We all receive hordes of lists at the end of one year and the start of the next. Top 10 this of 2014. Top 5 that. So on first take, I was prone to ignore a release from JMJ Phillip Executive Search on the top five career mistakes executives made in 2014 when pursuing a career move.
Mind you, these “mistakes” aren’t even confined to HR executives. All the more reason to disregard.
But on second read, I decided to share it because every executive, HR or otherwise, could use pointers on what not to do to get where he or she wants to go. And these were put together by an executive search firm — “the top five mistakes our search consultants witnessed in 2014,” as its release states — so they’re not exactly being pulled from thin air.
The first no-no is to focus too heavily on a hypothetical bonus that may or may not come from your current, soon-to-be-previous, employer. As one “high-level executive” told Phillip’s researchers:
“You cannot keep looking backwards. Your future is in the hands of your new employer. So I lost some bonus money, not every step is forward and career growth certainly isn’t linear. If the job is worth taking, it’s worth taking whether you get your bonus from the old company or not.”
As Phillip’s release puts it, “one thing to think about before you sit down to talk compensation, if you’re flinging out wild numbers about a bonus that ‘may come,’ your chances of getting the job are going to go down.”
Second, the consultants found, was what they list as “relocation bi-polarism.” While executives “know the game [and] how to make a career change …,” they write, “we witnessed something in 2014 that was a bit disturbing. Companies often complained about candidates, be it from a firm or their own internally sourced, backing out in the 25th hour because of relocation.” They go on:
“If you don’t want to move, you need to figure that out early on in your career search, ideally before the first interview and absolutely no later than after the first interview. If you fly out somewhere three or four times only to back out, wasting people’s time may not go well for your reputation.”
Third is playing “hide the compensation.” In short, the release says, “nothing seems to stop an offer in its tracks faster than withholding what you are currently earning.” It continues:
“We know it’s a point of leverage and you don’t want them to lowball you, but we look at it from a different light. If the company see’s your value, [it’s] going to pay you what you are worth. Likewise if you are trying to get a 30 percent-to-40 percent raise by playing the hide the compensation game, the company can equally say you’re just looking for a pay day, not a career. Be honest with the company about your compensation, tell them where you would like to be AND WHY, then let the chips fall where they may.”
Fourth, be careful who you’re tempted to say you know in the company you’re interviewing with. Their opinion of you may not align with your perception and they might not even want you working there “because you have dirt on them,” the researchers write.
Lastly, they say, make sure your social-media profile aligns with your resume. As they put it,
“It seems everyone in their life took a position or two that didn’t work out. Maybe they only lasted three months because it was a bad cultural fit or the company wasn’t what they expected. So what do you do? You leave it off your resume but it’s listed on your LinkedIn profile or some other lead gathering site has your information listed and you cannot have it removed. So it only takes one simple Google search for someone to find that discrepancy and question your integrity.”
There you have it. Forgive me if I’m stating the obvious, but these weren’t exactly obvious to me.