AMDG

Are you getting ready to launch an executive job search for the first time in more than 10 years? If you’ve been fortunate enough to enjoy a long, consistent career with the same company, an unexpected thrust into unemployment or a career transition can cause some panic.Even if you’re Internet savvy, it can be easy to get lost in a maze of job boards and company databases without a clear direction. It’s important to note that while it’s critical to engage in online job search activities, it should only be a portion of your strategic plan. Here are several strategies that you can engage in right now to re–brand yourself, revive your network, and reposition your experience for top–paying career opportunities. Know Where You Want To Go. Before burying yourself in a frenzy of resume and cover letter drafts, determine your target. Do you want to stay in the same field, are you using this opportunity to pursue your dream job or are you only interested in a lateral move until retirement? Maxi...

Time and time again I see the top candidate accept an offer, and arrive on their first day with the drive and passion to change the company. Yet, in many cases, this gets them off to a very rocky start.The six guidelines below will help you identify a strategic approach for your first 30 days of employment. This will help you define how to demonstrate your value and build effective alliances.Be PreparedRemember that you were not hired to warm a chair. You are being hired to address and correct certain pain–points that the company may be experiencing, and you will likely be stepping into a situation that needs to be fixed. Don’t be shocked by the reality of the challenges that you face. Embrace every challenge as an opportunity to succeed. They need you. Develop a Strategic PlanBe a self–starter who takes initiative by making introductions. Meet the company’s team leaders to gather their perspective on the company, the products and their services. If done properly, this will allow you a...

Think strategically about where to locate international facilities by comparing quality of workforces. The term “emerging economies” first appeared some 25 years ago as a means of distinguishing third-world countries that exhibit economic potential. While that remains a useful distinction for investors, HR professionals need to hire, train and retain workers with more than just potential. They need workers who can get jobs done. What countries among emerging economies fill the bill in a hypercompetitive global market? The obvious answers may not be the best ones, for in a rush to tap human resources of rapidly growing “BRIC” countries—Brazil, Russia, India and China—business leaders may be shortsighted. Long-range planning requires a bifocal view on human capital. While the talent, opportunities and challenges of BRIC countries may be in the foreground today, talent pools of other countries are rapidly gaining relevance. Other countries—Malaysia, Mexico, the Philippines, Poland and Slo...