When a senior executive is looking to make a professional move, finding a role that’s the right fit and positioning yourself in the right way for that role is essential. The job specification is an essential piece in the successful pursuit of a C-suite position, and you might just find hidden answers right in front of you.
The following is the 1st in a 2-part series where I share Secrets from a Search Consultant™ on the anatomy of a job description.
- In Part 1 below, I focus on the key components for any senior executive job specification.
- In Part 2, I share my 5-point cheat sheet for how to use a job descriptions details and insights to your advantage.
These are no-nonsense, practical insights I’ve gained over 30 years as a former executive search consultant and now as an executive career advisor to senior leaders in pursuit of their next right position.
A senior executive position worth pursuing will have a robust job specification which is target specific and include these essentials:
- Position title: If the title isn’t what you expected, ask why they chose that specific title.
- Position scope and responsibilities: This is key. Details should include current priorities, individual goals as well as team strategies, actions and status of each. When interviewing make sure everyone is on the same page and articulating what’s written in the job spec.
- Organizational structure and reporting relationships: Who does this role report to? Who reports to this role? Be wary of matrixed or dotted-line reporting structures.
- Location: This should be clearly stated. You don’t want to get too far into the process thinking the job is conveniently located at their downtown main building only to discover the decision has been made to move the executive team to a far suburb, for example.
- Organizational overview: Does it include a thorough description of the organization including background, vision/mission/values/purpose, organizational culture, products/services, financials, budgets, target clients.
- Role transparency: Do they explain why the position is open? Is the organization looking to make a turnaround, advance to the next level, or maintain the status quo?
- Strategic waymarking: Do they offer insights into where they are and where they’re headed? This should include short- and long-range strategic plans, audited financials, board and staff relations, importance of strategic partnerships, and focus on compliance, business development, and diversity/equity/inclusion/belonging.
- Candidate qualifications and personal attributes: This includes must-haves and some nice-to-haves that offer insights into the IQ, EQ, and CQ needed to succeed in the role. Pay close attention to details (or lack of) the organizational culture.
- Education: More and more job specs leave out education requirements for want of strong background in the right area. But remember: People hire themselves. A C-suite of PhDs or Ivy Leaguers are more likely to embrace a candidate of similar pedigree.
As your strategic advisor my mission is to help you better prepare for and script your stories for success at the interview table. Through The Montague Method, I’ll share my Secrets from a Search Consultant™ to help you land your first or next C-suite position. Explore the rest of my website to learn more and schedule a complementary 20-minute exploratory consultation. And, be sure to check out the Anatomy of a Job Description Part 2.
