Recruiters and Job Boards: Are They Worth an Executive's Time?

I had yet another client ask me this question today. Here are my thoughts:

Regarding the efficacy of contacting recruiters or using recruiter sites and job boards in general, I do not think these activities are a waste of time and would not recommend them if I did. I can think of no more efficient way of getting yourself “on the radar” of a large number of recruiters and companies. However, I must point out that realistically, only a relatively small proportion of positions are found through recruiters OR job boards, with personal and professional networking accounting for 60 to 70% of hires.

This is why I encourage my clients to access either or both of these resources, but to do it in the most efficient way possible. Send your executive resume to a select, targeted group of recruiters. Upload your executive resume to executive-appropriate job sites. Set up automated job posting notifications to be sent to your e-mail inbox. Then you are free to devote the majority of your time to two activities:

a) Leverage and build your network by interacting with your personal contacts, participating in professional organizations, utilizing LinkedIn and other online networking resources (and establishing yourself as an expert there by asking and responding to questions), and perhaps joining executive networking organizations such as ExecuNet or Netshare.

b) Research companies that interest you and work to get your foot in the door by finding contacts who either work within those companies or know someone who works within those companies. You then initiate contact via online networking resources, phone or e-mail, or mailing them a customized letter expressing interest in their organization. (This works best if you can identify areas that may be of concern to them and offer your thoughts on suggested ways to address them, establishing yourself as an expert offering valuable advice.)

So although a relatively small proportion of positions are found through job sites and recruiters, positions ARE found through them every day. Why leave a possible source of job leads out of your strategy? However, take care that you do not find yourself devoting a large portion of your time to this. Get out there and network!

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Executives Plan to Delay Retirement

According to a Society for Human Resource Management report, The U.S. Recession and Its Impact on Employee Retirement, 68% of human resource professionals have observed an increase in employees extending their planned retirement date due to the current economic conditions. This agrees with ExecuNet observations from their research, indicating that executives as of 2008 planned to retire at an average age of 76.9 (if health allows them to work that long, and finances allow for retirement even then). This is in contrast to 2006, when the average targeted age was 65.8.


Combining the above statistics with the fact that executive tenure in each job has been shrinking to as little as 1.5-2 years, an executive at 50 could easily have another 25 years of career left (nearly as much as he or she has accumulated thus far) and multiple remaining job changes.


I write executive resumes every day for clients who come to me at age 50 or 55 with the attitude that this next career move will probably be their last, and many express fears even at age 45 that they are losing their luster as a candidate due to age. The mindset that you are over the hill as far as your appeal in the job market at age 50 to 55 obviously needs to change. Continue to polish your skills and increase your knowledge, and shine up that executive resume for an extended stay in the world of work--and possibly several more challenging job experiences at different companies!