11 Books

Howard Nestler,CEO of Executive Options, has streamlined the task of finding their next placement for premium executives who bring superior skills to the companies that engage them. “Too often, a man or woman begins to think that he or she is too old or over qualified as a result of seeing what is listed on job boards,” Howard Nestler explains. “What they must understand is that many of the jobs that are suitable for them aren’t listed. That’s why an astute marketing campaign can produce more satisfying results.”

Howard Nestler has been engaged in the activity of marketing executives to corporations for twenty-six years. His observation is that the factors affecting the job scene today make it a buyer’s market. “There are simply too many candidates available at any given time,” says Howard Nestler. This creates hardships for the executive seeking a job and for the corporation seeking talent. “With so many people to sort through, a corporation can spend an inordinate amount of time looking for the right individual. That’s why I create campaigns for my clients that immediately separate them from the crowd and mark them as uniquely skilled.”

Howard Nestler has moved away from the traditional resume/cover letter approach and has created a unique program that enables a premium executive to communicate his or her value concepts in an effective manner. “The competition is the best of the best and an executive needs to establish instant recognition of their abilities or they risk getting lost in the crowd.” Howard Nestler believes that every CEO in an executive’s sector should be aware of his or her talents. With that kind of visibility, offers will come to a job candidate resulting in options they might never have dreamt of. “A good marketing campaign will open up horizons and create a more fulfilling future for executives and their families.”

Indeed, Howard Nestler has streamlined the process by putting the emphasis on a candidate’s individuality.

To read more about Howard Nestler go to www.howard-nestler.net

Howard Nestler warns executives of counter-productive marketing techniques

Howard Nestler, CEO of Executive Options, has warned a group of executives conducting job searches of the counter-productive marketing techniques that can lose them jobs for which they are qualified. “Executives who are selective and engage only the most talented people with whom to work will make the fatal mistake of handling their own campaign when it comes time for them to find a new job,” Howard Nestler observes. “More often than not, they default to a generic resume, which makes them look like every other candidate on the market and tends to hide their individuality.”

At the lower end of the executive spectrum, this is less troublesome as rank-and-file employees aren’t expected to stand out from the crowd. It is when an executive has moved into the zone of management that a corporation is looking for men and women with stellar qualities, none of which can be articulated on a resume. “When a management level executive relies on a resume to create interest,” Howard Nestler warns, “the subliminal message being sent is the he or she is a generic employee; dependable, perhaps, but not exceptional.”

Howard Nestler makes the point that conducting a job search is an exercise in psychological warfare. “A candidate can join a long line of people and hope to fill an existing opening, or he or she can commission a campaign that will create interest and demand for their specific combination of skills and, therefore, create an opening that might not have existed otherwise.”

Read more at www.nestlerhoward.net

Howard Nestler, CEO of Executive Options, has begun the application of “High Definition” marketing for executive job candidates at management level.”Executives who are seeking positions that are challenging and which are tailored to their specific combination of skills are looking for more than a job,” Howard Nestler says. “They are, in fact, looking for a way of life.”

At the upper end of the executive spectrum, a job candidate will be assessed and evaluated in a different fashion, according to Howard Nestler. “These men and woman are expected to demonstrate that they are at the top of the game; competence isn’t enough,” he advises. It is Howard Nestler’s observation that job candidates are competing with the best of the best for jobs that are becoming scarce owing to mergers and downsizing.”Most executives give no thought to marketing themselves when they already have a job. Therefore, their brand awareness on the marketplace is zero. And when they try to find a new job, it is like a corporation trying to sell an entirely new product that no one has heard of.”

Howard Nestler developed the concept of High Definition marketing as a remedy to the circumstances most qualified executives face when commencing a job search. “A candidate must overcome their anonymity create interest and demand for their specific combination of skills in order to find an opening that will be challenging and rewarding.”

To find out more about Howard Nestler go to www.nestlerhoward.com

Howard Nestler cautioned a group of individuals interested in executive marketing against using conventional methods when navigating the executive job search market. “Everybody gets a job,” Howard Nestler told them, “sooner or later. Sadly, it’s usually later and, generally, it’s a position that is a step down from the candidate’s last engagement.”

Howard Nestler makes the point that when executives default to using a resume as a means of promoting, they have given up all the advantages that their skill, intellect and experience have provided them. “They become part of the crowd,” Howard Nestler asserts. “Imagine a political candidate running for office by merely circulating a resume.” Howard Nestler believes that the very first impression a CEO has of an individual will set the tone for everything that is to follow. He says that, “That first impression will dictate what priority the candidate will be given and will most certainly affect the offer made to that candidate.”

Howard Nestler advises executives on the importance of creating ‘brand recognition’ for themselves. Whereas a recruiter represents a job, HowardNestler represents the executive who is trying to maximize the yield from his or her personal brand. “If corporations marketed their products the way most executives look for a job, they’d be out of business.” It is Howard Nestler’s contention that a premium job offering comes to an executive as a result of the intangibles a man or woman brings to the position. “None of these intangibles are articulated on a resume. A CEO would need to be clairvoyant to be able to see these values in an executive by looking at a resume.”

Howard Nestler has worked with business executives for the past twenty-six years and had this observation to make. “We are operating today in a job market that is glutted with candidates. What use to work for individuals looking for a job now results in waiting periods lasting months.” Asked for what advice he thought would be most important for a job candidate to hear. Howard Nestler answered. “Don’t follow the herd.”

Read more about Howard Nestler at www.nestlerhoward.net

Howard Nestler, CEO of Executive Options, has released an advanced marketing program for premium executives. Having worked with business executives for the past twenty-six years helping them rise to the top in the job market, Howard Nestler has gained a perspective on what sets a man or woman apart from their peers when looking for their next assignment.”I’ve always understood the value of first impressions; there has to be clarity and there has to be something in the presentation that makes a corporation want to see the executive now, not a week or month from now,” Howard Nestler explains. “Most presentations lack the ability to incite such a reaction.”
According to Howard Nestler, “Executives must take the same strategic approach to obtaining their next job as they do in increasing market share for their corporation’s products. It is the key to getting placement in a job that will be rewarding and fulfilling.”
Howard Nestler finds that a resume cannot function to the advantage of a premium executive for a number of reasons. For instance, a resume tends to devalue a superior executive by making him or her look like everyone else. “It is absolutely the worst thing a man or woman can do,” says Howard Nestler. “An executive must do everything possible to stand out from the crowd and impress upon a potential employer his or her signature skills.”"My clients would be a blessing to any corporation that took them on,” Howard Nestler explains. “Their competition is the best of the best and they need to establish instant recognition of their abilities or they risk getting lost in the crowd.” Given the trends towards consolidation, downsizing and out-sourcing, the numbers of men and women competing for jobs are overwhelming.

“The clients I work with at Executive Options all have something to say,” says Howard Nestler. “I have created a program which allows executive job candidates to deliver their message to those who most need to hear it.”

Read more about Howard Nestler at www.nestlerhoward.org

Howard Nestler, CEO of Executive Options, has developed a curriculum to streamline and enrich the job search capability of management level job candidates in response to changing market conditions.

“Executives have the unenviable task of competing with the best of the best in a job market that has undergone a reduction at the upper level,” says Howard Nestler. “Add to this the unspoken assumption that a man or woman looking for a job at this point in their career somehow represents damaged goods means that a certain amount of negativity must be overcome in a search campaign.”

What makes matters worse, Howard Nestler says, is that the negative assumption is seldom spoken and, unless a candidate is aware of the phenomenon, he or she is never given a chance to argue against it.

“Although the climate can become rigorous at this level of engagement, the rewards are high if one plays the game in an astute fashion,” instructs Howard Nestler. Indeed, Howard Nestler developed the concept of High Definition marketing as a remedy to the circumstances most qualified executives face when commencing a job search.

“One cannot remain anonymous and expect to reap the rewards of accomplishment,” says Howard Nestler. “A good definition of anonymity is to look like everyone else, which in this context means using a resume to create excitement about your abilities.”

Howard Nestler makes the point that money goes to where attention is focused. “This is true on Wall Street and it’s true in the board room when hiring decisions are made.”

The only problem a premium executive has is getting enough attention on his or her personal brand.

For more information on Howard Nestler, please go to www.howardnestler.net

Howard Nestler, CEO of Executive Options, has established new rules of engagement for premium executives on today’s job market. “The idea is to put a man or a woman at the top of a company’s priority list,” says Howard Nestler. “Too many fine executives with highly desirable skills find themselves lost among thousands of less qualified candidates. Executive Options exists to help these talented people stand out from the crowd.”

Howard Nestler believes that an executive has an obligation to create a demand for his or her services in the same way that a corporation needs to create a demand for its products and services. This approach, according to Howard Nestler, changes everything. “When a man or woman is recognized by a potential employer for the special value he or she brings, the rules of engagement change. The employer wants to interview the candidate now rather than later. And,” he points out, “the reasons an employer will put forth an enhanced offer to an executive usually have to do with the intangible qualities that are never expressed on a resume.”

According to Howard Nestler, “A resume doesn’t speak for a man or a woman.” It is Howard Nestler’s contention that, owing to its pro forma nature, a resume not only hides an executive’s most important assets, it tends to make him look like thousands of less qualified candidates thereby nullifying their advantage.

“When every CEO in an executive’s sector is aware of his or her talents, a job candidate will have options that a generic employee can only dream of. In the marketing world, it’s known as brand recognition,” instructs Howard Nestler. Howard Nestler’s observation is that too many fine people on the job market have amazing skills that go unrecognized and accomplishments that go unrewarded.

“The clients I work with at Executive Options all have something to say. It would be a shame for their voices not to be heard.”

In response to this dilemma, Howard Nestler has authored a unique format that gives his clients a voice and brings attention to their value concepts in a striking and concise manner.

Read more about Howard Nestler at www.howard-nestler.org

Howard Nestler, CEO of Executive Options

Howard Nestler has made his marketing methodology available to study groups for the purpose of furthering education in the business sector. “An executive needs to communicate that he is a leader not a follower in a campaign dedicated to creating a demand for his or her services.” Howard Nestler explains. That is why Howard Nestler developed the Reverse Vectoring marketing concept for management level executives.

“These are people who cannot afford to take just any job and are looking for a challenge that will stimulate and reward them,” says Howard Nestler. For this reason, Howard Nestler cautions against using a generic resume as a primary marketing tool. “The process is designed to cause a corporation to seek out the executive rather than having the executive fall into line with an overwhelming number of applicants and expect a result.” Howard Nestler explains. The process requires that a job candidate view the situation from the employer’s perspective. “Whom would you want to hire and what would give you the indication that you are getting someone special?” Howard Nestler asks. These are the elements that need to inform a campaign.

“Whether they realize it or not, a job candidate at the management level needs to reverse the trend,” Howard Nestler emphasizes. The trend is to demote upper level executives as a down-sizing and outsourcing option. “If an executive cannot create a demand for his or her services, the outlook is bleak.” Indeed, many are taking retirement when they find that merely circulating a resume doesn’t provide results. “The process is designed to cause a corporation to seek out the executive and give him or her greater leverage in negotiating a future.”

To find out more about Howard Nestler go to www.nestlerhoward.net

Howard Nestler, CEO of Executive Options, has released the results of a survey on the current state of affairs in the executive job search arena. The results indicate that highly qualified executives are having a more difficult time than less qualified candidates.

“It must be understood that the lower one goes on the corporate totem pole, the more positions there are,” Howard Nestler explains. “Conversely, the higher one goes, the jobs positions become fewer until we reach that of C.E.O. at which point there is only one. The competition is extraordinary at management level.” Howard Nestler further contends that, in addition to the fact that qualified executives outnumber available positions, a disproportionate number of men and women in the Baby Boomer demographic are prolonging their careers as never before. “A good man or woman can easily get lost in this abundance of riches,” says Howard Nestler. Indeed, Howard Nestler advises executives to market themselves in the same manner as their corporation’s products. “You have to create a demand for your specific combination of skills and personality,” Howard Nestler counsels. “At this level, an executive cannot afford to blend into the crowd. He or she must be perceived as a star of sorts.”

Howard Nestler concludes that an astute marketing campaign can produce results for premium executives that relying on a pro forma resume simply cannot. “The use of a resume positions an executive as someone in need of a job,” Howard Nestler says. “A good marketing campaign will open up horizons and draw offers that befit the candidate’s level of competence.”

The survey revealed that it can take an average of one month per ten thousand dollars of desired income to find a job. According to Howard Nestler, “A management level executive who started a job search last August using conventional means is still waiting for a result today.”

Please read more about Howard Nestler at www.howardnestler.org

Howard Nestler cautions management level executives about sabotaging their careers

Howard Nestler, CEO of Executive Options, addressed a gathering of management level executives about the dangers of inadvertent sabotage to their careers when conducting a job search.

“There is a corporate pecking order,” Howard Nestler says. “When a man or woman reaches a certain moment in their career, it is felt that they should have attained a certain position. Part of the equation is that they shouldn’t be wandering the corporate landscape in search of shelter. In other words, they should be in demand.”

Part of the problem complicating matters for a talented executive is a recent corporate trend towards consolidating, downsizing and out-sourcing. There exists, as a result, a job market that is saturated with talent at the highest levels.

“Therefore, a management level executive cannot afford to do anything in conducting a job search that makes him look like a lower-echelon employee or, for that matter, someone who is available because he or she had not been valuable enough for their last employer to retain.” Howard Nestler admits this is a tough-as-nails observation, however, he says. “Only when you can visualize the problem through the eyes of a potential employer can you inform an effective and rewarding campaign that will ensure a viable future.”

Obviously, no one would knowingly sabotage their efforts to find their next engagement. “It’s what one doesn’t know that can add months to a search or preclude one from getting the kind of job that would inspire.”

Read more about Howard Nestler at www.nestlerhoward.com