Published on: Friday, November 12, 2010

Job Search: Take Two

Posted By: Dave Opton
Filed Under: execunet, executive job search, networking, dave opton, executive coach

Comments (16)

Ever since I can remember, there has been a "factoid" making its way around the career management world about how long someone should plan their job search will take. What I can't recall and never remember seeing is the source from which this "factoid" came. In any event, if you're in a job search, you have probably heard it, too. It goes something like: You should plan your search to take about one month for every $10,000 you seek in salary.

I haven't the slightest idea, nor have I ever seen statistics that indicate whether this rule of thumb is right, wrong or anything in between, and I have been roaming around the career management space since (dare I say it?) 1961.

That said, in talking with ExecuNet members, this is a subject that comes up with great frequency. Certainly not surprising, as most executives tend to be more type A than B; as such, they focus on objectives to be reached within a specific timeframe and get pretty impatient if and when it doesn't look like that is happening. In addition, as leaders, they are used to being in control (more or less), and if things are not going the way they want them to and fast enough, they can make the needed changes.

In truth, I believe the foregoing is a major reason why we all find the search process so frustrating. There is only so much of it we really can control, and a great deal of it that we can't. When you are "action oriented" and you feel you are in a situation when you can't "make things happen," to say it is frustrating doesn't do it justice.

Also, how much time a job search is going to take is also one of those questions where I am not sure that an actuary could really give anyone a meaningful answer. There are so many variables involved, such as geography, age, function, industry segment, compensation needs, and the economy just to name a few.

Armed with the foregoing, hopefully, you can understand why when someone asks me to guesstimate a timeline that I try to say: "This is one of those questions where the answer is, there is no answer." But of course, most people think that this is just a cop-out on my part and ask for a number anyway.

At that point I am likely to say something along the lines of, "Well," and using my own personal experience as a starting point, "I can tell you that whatever length of time you think it will take, you are probably underestimating it significantly. It is kind of like when your wife says she is going to do some redecorating and she estimates the cost at $X. As a seasoned pro, you immediately make a mental note that it is much more likely to be at least $2X+."

While we can all try to smile at our spouse's budget estimates, translating that to a job search isn't so funny. It is, however, very important in this sense: Part of trying to manage your way through a process as frustrating as a job search is to set realistic expectations. For without them, people tend to set goals that reality will make it very hard to attain, and when they are not attained, they feel it is somehow a sign that there is something seriously lacking in themselves when, of course, that is not the case at all. This is easy to say but much harder to internalize.

Almost daily, I talk with members whose searches have been going for several months and in many cases more than a year, and aside from looking for ideas on handling the frustration, they want some ideas on what they can do to try and re-energize the quest.

There is a lot that could be said on this subject and even more that's been written, but for whatever it's worth, here are some thoughts for those who might be in this situation:

Keep in mind that this is essentially a sales process, and as such, do what companies do if a product they have introduced to the market is not producing the results they expected -- repackage it. As a candidate, that could mean a résumé makeover; tuning up your phone and/or in-person interviewing skills; making sure you are doing really thorough research in terms of target companies; and certainly working harder to expand your personal and professional networks.
Because things have gone much longer than you wanted them to, make sure that you don't fall into the trap of locking yourself in your home office and spending your days "clicking and praying." It is counterproductive both strategically and emotionally.
Get out, about and involved, both online and especially offline. Relationships can start online, but trust, which is the tipping point in personal referrals, comes much more often from face-to-face relationships built over time. If you are not already actively involved in at least one professional organization and one civic organization, do so. Keeping yourself intellectually "tuned in" is really important in terms of both attitude and energy, both of which are critical in terms of how others react to you.
Since most people get jobs as the result of a linkage process (i.e. networking), everything you can do to give yourself the opportunity to create those links is very much worth the time and effort. If you are a member of ExecuNet, you have long heard us write and talk about effective networking being built on a foundation and attitude of "giving, not getting." Approaching both people and/or events with the idea that you're there as a resource to others does a lot to get your focus on the right stuff.
If you are someone who has trouble doing some or all of this revamping yourself, you might consider getting an executive coach to help. It is certainly nothing to be ashamed of and from an accountability and structure perspective can be very helpful in getting things back on track. At ExecuNet, members frequently ask our help in finding such a resource, and we are happy to refer them.

And don't ever forget what every salesperson will tell you: Every "no" is simply one step closer to "yes."

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Dave Opton's avatar Dave Opton
Dave Opton founded ExecuNet in 1988 to provide a trusted environment where senior-level executives could build career opportunities by facilitating connections to other executives, experts and key market insights. Dave has drawn upon his 35 years of experience in human resources to develop and grow what has become the leading business and career membership network for executives and senior managers. A widely recognized executive career management expert, Dave is regularly quoted in The Wall Street Journal, The New York Times, Business Week, Fortune, Fast Company, and other leading business publications. Mr. Opton received his BA from Indiana University. Dave blogs at Six Figure Learnings

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Posted by A Khan
11/21 @ 03:40 PM

Generally 2 months to two years. It all depends on one's expectations and availability of jobs in the category one is searching for.

Posted by Laura
11/19 @ 04:28 PM

95% of the article is OK. Wish you'd given a gender neutral example of how couples interact, not one where the 'wife' overspends. Or some other type of example for those who are single/not in a couple relationship.

Posted by John R Stone
11/19 @ 04:02 PM

Drawing from my own experiences, as an executive changing roles, either on one's own timetable or somewhat else's, don't try to do it alone. There are firm's that provide a fresh view for packaging one's image (experience and expertise) and that can provide interview training. Having used Stewart Cooper Coon in 2007 after a decision to voluntarily change companies proved to be a great decsion.

As a "C" level executive, I found it best to use a firm that was able to assist in the identification of targeted companies and to assist with the initial calling. They asked direct questions with no agenda other than to make me really think about that next role. They also provided good training for the behavioral interviews that are more the norm now.

Yes, there are costs involved and not insignificant costs at that. All in all, I worked at the process for three-straight months ultimately finding a challenging new role. I would think that three-months is on the short side and think that six-months may be more realistic for the process.

Posted by Greg Altieri
11/19 @ 02:10 PM

I make a monthly 2-hour presentation (it's a hobby as a networkaholic -- not anything I do professionally) to 50-60 senior government folks about to retire and trying to transition into the real world. My sense on this topic must also take into consideration how well-defined, and therefore, focused on, is on what they are looking for -- what I call "Picture Perfect." -- If one wis willing to accept one of many different types of opportunities the time is shorter; if one has carefully crafted what the perfect next position must have and they look for exactly that, the search is much more protracted. Are you looking for another job or are looking looking for the next career opportunity where you can make great stuff happen?

Posted by Doug Harrington
11/19 @ 01:28 PM

Thanks for sharing this helpful information. Your reminder that the job search is a sales process is so true. I was pleased you said to "repackage" and not discount or put on sales as so often is done when a product or service is not producing the desired results. It may be tempting to discount yourself when your discouraged. However I would encourage all to remember just a "no" is one step closer to "yes" Top-down selling is the most effective strategy to approaching any sales opportunity. Good sellin to all

Posted by Robert (Bob) Walton
11/19 @ 12:25 PM

I'd heard the 10K/Mo rule for search length at least 20 years ago, but had no idea it might go back as far as 1961. Just think of what 10K would mean in 2010 dollars...

Still, wile the concept of higerpaying jobs are fewer, and therefore take longer to fill, is generally logical, I've found it a poor proxy for estimating a search length.

More important factors include:

- General market conditions (state of the economy and/or industry in which you are searching)
- Your area of specialization v. demand (or for many of us, a lack of specialization)
- The breadth and effectiveness of your network
- Where you live and how flexible you are to relocate
- Compensation requirements

Of course, these are just the factors that affect getting on the radar screen and discussing an open position. Actually interviewing successfully and getting that position against he competition is another full set of factors, including:

- Communication skills
- EQ
- Executive 'presence'
- Chemistry with hiing exec and co-workers
- Cultural fit, perceived or otherwise

And many more.

It would be ideal to have a clean proxy like X number of months per $Y compensation sought, but unfortunately, it fails to produce results.

Posted by Jonathan Feldman
11/19 @ 11:58 AM

While you may think the points you've made seem like common sense, when in the middle of a job search they're hard to remember. You're point about the lack of control and the frustration it brings is very true, especially given how intertwined your career is with "who you are".

Posted by Diane Morris
11/19 @ 11:48 AM

I agree with all of Dave's points and would like to add the following thoughts: keep in mind that there is only so much that you can control (such as your resume, networking, presentations, etc.). Control those things you can and once you've put forth your best effort and it's out of your hands exercise patience (does "Dear God, give me patience NOW!" count as trying to be patient?)and most of all, remain confident in yourself and your abilities.

Remember that there are reasons some doors close (even when you think the opportunity is a "sure thing") ... it's because they weren't the "right" doors in the first place, and others (better ones) will open in their place.

Have faith, or perhaps more accurately, keep your faith in yourself and your abilities. It's okay (and normal), to experience moments of frustration, doubt, and to wonder, "will I ever get back to work?" as long as you keep it to "moments." (This is one of those things you CAN control). I'm a big proponent of "positive energy begets positive energy."

Last, if you believe as I do, remember that God is faithful to us all - He will provide you with the strength needed to keep searching, the opportunities if you keep your eyes, ears, heart and mind open, and the right job in the right time (His time ... not always "our" time). Just so you know, I've been out of work more than a year now so I'm not just giving you some flip advice - my advice is based on what I've learned and what I'm going through. Some of you will find work within weeks or months, others it will take longer. Just remember that however long it takes, to make the most of the experience along the way - even the time out of work is meant for us to learn things. Best of luck to all of you - may your search end soon and your new job be "the best ever!"

Posted by Becky Crowder
11/19 @ 11:44 AM

Dave, you are absolutely on target; too many people underestimate the power of networking.

Posted by Bill
11/19 @ 11:21 AM

Landing a new senior executive role is about Networking, Networking, Networking. No comment on the number of months to compensation ratio, but I can attest to the "see and be seen" value of Networking. Additionally, take every opportunity to market (in a very positive brand exercice) your search and focus on target companies, industries, geographies. It has surprised me to learn of the number of passive searches for executive positions...you only learn about them by speaking openly of your own search and skills at every professional organization event, family gathering, community meeting, etc. Good luck and keep a positive mental attitude.

Posted by Steve Holt
11/19 @ 10:56 AM

Great article Dave. I think you hit this exactly right. As executives we are used to leading people to an outcome in a certain timeframe. In a job search process we have much less control and in a sense are being led instead by recruiters and hiring companies. I recently wrote an article that adds to the same theme. Please feel free to check it out at http://stevenholt.net/RecentArticles.aspx

Posted by Tom Rhoads
11/19 @ 10:26 AM

Dave,

I enjoyed reading your note, it is one of the more refreshing and spot on commentaries I've read in a while. If I might add to your note, as an executive coach, your phrasing of "how long should..." really struck a chord, about first managing expectations which you wrote, and also from the sense of self "judging." As is often the case, there are so many "shoulds" going on in the self-talk of job seekers, and often times the thing the gets in their own way of creating their search results.

Posted by Tony Reynes
11/19 @ 10:12 AM

Dave,

That comment of yours has been around about as long as the one for "you are doing well if you are earning your age", ie if you were 30, you should earn $30,000.

From my vantage point, there is a new variable in the computation today: what is the individual's digital track record. If they can't talk the talk and walk the walk, they are at a competitive disadvantage. Corporations and marketing services companies are looking for people who can visualize the new business model with a digital overlay.

Posted by Michael Speas
11/19 @ 10:09 AM

Excellent article, Dave. Thank you.

Posted by Stu
11/19 @ 09:59 AM

So, $10,000 in 1961 is $70,925 today. So, $140k job would be 2 month. $210k would be 3. $280 would be 4. This is not my experience

Posted by Palaniappan
11/18 @ 10:48 AM

I was with companies like EDS and IBM. Left IBM on Sep 2010 and now I am working as consultant for a Singapore based insurance firm. I am interested to find a good position in Chennai, India. My profile is available in LinkedIn.