\u2022Job Market Intel
\u2022JMC Job Search Tips
\u2022Useful Web Sites
\u2022Network of Experts
\u2022Job Lead Sampler
back editions. Copies are
also available in the
common areas and from
your consultants\u2026 If you
have information to
submit, contact Rod
Check out the approximately
150,000 jobs onLeadLink
and don\u2019t forget to keep your
resume updated onResume
with our re-scheduled guest Michael Page Int\u2019l, a global
recruiting firm. Hear the latest news on the NYC
Employment Market and the scoop on the search field\u2026
Our Green Initiative focus on opportunities in the green
sector will take place in 2 parts: Gaia Human Capital will
be here on Thursday \u2013 Sept 11 at 1P to introduce the
concept and help in preparing to understand the market.
green economy will be on Thursday \u2013 Sept 18 at 10A.
Both events will be in the Park Ave Conf Room. Mark your
calendars & don\u2019t forget to register\u2026
(Fortune) -- Despite the slump at lowlier levels of the job market, there's currently a war for senior
management talent. In fact, 70% of executive recruiters surveyed by networking organization
ExecuNet (www.execunet.com), say there's a shortage of people who can step in and run things.
The South and Southeast are No. 1, while the West placed second, according to the 2008 Executive
Job Market Intelligence Report, a detailed research study from ExecuNet. In third place is the
Southwest, notably Texas; followed by the Midwest; while the Northeast and New England are in fifth
place. That's a slight change from 2006 results, when the top 2 regions were the same, but the Mid-
Atlantic came in third, followed by the New York City metropolitan area and the Southwest.
"Businesses are expanding in the South and Southeast partly because of lower costs," says Mark
Anderson, ExecuNet's president and chief economist. "And the really strong, growing industries right
now doing the most hiring, are high tech, health care, pharmaceuticals, and energy. So the regional
shifts represent where those industries tend to be concentrated."
Still, "there are a lot of executive-level general management and operations jobs available just about everywhere - even in Midwestern manufacturing, in spite of what the auto industry's troubles might lead you to suppose," Anderson adds.
Recent postings on ExecuNet's site offer a couple of examples: a VP of quality control position at a capital-equipment manufacturer in Wisconsin that pays up to $150,000 with a bonus of $20,000 or more, plus profit-sharing; and a VP of sales job with an electrical equipment maker in Indiana that pays up to $200,000 annually with a 30% bonus and stock options.
Employer of the Day
Entertainment & Media
Special Topic Speakers
Additionally we serve as
the venue for several
including TENG (Tech
Networking Group), and
FENG (Financial Exec.
We have negotiated a 20%
discounted rate for LHH clients
with Blue Steps the executive
search web site owned and
operated by the AESC
(Association of Executive
Search Consultants) which is
their professional organization
made up of over 200 of the top
executive search firms. See
your consultant for details.
AESC has around 200
member search firms, with
around 4000 consultants
around the world.
Companies doing the most executive hiring aren't necessarily the biggest, the ExecuNet study found.
Employers with revenues between $51 million and $200 million are expanding their senior-level
management teams by almost 30% this year, for instance. By contrast, companies with sales of $1
billion or more plan to hire only 12% more executives.
"Companies are placing a greater emphasis on research and development, as well as operating
efficiency," Anderson observes. "Engineers have become a scarce resource." That's good news, by
ExecuNet's lights. Says the report: "[Engineers] are at the epicenter of innovation, stimulating growth
and forming the underpinning of a robust economy." Which may eventually mean more jobs for the
rest of us.
In this market, fewer than one-third (32%) of managers earning $100,000 a year or more believed
relocation was necessary for advancement, according to the study. That's down from 46% who
believed that in 2006.
One reason is that "the computer and phone technology we have now enables people to do business
from just about anywhere," says Anderson. "So companies are rapidly moving toward more mobile
workers, remote workers, telecommuters - whatever you want to call them - even at the very senior
levels, where executives will often try out a job from a distance before relocating, or even instead of
relocating at all."
Another factor: In a world of decreasing loyalty, companies are less eager to reimburse executives for
the cost of moving. "Organizations don't want to go to the expense if an executive is only likely to
stay with the company for three years or less," observes ExecuNet vice president Lauryn Franzoni.
"On the other side, executives are reluctant to uproot their families and working spouse for a transfer
that doesn't have a clear reward at the other end. If they think the industry or company could contract
and the job they've been offered could be eliminated, the risk is too great."
Executives in other countries, by the way, have no such qualms. More than 80% of senior managers ExecuNet surveyed in Europe, Asia, and Latin America are willing to pull up stakes, even to relocate across national boundaries.
"A staggering 40% of these rest-of-the-world executives say that the proliferation of online job boards led them to actively explore opportunities abroad," Anderson says. That compares to just 7% of U.S. senior managers who say the same.
Demographics are expected to drive the pace of executive management hiring through the end of
2008, as recruiters believe demand for health
services and energy will push the most growth
in six-figure hiring.
That's according to ExecuNet's exclusive July
Recruiter Confidence Poll, which also
registered significant recruiter optimism about
projected corporate management hiring in the
life sciences (pharma, biotech, medical),
technology and business services sectors of
the U.S. economy.
The accompanying chart graphs projected
executive hiring through December, including
data for markets that expect little to no
change in executive-level hiring during that
Presented by: 24 Seven
September 10th - 10 a.m. - 4 p.m.
Metropolitan Pavilion - 125 West 18th Street - New York
Here\u2019s the link:
"Surviving Corporate America"; Tuesdays, 1 p.m.; people of various professions are brought together to debate how to break through the elements for finding work; paid pre-registration required; call for locations and further information.
This may be the simplest title that \u201cSimple Things\u201d has ever had. That being said this is probably not
what you\u2019re thinking the title implies. This is about responding to so-called dead end leads. In other
words, what do you do when a potential networking contact seems to fizzle out or appear
uninterested in helping you? Of course, that\u2019s never happened to any of us but just in case\u2026 There
are many variables that could impact the level of receptivity we receive when making an outreach
and much of it has the possibility of causing a relatively negative outcome. We caught a person at a
busy or inappropriate time, we didn\u2019t or were unable establish a rapport with the individual, or
sometimes we find people who are just plain difficult. So do we give up? In this job market, are you
This action might not be possible to undo. Are you sure you want to continue?