong team, a well-chosen strategy and the ability to reduce costs without compromising the quality of services.

The search for top-level specialists, or executive search, occupies a special niche among all areas of selection. Managers are rarely looking for a job, so the specificity of such a selection is also in the ability of a recruiter to wait for the right moment and make a really interesting offer. We found out from the experts how the most important ones are hired and why sometimes a well-timed cup of coffee plays a decisive role.

Applicants for leadership positions search by HR within the company or apply to agencies with executive search experience. The work begins with a detailed discussion of the conditions and requirements.

Make an action plan

It is better to involve everyone who will influence the decision making in the discussion. Usually this is a headhunter, the future leader of the candidate and the leader of the “+1” level, who has the final say in the selection. At the first stage, the recruiter is expected to help match the company's requirements with the market situation. As a result of joint work, a clear vision emerges of which professional and personal qualities must possess the ideal candidate.

The experience of communicating with top specialists from target companies in relevant positions helps a headhunter to form an adequate request for a position. A novice recruiter can use personal contacts and open sources of information from Google search to thematic professional forums, ask colleagues and partners for advice.

The next step is to prepare for the search. The selection of top specialists cannot start from scratch. As a rule, companies already know good candidates working in the right market segment. And HRD, which monitors the career reshuffles of competing companies, can come to the beginning of the search with a full-fledged long list - a list of all the tops that somehow meet the formal vacancy criteria.

Then communication with candidates begins: the first calls and agreements. This is how a short list is formed - a list of 2-3 names of professionals who most closely match the job description and are potentially ready to discuss the conditions. With this list, the HR is again sent to the manager, who has already coordinated the meetings and finalizes the selection.

Search among your

Major players in the labor market are also looking for top specialists in the industry through their own talent pool: “In most cases, when considering external candidates for vacancies, we give preference to candidates with suitable experience. For vacancies for which relevant experience is not required, we will rather consider a candidate from the internal personnel reserve", - says Anastasia Verevkina, Executive Director, leader of the executive recruitment team of Sberbank PJSC.

It is important to start communication with a candidate, armed with all the knowledge about his position, prospects and the general situation in the industry: “If a high-level candidate understands that you are sensibly assessing his current position and offering something at least as high as you understand business, industry - with a high degree of probability, he will agree to a meeting, even if only out of interest: to find out what is happening on the market, ”says Elena Semenova, head of the professional selection group in the field of Production & Logistics at the ManpowerGroup personnel company.

“The most important secret: to communicate like a person to a person, no matter how trite it may sound. If a recruiter sounds like an automatic survey from a bank or insurance company, the potential candidate's first reaction will be protection from possible spam. Moreover, using the direct search method, we reach candidates who are not yet thinking about changing jobs. In the first seconds, the tone, the pace of speech, goodwill, the ability to hear, to succinctly formulate the purpose of the call are especially important, so that the candidate assesses whether it is convenient for him to continue the conversation now or later,” says Elena Semenova.

Search within the industry also implies a risk in the case when a company fails to interest a professional: “There were examples when we understood that if a candidate does not come to us, but goes to competitors, we lose a lot of money. These risks, of course, are always calculated. But such questions of choice for the candidate are not solved by money. Therefore, it is definitely worth spending time on negotiations and additional communication with a good candidate,” - Ksenia Volkova, Executive Search Manager from MTS.

Often a conversation with a potential applicant for a vacancy begins with a simple invitation for a cup of coffee to learn more about the company and conditions, says Irina Egorova, Executive Director - Business Partner for Human Resources of the Wealth Management block of PJSC Sberbank: “Well-known professionals who are not when looking for a job, they are much more willing to “just get to know each other” than to come to an “interview for a vacancy”. Not to put pressure on candidates, but to interest them gradually - this is also important in our work. We had many cases when a candidate initially refused to consider job offers, came “just to get acquainted” for one or a second interview, received more information about the tasks, about the company, and as a result came to work with us. So, for example, the Director for Medical Projects joined the Wealth Management block this year.”

Invite a top manager from a related field

The market for top professionals in every industry is fairly transparent. This often determines the specifics of the search: “If we are looking for a person with expertise only in the telecom industry, then we already know all the candidates. They, as a rule, have already worked with us, and some even came for the second time. Our search method in this case is to allow for the possibility of considering candidates from a parallel industry,” explains Ksenia Volkova from MTS.

“For example, I have an interesting candidate. She has never worked in telecom, but I saw from her skills and experience that this person will be able to launch very interesting projects with us. At the same time, the candidate was not in the search. Within 9 months we met with her several times. Over dinner or coffee, they discussed why she needed a telecom at all, how it would change her from a professional point of view, ”says Ksenia.

A candidate from another industry is valuable not for relevant experience, but for skills applicable in the company: “At the top management level, it is often not so much specific applied experience in the industry that is important, but skills and competencies that are applicable to various industries. We call these skills transferable skills. For example, optimization and implementation of processes; product development or innovative technologies; strategy and methodology and so on. It is also important for us that the candidate complies with the competency model (soft skills) adopted at Sberbank,” says Anastasia Verevkina, Executive Director, Leader of the Executive Recruitment Team of Sberbank.

For a business that is focused on projects in areas new to itself, an outside specialist can be more useful than a familiar candidate from the industry. “All the positions that we are now opening are aimed at a new line of business. Therefore, we are looking for super flexible people with an understanding of processes design work. It is important that a person be ready that the project can work for 2 months, and then close or be on pause, that the product strategy may change. The one who does not know how to adapt, who cannot look at the task from a new angle, will not fit here, ”says Ksenia Volkova.

The scale of tasks with which the candidate worked also becomes an argument when choosing. Personal experience of doing business also forms a certain image of a top specialist and can influence the decision of managers and HR, says Ksenia: “We have a lot of employees who led their successful business, and now with this experience they have come to us, on a more serious scale. Such experience also contributes to making a decision in favor of the candidate.”

How to survive rejection

If the manager refused a candidate who seemed ideal, this always indicates an error in communication between the employer and the recruiter, says Elena Semenova: beginning), or they have changed. It is also important here how well the client and the recruiter worked together: is there a detailed connection on resumes and interviews, was it possible to quickly adjust the understanding of the profile and search.”

When a recruiter receives a refusal from the candidate himself, you need to understand the reasons or change the style of communication. Often a person refuses automatically, because executive & direct search involves communication with candidates who are not looking for a job right now. In this case, a second call helps, Elena believes.

“There is nothing wrong with calling back at a different time. The main thing is to sound adequate, to argue, not to start a conversation from scratch. For example: “I remember that you have an interesting project right now. But perhaps I can briefly tell you the essence of the matter? I would be grateful if, as a professional in this field, you would recommend someone if you yourself are not interested.”

Even in case of refusal, the recruiter can guess when the specialist will be ready to return to the conversation about a new appointment, explains Anastasia Verevkina: “If candidates refuse to meet, we often have an understanding of when and with what offer we can return to them. However, we try to keep in touch and professional communication with them on a regular basis and periodically return, we are interested in changes in their lives, plans for the future.”

Don't lose touch

When all negotiations are over and the candidate nevertheless accepted the offer of another company, it is easy to give up on everything and refuse any further contacts with the failed colleague. But for strong and promising leaders, recruiters are ready to fight to the last. And then a little more.

According to Ksenia Volkova, to keep a good relationship after failure is very important. There is a case in the history of MTS when a candidate, after a long communication, went to work for competitors. But now, a year later, he is ready to change his mind: “The candidate went to our competitor for exactly the role for which I negotiated with her. Throughout the year of her work with competitors, we continued to communicate. Now we are at the stage of the offer. This person has already gained experience in telecom and will come to us for a hyper-interesting task.”

“We live in the world of networking, and from any point of view, maintaining contacts with candidates is profitable, and just interesting. People change jobs and fields of activity, candidates become clients and vice versa, and even friends. This is one of the advantages of working in consulting - the ability to shape your environment and information field,” says Elena Semenova.

“The banking community is quite narrow, and candidates often recommend their friends, colleagues and well-known market professionals. We build good business relationship with candidates, we carefully store information about them in the database, so that when new projects are launched, we can make them an interesting offer,” explains Anastasia Verevkina.

Executive search is the pinnacle of the recruiter profession. If you have never selected top employees on your own and do not want to take risks, you can entrust this task to an experienced performer at.

The CEO is one of the scarcest top managers. Any headhunter is happy with an experienced CEO, and yet the tops are looking for work for several months.

To speed up this process, you need to use all the most effective tools job search.

How to look for a job as a CEO?

The current situation in the labor market is paradoxical. On the one hand, companies are increasingly experiencing a shortage of top managers. The demand for CEOs is especially high. It would seem that under such conditions, qualified managers should be snapped up on the fly. However, many experienced professionals who know their own worth are looking for a decent job for half a year.

The essence of the problem lies in the fact that in Russia the mechanism that balances supply and demand in this market segment has not yet been debugged. Faced with the problem of finding a job, managers do not understand how to approach this issue: where to start, who to contact. In turn, employers cannot formulate who they need, and at the same time they often underestimate the real cost of a top manager. As a result, the search process is greatly delayed, which is detrimental to both parties.

How to speed up the job search process and not end up on the bench?

Personal connections

The most effective employment mechanism is networking. According to the internal statistics of Russian and foreign executive search companies, more than 70% of top managers find jobs through the so-called social networks.

Starting the search, first of all, "raise" all your formal and informal acquaintances, analyze them and make a list of contacts. Focus not only on those people with whom you communicate at the moment. Remember with whom you studied at school, university, as well as acquaintances who have good connections. An intermediary can be not only a person from a professional environment, but also a personal hairdresser, a swimming coach and a casual acquaintance.

Call everyone and inform about readiness to consider interesting proposals and projects. Some top managers are afraid to make such calls, believing that it can damage their image successful person, and close to themselves the most efficient way job search.

In the practice of Olga Chebotkova, partner of TRANSEARCH/Top Hunt International, there was a case when an experienced top manager, an MBA graduate, searched for a job for half a year to no avail. After listening to Olga's arguments, he wrote an information letter and sent it to the addresses of the MBA graduates with whom he studied together. Literally 15 minutes after that, one of his classmates called him and offered to take a position for which he had not been able to find a person for several months. And for two years now, the top manager has been successfully working in this company.

executive search

Another way to find a decent job is to apply to an executive search company. Often, really non-public top managers do not come to the attention of employers and headhunters, even if they work effectively. To be noticed in the labor market, you need to make yourself known. And to do it efficiently, it is best to seek the help of professionals.

It is better to start "befriending" executive search consultants before the "thunder strikes". Even if you're not thinking about changing jobs right now, do some ES market research, get referrals from peers, and pick a few recruitment agencies, which you can trust (in any case, there are no more than 10-15 industry leaders in Moscow and 3-4 in St. Petersburg). Write or call these companies. By providing information about yourself, you will be included in the database of headhunters, after which you will be "in mind". Perhaps you will be asked to recommend one of the familiar professionals - this is a good opportunity to "fix" relationships with consultants who will continue to offer you the best vacancies.

However, it is worth remembering that the client of a headhunter is an employer, and your demand will depend not so much on your readiness to change jobs, but on whether the consultant has a specific order.

Internet

The Internet as a job search tool for the CEO is less effective than what social media provides. In addition, it is difficult to maintain privacy on the Internet. Of course, you can create a "blind" resume: indicate a different name, remove the names of companies in which you worked before, but such a policy is not welcomed by employers and executive search specialists. By doing so, you risk causing more damage to your reputation. Therefore, it is better to choose a fair game.

However, one should not miss such a potential source of offers as the Internet. For example, HeadHunter.Ru makes it possible to maintain confidentiality by using various resume visibility modes, for example, “available to registered companies, except for selected ones” or “available only to listed companies”.

In addition, the Internet is the most open source of information about employing companies and a space that helps strengthen contacts. In particular, by posting resumes on job search sites, you attract the attention of headhunters, most of whom actively use online resume databases.

Positioning

An important component of a successful job search is the correct positioning among acquaintances and professionals. You should be known as a person who does this and that, knows how to do this and that, works in such and such an area or has such and such interests. This is necessary in order to be remembered if necessary and recommended to friends.

Of course, the further away the person who recommends you is in the professional world, the less clear will be his understanding of your interests and requests. Despite this, openness and a principled willingness to talk about what you do and what you want is very important.

Sometimes offers are not received simply because you are considered closed and not ready to make contact: “too successful”, “too expensive” or because they don’t know anything about you.

Articles in professional publications and speeches at business conferences are also a good way to "stake out" the professional field and be in the public eye. The latter method should not be underestimated, if only because the conferences are actively attended by recruiters and journalists. According to our observations, 25–30% of new speakers change jobs within 2–3 months after their appearance in public.

According to a survey conducted back in 2011 by the Executive.ru community, top managers more often than other categories of employees face age discrimination in employment.

Then respectable age prevented 15% of respondents from finding a job as a director (against 13% of middle managers). According to our observations, today this trend has only intensified, and leaders, in general, have become younger.

Among the reasons for this:

rapid economic growth

"overheated" labor market - many job offers with pay below the level of specific top managers

focus of young professionals on their careers

To understand how a top manager can find a job after 50, let's look at what companies are really afraid of when they refuse to hire senior executives.

• Little flexibility

  Most often, older leaders are seen as people from the Soviet era.

  Employers are afraid that such directors have been brought up by a rigid system and will not want to be retrained in order to comply with modern approaches to management.

  For example, according to popular Agile methodologies, the leader must not only coordinate the actions of the team, but also perform part of the work.

• Other corporate culture

  It is important for the employer that the new manager fits into the young team if the total age of the employees is small. Or to make it comfortable for a mature leader to obey the young owner of the company.

• Too much experience

  Potential employers are wary of managers with 30 years of experience in the profession and in life.

  Few companies can offer them appropriate payment terms. And if the leader goes downhill, they are afraid that the “overqualified” will not have enough motivation to work for the result.

1. Focus your efforts on the medium business segment.

   If earlier many managers went to startups, now this option is irrelevant - too many of them burn out.

   IN large companies usually a tougher selection, and small businesses simply do not need such a volume of knowledge and skills yet.

2. Choose a "loyal" industry.

   The most severe with age is in the IT sector. You will have to constantly relearn and prove that you keep your finger on the pulse of digital technologies. Also in adulthood it is difficult to find a job as a director in finance, services and FMGG.

3. Show the seriousness of your intentions.

   To alleviate employers' concerns about your motivation, show that the novelty you're looking for isn't just about work tasks and future income growth.

   Perhaps you have been attracted to this particular field of activity or a special corporate culture for a long time.

4. Personalize your resume.

   Do not describe your entire experience in detail. For a particular company, emphasize exactly those skills and experience that may be of interest to it, we talked about this in.

5. Focus on your strengths.

   Especially if they look favorably in contrast with the characteristics of young candidates.

   You have more practical experience, no rose-colored glasses and overstated ambitions, a high level of responsibility and self-discipline. You are capable of achieving results - so show the financial benefit that you will bring to the company.

6. Be open and friendly in interviews.

   Arrogance combined with a wealth of experience suggests that you go to this company only for a while, until it turns up Best offer. Be confident, energetic, but refrain from self-praise.

   Show that you continue to improve your skills, discuss modern approaches to management and new technologies.

7. Build on established contacts.

   Although the dating option doesn't work well these days, you can get good referrals.

   Personal connections will be helpful if you choose the entrepreneurial path instead of being employed. Or decide to change the field of activity, for example, to one.

   The best answer to the question "How to find a job after 50 years?" sounds like this: get out direct employer. And this is one of the priority areas of job search for our clients.

How to find a job as a manager without experience

The problem of employment is also acute on the other side of the age barrier.

Less than half of companies "grow" leaders within their structure. More often they are hired from the outside to gain access to existing developments and a fresh vision of the situation.

Again, a lot depends on the area. Young and ambitious leaders are building a career in IT companies, and are also in demand for the positions of marketing directors.

Otherwise, you can focus on those companies in which business processes are debugged and there is no need for major changes. Then it is beneficial for them to hire a young and motivated leader who can be trained if necessary.

Therefore, do not raise your salary expectations to show that career growth is more important to you.

In your resume, focus on those responsibilities and projects where you made responsible decisions and interacted with the company's partners.

In addition to the baggage of knowledge and energy, your inner maturity is important.

The employer should see that you are sensibly assessing the situation and will not be offended by constructive criticism and advice from more mature colleagues. And do not rush to break an effective business model just because it is “old”.

Using the example of real companies, we see that teams of diverse age are more productive and attentive to the needs of their customers, and age is not an obstacle to a successful career.

To understand how to find a job as a director if you are 30 or 50 years old, discuss your situation with a career development partner. We will determine the possibility of a free meeting after reviewing your resume.

When looking for a job, a lot depends on the position that the applicant is applying for: a CEO, an IT specialist, and a secretary must act differently when looking for an employer. What type of applicant are you? Determine this and develop the most effective job search strategy in your case.

According to Superjob research, the entire labor market can be divided into 4 segments. And the search for a job in each of them has its own characteristics.

Bulk positions
Who is this? The list is quite wide. Bulk items include, for example:
- sales staff (sales managers, sales representatives, consultants in stores and online stores, cashiers in supermarkets, etc.);
- insurance agents;
- workers;
- employees of hotels, restaurants and cafes (waiters, hostesses, administrators, maids);
- drivers;
- loaders;
- security guards, etc.

What do you need to know? It is easier for representatives of mass professions to find a job: competition is usually low, those who have posted resumes are often invited for interviews.

How to look for a job? Among the applicants for mass positions, those who filled out the resume fully and competently stand out favorably. When describing your qualifications, place the accents so that it is clear that you best meet the requirements of the chosen vacancy.

Before sending out your resume, select really interesting and suitable vacancies for you - by salary, location, functionality, etc. Be prepared for group interviews and questionnaires - such recruitment methods are typical for mass positions.

Narrow professionals
Who is this? Applicants working in a specific field, in addition to the general vocational training acquire unique skills. For example, the methods of work of a marketer in an online store and a marketer at a machine-building enterprise are different, which means that the skills of specialists will be different. Programmers of different specializations are also not interchangeable, although they received a similar basic education.

The "narrow professionals", for example, include:
- marketing, PR specialists (it is important for the employer which products you promoted);
- specialists in information technology(the list of possible specializations in this area is wide - these are programmers in various languages, IT product implementation specialists, SEO optimizers, testers, etc.);
- construction specialists (architects, foremen, etc.);
- engineering and technical workers (engineers, designers, designers, surveyors, electronics engineers, technicians, agronomists, etc.);
- lawyers specializing in corporate, copyright law, international lawyers;
- research analysts;
- in the field of HoReCa - sommeliers, cavists, tasters;
- IFRS accountants;
- doctors of narrow specialties.

What do you need to know? The competition among narrow specialists is low, but there are not always many ideally suitable vacancies for them either. As a rule, the employer is looking for specific skills in the resume that his company needs - for example, a design engineer with experience in working with certain software or a lawyer with experience representing a company in international arbitration may be required.

How to look for a job? First of all, tidy up your resume: it should be as concise as possible to describe your professional experience. Indicate exactly how you performed the tasks, what means you used and, most importantly, what you achieved. Try to describe your achievements in the language of numbers (for example, the citation of company speakers in the media has doubled over the year of your work as a PR manager). Give examples of successful projects - perhaps a portfolio would be a good solution.

Sometimes it makes sense to indicate a related profession in the title of the resume. For example, if you are a wine expert, then the number of views of your resume can be increased by calling it not just “Kavist”, but “Kavist / Bar Manager” or “Kavist / Sommelier”.

It is also useful to study the labor market and make a list of potential and interesting employers. This way you will be aware of many events, and this in itself is a competitive advantage.

Specialists you need to know in person
Who is this? These are specialists for whom not only professional, but also partly personal qualities and / or appearance are important. First of all we are talking for professions such as:
- personal assistant, personal assistant;
- assistant secretary;
- fitness instructor, personal trainer;
- governess;
- representatives of the sphere of art and entertainment (TV presenters, actors).

What do you need to know? The competition is high, but such specialists are often invited for interviews: one resume is not enough to evaluate, for example, a TV presenter or personal assistant. Recruiters want not only to read about the candidate's work experience, but also to make sure of his personal qualities, charm, ability to communicate with people, in accordance with his attitudes to the corporate culture of the company. Sometimes looks matter too.

How to look for a job? Attach a photo to your resume - read here for information on how to choose one.

Be prepared for frequent meetings and a large number of interviews. The interview is your everything: this is where you need to make the most of yourself.

When preparing for an interview, be sure to think about your appearance. For example, when a programmer comes to an interview in an extended sweater, then most likely the recruiter will treat such “eccentricities” with understanding. But for a personal assistant to a manager or an actress in an interview, the wrong clothes are already completely unacceptable. So choose your clothes for the interview according to the situation.

It is also important for “specialists who need to know by sight” to remember that before being invited to an interview, recruiters will certainly look for information in in social networks and blogs. Use it: make your pages on popular resources job assistants. Remember: a potential employer can be repelled by both complete absence information, and too high activity of the candidate (especially in network games), offensive remarks (especially about former employers).

The most difficult positions to close
Who is this? The most difficult job search for such categories of applicants as:
- top managers;
- scientists;
- media workers, etc.

What do you need to know? Perhaps these applicants have the hardest time of all: competition is high, few are invited to interviews. Employers not only carefully read the resume (which means it must be issued on highest level), but also ask for recommendations, get acquainted with the profiles of candidates in social networks, study them professional achievements according to open sources (for example, publications about the candidate in the media). Be ready for such attention to your person.

How to look for a job? The secret of successful employment is to involve all channels of job search. Use your professional connections, do not forget about the opportunities of profile groups in social networks. Do not expect immediate gifts from fate: a candidate for the position of CEO will probably have to present his vision of the company's development to the board of directors, and a potential media editor-in-chief - to present, for example, a plan to attract a new audience. In any case, senior managers should be prepared for a long job search.