You've probably not accepted that as an excuse to resist change and stymie innovation from a colleague, so why use it for your job search? In case you hadn't noticed, the old ways of looking for a job have dramatically changed, but the good news is some of those old school tools are still quite useful.

ExecuNet has witnessed job search transformation over the last 23 years, and contributing editor Marji McClure and I outlined the evolution. Here are some tips to get you started:


Job Boards
The old way doesn't work because: Companies are inundated with résumés, and yours may never even be seen by the right person. Spending countless hours scouring public job listings, sending résumés and waiting for responses will only yield a false sense of productivity. Also, ExecuNet research continually finds that positions with salaries over $200K aren't publicly posted online.

The new way: Use job postings (both online and in print) to research industries and companies, and gain insight into hiring and growth trends. Posted job descriptions can also be useful in learning relevant industry keywords that will resonate with potential employers and recruiters — and should be included in executive résumés and other marketing materials.

Résumés
The old way doesn't work because: A chronological document listing work experience and job history often doesn't illustrate a candidate's unique skill set, true capabilities and potential. If a hiring manager can't quickly discern the problems you can solve for their organization, your résumé is dismissed.

The new way: Résumés need to be converted into a branding document that provides a complete picture of a candidate's skills, capabilities, as well as a clear value proposition. The reader needs to know how an executive's actions made his employers more successful, and demonstrate potential for the next employer. While an online résumé or profile can make an executive candidate more visible, just transferring traditional résumé content into a digital format simply isn't enough. An executive's brand has to be communicated throughout all job marketing and social media materials.

Working with Recruiters
The old way doesn't work because: Cold calling and sending unsolicited résumés won't persuade recruiters to find you a job; they work for hiring companies, not candidates. Search firm recruiters will typically just communicate with candidates they are confident are a match for a particular position they are trying to fill.

The new way: Help recruiters help you by serving as a source. If you want to build a relationship with a recruiter, you should be willing to share information you hear on the street. Provide them with leads on viable candidates who will fit their client companies' needs and they'll more likely remember your assistance when they have a position that matches your skill set and qualifications.

Interviewing
The old way doesn't work because: Interviews are no longer Q&A sessions with hiring managers; they are often a series of intense behavioral-based sessions with organizational decision-makers.

The new way: Have a visible, positive online presence. Even before scheduling an interview, talent managers are sourcing and tracking potential employees for their pipelines, and 86 percent of executive recruiters use online search engines to learn more about candidates, according to ExecuNet research. Also, candidates should be well-informed about the company before the interview by conducting their own due diligence, identifying the pain points and how to be the solution to this potential employer's problems.

Robyn Greenspan
Robyn Greenspan is the Editor-in-Chief at ExecuNet, where she is responsible for setting and driving the editorial content engagement strategy across the private business network's publications and expert-led programming. She is also a Huffington Post blogger. You can follow her on Twitter @RobynGreenspan

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