Never turn down a job you have not been offered. I coined this phrase after one of my executive search assignments and had it printed on the back of my business cards.
I am an executive recruiter with experience in our industry (PepsiCo, Sports Illustrated, Interactive Television, FIFA World Cup). I am also a career coach. I gained the knowledge from, among other things, witnessing the many mistakes people make in the job search process. Using my search experience to help executives learn to navigate the job marketplace is a sport I play and love.
I remember a search for a highly respected sports marketing and management company. It was looking for someone to run its U.S. division. I contacted an executive at Disney who had the right credentials for the job. Unfortunately, he abruptly ended one of our conversations saying he was happy at Disney and did not want to change jobs.
A few weeks later, the search process came to an end when a finalist was identified and the candidate accepted the offer. A week after the announcement, “Mr. Disney” called and asked if the job was still open. Apparently, the Walt Disney Co. had announced that it would be closing down his division and that his job would be eliminated. So, he did not have a chance to be interviewed, polish up his résumé or even see if he could reach the next round of the recruitment process. And since I never learned a lot about him, I don’t even remember his name. Certainly, I can look him up in my database, but you understand my point.
Participate in the process
A leadership search project will put you face-to-face with high-level executives in an environment that is vastly different from networking at a large sporting event or industry gathering. The focused meetings and conversations will allow both you and the potential employer to dissect the specifics of what they need and how you can possibly help them. Please don’t assume you know everybody in our business and that there is no one else to meet. New executives join our industry while new companies join/buy into it every day. This is why you read SportsBusiness Journal.
Your discussions with prospective employers are not a time to act overconfident or play hard to get. Your peers and competitors who are also at the top of their game are probably interviewing for the same job. The goal is to get the conversations going and to try to move them forward. Don’t close any doors.
“Never turn down a job you have not been offered. Meet, learn, share, and be patient. Participate in the process.”
An organization launched a high-profile leadership search for a president/CEO just as it was also looking to reformat its board of trustees. By having high-profile executives throw their hats into the ring for the position, I was able to identify board candidates, consultants and senior staff members to recommend to the incoming president/CEO and board executive committee.
While you meet people regarding jobs, potential employers will have the opportunity to determine how adding you to their team might change their management and business strategy. Yes, the job description, title and salary can change during the recruitment process. If you join the team, they could merge the sales and marketing or marketing and communications functions. You could be a candidate to succeed the CEO or a potential leader for the yet-to-be-announced newly acquired company.
These situations happened: I talked to “Ms. Candidate” about a job that was perfect for her background. But she did not want to participate in the search process as the compensation parameters were off target from her needs. I encouraged her to continue with introductions and discussions with the prospective employer as there could be a consulting role for her. As the conversations progressed, the candidate became unique and important to the employer, the financial terms became more flexible, more appealing … until eventually, the deal was done.
Another example: “Mr. California” was not interested in a move to New York. But upon my recommendation, he agreed to talk to the client, changed his mind about the move and is now happily employed as the president of a well-known company making a lot of money. Being open-minded has its benefits.
The long and winding road
Understanding the leadership search process can be lengthy and time consuming. For example, when I worked at PepsiCo, Steve Garvey and I were having dinner with the head of his marketing company, Haughton Randolph. Haughton learned of my background and recommended I speak to his former IMG colleague, Doug Pirnie, about joining IMG. Doug then referred me to Jane Berger at Sports Illustrated, where he had previously worked. Jane and I discussed a job opening for a marketing and promotion executive with classic consumer packaged goods experience. She had received 400 résumés after posting the job in Adweek.
Then Jane went on maternity leave. Time dragged on. I later interviewed with her boss, John Heyd. I did not hear back from my follow-up calls to him. So finally, after a long wait and determining this professional marriage was not going to happen, I called and left John a voice mail. I wished him luck with the search and asked that he think of me if other opportunities surfaced at the company.
John returned my call within three hours, had me come to his office the following day and made me an offer. The outcome: I worked at Sports Illustrated for eight years and had a professional work experience that was the opportunity of a lifetime.
Finding a new job is a PROCESS. It takes time.
How do companies find their leadership members? Roughly only 25 percent of senior job search efforts are outsourced to executive search firms. How do the other 75 percent recruit their top executives? They ask their business friends and network of colleagues for recommendations: college alumni, corporate colleagues, tennis/golf buddies and their personal networking team.
How did I ultimately get the Sports Illustrated position? Referrals from respected and known industry friends who make the corporate world go around. The network you create is your best path to success.
Never turn down a job you have not been offered! Meet, learn, share, and be patient. Participate in the process. It has too many benefits to pass up.
Until next time, look over your résumé. When was the last time it was updated? Is your résumé a list of your job responsibilities or do you describe what you did in your work and quantify the results of your efforts? Only 10 percent of the résumés I review are stellar (I am being generous). Unfortunately, many outstanding candidates don’t know how to showcase their talent and sell themselves on paper. Remember, your résumé is your game ticket in the job market. Don’t be proud not to have one.
I’ll guide you through résumé creation in my next column.
Cathy Griffin (cathy@griffinnetwork.com) is an executive search consultant and CEO of Griffin Network.
