Posts Tagged ‘Oakmont’

Blindsided by LinkedIN

May 20, 2010

There I was… happily engaged in a great position that fit exactly what I wanted and needed in my career at the time.  I was working with a great team of people that were passionate and excited about what they were doing and I felt I was part of something that made a difference.  Plus I was part of the Pittsburgh market which was a dream come true for this Pittsburgh boy.  Granted, I didn’t expect to play out the rest of my career as General Manager at LHH of Pittsburgh but I was content and looking forward to the opportunities of the new year and I certainly wasn’t looking for a new job.

However, somewhere in New York City, a job started a journey to come looking for me.  A private equity firm that was in the process of buying a firm needed a new CEO to take over the company and help to drive the company into its future.  Their CEO-candidate search vehicle of choice?  A top-shelf executive recruiter?  Nope.  The recruiting offices of the finest business schools in the country?  Nope.  Friends/Family members/Old Cronies they knew? Nope, nope… and nope.

They chose LinkedIN.

The partners thought they might move into into other search tools if needed but why not start with LinkedIN. So they began networking on LinkedIN. They used a variety of keyword searches based on competitor names, titles, geographic locations, and specific terms of the industry and pretty quickly generated a list of about a dozen or so names. Some of this list they thought might be actual candidates; others on the list they thought might be one or two networking contacts away from actual candidates. The next step was to send out emails… or rather INMails… introducing themselves and their intent. I received one of those emails and responded (no offense to LHH but I couldn’t help but be curious).

The partners commented that they most appreciated three things about my profile (1) its detail because it helped them get a better sense for my background versus others they reviewed, (2) my recommendations because they knew they were probably the same folks that they would get in a traditional ‘reference list’ so why not read what they had to say, and (3) they found it interesting that there were more than a few intersections between their original list of 12 target contacts and my recommendation contacts. From there it became a fairly traditional interview process, mostly by phone with several different contacts and one face-to-face meeting. In fairly short order, there was an offer, a negotiation, an acceptance, a transition and a start date.  It all started with LinkedIN.

The point of this story?  Well, there are several… (1) LinkedIN works, (2) LinkedIN is used to source positions at all levels, (3) LinkedIN is a great tool to have work passively to advance your career, and (4) to encourage you that your efforts with LinkedIN will not be in vain, and they will pay a dividend.  You may not be expecting it when they do but they will pay a dividend.  As I’ve stated in previous blogs and in the various “LinkedIN Presentations” I gave around town, LinkedIN is a “Career Tool”, not a “Job Search Tool”.  Networking helps your career no matter what stage of your career you are in.  In fact, LinkedIN is already (again) an integral part of my sales efforts at the new company. You just plain need to have a complete LinkedIN profile.  If you need some pointers on what constitutes a ‘complete LinkedIN profile’ check out the links below.  If there was ever a ‘Just do it’ for you in terms of career management, utilizing LinkedIN as far as you can take it, would certainly be one.

By the way, make no mistake, while you can take the boy out of Pittsburgh, you can’t take Pittsburgh out of the boy… Go Steelers!

Some Helpful LinkedIN Links:

LinkedIN Best Practices for Business

Improving Your LinkedIN Profile

LinkedIN Blog


Career Transition for Senior Executives: Different and Not

November 2, 2009

Regardless of a person’s level in an organization, their skill set or their years of experience, there are certain core best practices associated with finding ‘their next opportunity’ that are universal. The basic formula for career transition is virtually the same for a CEO or a middle manager. Everyone at any level needs a list of differentiating SOAR stories (aka PAR/STAR statements). Every job seeker needs a written personal marketing plan, a core resume with industry-specific versions, and a LinkedIN profile.

Everyone will be competing against job seekers that are well polished in terms of their ‘electronic image’ and their interviewing skills and they need to keep pace. The C-Suite executive and the middle manager both need accountability partners and ‘elevator speeches’. Detail items such as appearance, contact cards, thank you cards, and company research are as important for those seeking COO positions as those seeking their first job out of college. An executive job seeker can’t escape these ‘core truths’ and they have to execute them at their highest level or risk “missing the mark” as they shoot for their next career opportunity.

There are differences though.

C-Level and senior executives in career transition do have different needs that have to be addressed. Some of the differences include:

Succession Planning: C-level executives often have a much more visible and planful exit strategy that includes succession planning and successor development;

Executive Coaching: Coaching is no longer just the pervue of senior executives but they do have a higher standard and they need a career coach that keeps up with them;

Executive Assessments: As a senior executive approaches the next phase of their career, it is often helpful to re-examine their personal skills and interest inventories and review them with an expert;

Global Resource Capabilities: Opportunities for c-level and senior executives are a global proposition and they need access and introduction to resources throughout the United States and around the world;

Peer Group Accountability: It is valuable to meet weekly with other senior executives in job search to share successes, failures and contacts that relate directly to their own efforts;

Specialized Resume and Profile Reviews: Senior Level candidates must handle their resumes and LinkedIN profiles differently. There is frankly, a higher standard for senior level executives that must be met in order to be competitive;

Executive Resource Networking: Senior executives need connections at a high level such as executive management, board-level, private equity, and venture capital contacts;

Next Step Options Planning: C-Level executives have different priorities and motives for their career search. To find fulfillment in their next role they often have to explore many options such as continuing on the Executive Track? Exploring Entrepreneurial Ventures? Developing a Multi-Faceted Portfolio Career that includes several profit and non-profit roles? or Pursing an ‘Active’ Retirement?

Research and Resource Support: The reality is that sometimes C-Level executives are used to a support team and research at a much higher level so they need access to the same caliber of resource during their career search.

Assimilation Coaching: Senior executives can also benefit the most from assimilation coaching as they take on their new role

Annual Career Consultations: C-level and senior executives can have a high degree of change as their career evolves so access to some kind of lifetime career consultation can be a valuable benefit

While the process may be essentially the same, the depth of each of step of the process can be significantly different for c-suite and senior executive job seekers and the most competitive organizations are recognizing this as they search for outplacement solutions for their senior executive benefits package.

10 Common Job Search Errors

October 2, 2009

Here are ten (10) common job search errors to avoid, courtesy of PAPEN ( and The Point Park College Office of Career Development (

(1) Lack of a Specific Goal: Many job seekers have a goal that is far too general. The more specific your goal is, the easier it will be to find;
(2) Poorly Done Résumé: Your resume must be short, focused, impeccably typed, and easy to read. It must also be relevant to the position for which you are applying;
(3) Not Doing Company Research: Knowing which companies to approach is half the battle. Employers expect you to know what you want and they expect you to know the basics about their company;
(4) Not Targeting and Courting the Best Prospects. List your best 10-30 companies, and pursue them;
(5) Inadequate Networking: Not using all avenues and/or contacts available to you. Do not rely only on the ads and on the advice of a few friends. Some additional avenues might be: trade and professional organizations, civil service offices, libraries, temporary firms, search firms, local employment offices, college career and/or placement offices, former teachers and employers, and relatives, neighbors and acquaintances;
(6) Poorly Done or “Generic” Cover Letters: Write simple, concise, honest business letters stating your interests. Try to address them to a specific person; take the extra time to find a name by research or by calling the company;
(7) Lack of Assertive Follow-Up: Don’t assume that no response is a negative response. Several phone calls or letters displaying your interest may be necessary both before and after the first interview. Never give up. Never. Never. Never;
(8) Lack of Enthusiasm and Interest: The nervous job-hunter often forgets to display enthusiasm in letters and in the interview;
(9) Lack of Self-Confidence: Self-confidence during an interview is one of the most important traits sought after by hiring companies;
(10) Trying to Appear as What the Company Wants: Be honest, and be yourself.

Just food for thought.

Networking in Pittsburgh

September 7, 2009

Job Seekers looking to network have a lot of options as Pittsburgh becomes a more networking rich environment. Traditional networking organizations such as alumni groups are growing stronger as are specialized networking and trade organizations such as Green Drinks, Entrepreneurial Thursdays, FENG, The Pittsburgh Technology Council and the HR Leadership Forum. (Note: links to all of these groups can be found on the Informational Links page of this blog).

Demand still exceeds supply, however, and several local area churches and faith-based groups are stepping up to establish job skill training and networking groups that are open to the public. Those Pittsburgh Support Groups include:

Careers in Motion (Frazer Twp., PA): This group meets on the 2nd and 4th Saturdays at 9:00am in the Riverside Community Church location inside the Galleria at Pittsburgh Mills mall (Entrance #5). Each meeting focuses on a different job search skill. This week, for example, the topic will be “Using LinkedIN in Your Career Search”. For more information please contact: Larry Forbes ( or David Kennard (

Seekers Job Networking (Mt. Lebanon, PA): The Seekers group is a free group for anyone looking for a job. The group provides support, job leads, job searching tips, and great connections. They meet the 1st and 3rd Tuesday of every month at 7:00 pm in the McDonald Room at Mt. Lebanon United Presbyterian Church. The address is 255 Washington Road, on the corner of Washington Road (Rt.19) and Scott Road. The facilitators of the group include Scott Wilshire (, Paul Harrington (, and Allyson McDermott (

Priority Two (Wexford, PA): Established in 1982, Priority Two is a non-profit organization dedicated to helping those in career transition through a series of formal workshops and classes. Programs include a 10-week “Career Marketing Workshop”. Priority Two meets primarily at North Way Christian Community Church (724-935-0252), 12121 Perry Highway, Wexford, PA on Monday’s from 7:00 pm to 10:00 pm. For more information, visit the website at

I encourage you to reach out to any of the organizations listed above and as you find great networking resources in Pittsburgh, please let me know about them!