Most of us have heard about a nebulous organizational thing called "culture" -the unwritten set of values and norms that permeate an organization and influence the careers of its employees. What you may not realize is that job seekers should find out if the values of the companies they are courting are compatible with their career preferences. Why? Because most job dissatisfaction stems from a clash between personal career preferences and organizational career environments.
Career seekers must determine their aspirations, then find out if prospective employers will compliment or conflict with those aspirations.
EMPLOYMENT AGENCIES find jobs for people - not people for jobs. So they are easy to approach. The employer may pay the agencies fee, but the job hunter usually signs a contract accepting responsibility for the fee when he/she registers with the agency. CONVENTIONAL RETAINER SEARCH and CONTINGENCY RECRUITING search firms work for their clients, not for their candidates - for your potential employer, not for you.
RETAINER RECRUITING. The service is performed for a fee by independent and objective persons or a group of consultants organized as a firm or similar entity. Executive recruiters help managers of client organizations identify and appraise executives well-qualified to fill specific management positions in commerce, industry, government, and the nonprofit field. Their fees are paid by the companies that retain them, and they require a payment before commencing a search. This is also called a "front-end retainer." Retainer recruiters are paid for their services whether or not a placement is made. Executive recruiting consultants are usually willing to receive resumes from executives seeking new job opportunities, but they are not in a position to help executives find jobs.
If you know how to market a product or present a budget, you know how to sell yourself, right? Wrong. Seasoned executives can make ineffective job hunters, say those who receive an increasing number of such resumes.
Executives with strong resumes are in a good position to "show, not tell", but many haven't learned that lesson. They will write, "I'm a high-powered executive" instead of simply quoting the size of the budget they manage.
Such executives have done hiring for their former employers, but many haven't been on the other side of the desk since college. And they're too close to the product - themselves - to apply professional savvy.