Howard Nestler Archives
Howard Nestler,
CEO of Executive Options, announced today administrative cost reductions for U.S. corporations by streamlining the process with which they can acquire premium quality, management level executives. The findings are based on a three year comparison study. “It is important for CEOs to understand that it costs their corporations a disproportionate amount of money to acquire top talent for the running of their companies,” explains Howard Nestler. “The ability to quickly find the best of the best is a savings of time and money that can have in impact on the profitability of an enterprise.”
Dealing as they do in the Law of Large Numbers, the process by which companies acquires talent becomes a lengthy and, often times, unproductive campaign that in wholly unnecessary. “The fact is that a company needs to find the executives it needs without delay. The conventional approach is imbued with a certain apathy that works against the interest of the corporation, and can even affect its share price According to Howard Nestler, too much time and money is being spent by corporations sorting out rank-and-file level executives who are merely looking for work when their need dictates the acquisition of a stellar specification; a man or woman who is looking to meet a challenge.
“I have created a direct pipeline by which corporations with specific needs can encounter and engage premium level executives without the added time and expense attached to conventional hiring programs,” Howard Nestler states. “This is a service designed with a CEO’s imperatives in mind.”
Read more about Howard Nestler at www.howardnestler.org
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Tuesday May 20th, 2008 in Howard Nestler | No comments »
Howard Nestler, CEO of Executive Options, has addressed the importance of personal marketing in a discourse to a group of senior executives who are concerned with prolonging their careers as management level executives.”These men and woman have experience and an aptitude for taking on the most challenging positions a company can offer,” explains Howard Nestler, “yet they promote themselves by using a generic resume that robs them of their standing and causes them to blend into a massive number of unemployed executives of lower standing. It’s no wonder they aren’t besieged with offers.”
Howard Nestler points out that these are people who cannot afford to take just any job given the imperatives of their standard of living. “Just as importantly, they are looking for a challenge that will stimulate and reward them as opposed to a generic engagement.” Unfortunately, the trend is going in another direction. Howard Nestler says that, “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.”
The solution is for an executive to communicate that he or she is a leader not a follower in a campaign dedicated to creating a demand for his or her services.” Howard Nestler instructs. Howard Nestler’s Reverse Vectoring marketing concept for management level executives addresses this concern directly.”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 a candidate is someone special?” Howard Nestler asks. These are the elements that need to inform a campaign.
To find out more about Howard Nestler please visit www.nestler-howard.com
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Thursday May 8th, 2008 in Howard Nestler | No comments »
Howard Nestler
CEO of Executive Options, spoke to a gathering of marketing executives today and caught them off guard by urging a global view even for executives embarking on a local job search. “When an executive launches into a search for a new engagement, most of them are looking locally for about eighty percent don’t want to relocate,” says Howard Nestler. “Their instinct is to conduct a search of local companies for openings. That is why they can go twelve to eighteen months without finding what they want.”
Howard Nestler explained to the assembly that, in today’s corporate world, companies in Seattle can be owned by corporations in Germany or Denmark where the important decisions are made. “A failure to understand this means that a highly qualified executive will be looking at jobs that are far beneath his or her capability,” Howard Nestler explains. “If the decision makers are in Paris or Rome, it does no good to promote locally since that isn’t where major decisions are being made and only lower level positions are on offer.”
Howard Nestler understands that it would seem counter-intuitive to market an executive in London in order to attain a position in Chicago. “It is, however, the way corporations are structured and owned these days. One must confront the world as it is today and not as it used to be.”"The business world will continue to evolve,” says Howard Nestler. “An executive who doesn’t do likewise will be left behind.”
To read more about Howard Nestler go to www.howardnestler.net
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Thursday May 8th, 2008 in Howard Nestler | No comments »
Howard Nestler,CEO of Executive Options, has introduced a concept he calls reverse vectoring designed to create a demand for executive job candidates seeking management positions. 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 created this new approach in response to a glutted job market where a qualified executive can find that it takes longer than ever before to contract for his or her next engagement. “The rule of thumb these days for job candidates taking a conventional approach to finding their next job is one month for every ten thousand dollars of income required,” Howard Nestler reveals. That can mean a wait of more than a year for executives seeking management positions.”It is absolutely imperative that men and women seeking jobs that will both challenge and reward them take into account the current market conditions and recognize that building and promoting their personal brand is imperative if they hope to move onward and upward in their careers,” says Howard Nestler.
Howard Nestler’s observation is that too many qualified executives are being offered positions beneath their capability simply because they have ignored the dynamics affecting the current job market and therefore have repeated the same actions that served them in the past. Many others are taking retirement when they find that merely circulating a resume doesn’t get them the job they want.”To reverse the trend, we needed to reverse the vector,” Howard Nestler explains.
To find out more about Howard Nestler go to www.howardnestler.org
Click here to find out more about Howard Nestler on www.anblik.net
Wednesday May 7th, 2008 in Howard Nestler | No comments »
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
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Monday April 21st, 2008 in Howard Nestler | No comments »
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
Click here to find out more about Howard Nestler on www.anblik.net
Thursday April 17th, 2008 in Howard Nestler | No comments »
Howard Nestler, CEO of Executive Options, has created a special 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. “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.”
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. “There’s no reason executive’s shouldn’t take advantage of my twenty-six years experience in locating and articulating those values that will open up horizons and create a more fulfilling future for them and their families.”
“The dynamics of the job market have changed,” Howard Nestler has observed. He sees that too many fine people on the job market have amazing skills that go unrecognized and accomplishments that go unrewarded. “Executive Options exists to help these talented people get the type of jobs they deserve.”
By moving away from the traditional paradigm that has an executive circulating a resume in the hopes of attracting a job offer, Howard Nestler has created a unique program that enables a premium executive to communicate his or her value concepts in an effective manner.
“The idea is to put a man or a woman at the top of a company’s priority list,” says Howard Nestler.
To find out more about Howard Nestler go to www.howardnestler.net
Click here to find out more about Howard Nestler on www.anblik.net
Tuesday April 8th, 2008 in Howard Nestler | No comments »
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
Click here to find out more about Howard Nestler on www.anblik.net
Friday March 21st, 2008 in Howard Nestler | No comments »
Howard Nestler, CEO of Executive Options, has introduced transition assessment services today for management level executives effective as of this date.
“The better executives are capable of implementing transitional policies and programs for their corporations” says Howard Nestler. “Few of them have given any thought to their own transitional periods, usually because the need for a job search can come about suddenly and represent something of a trauma in one’s life.”
Howard Nestler has heard from too many upper level executives of their sudden disengagement from the corporations they have served. Often, there seems to be neither rhyme nor reason for the termination. “Whether the executive suffers monetarily or from the psychological dislocation, it is an unpleasant experience that can be made worse by a nonresponsive job market,” Howard Nestler explains.
Transitional services are part of the High Definition marketing concept authored by Howard Nestler to help qualified executives make the passage into their next engagement. “At such a time, a man or woman needs to be reminded of their worth and this process focuses their attention on their abilities and accomplishments,” Howard Nestler says. Howard Nestler says that is the job candidate’s responsibility to inform the marketplace. “The marketplace can be very lazy and take the path of least resistance,” says Howard Nestler. “This may be easier for the hiring companies, but it is certainly not better for the job hunter.”
Howard Nestler advocates preemptive marketing, “There is nothing wrong with creating a demand for your services.”
Read more about Howard Nestler at www.howard-nestler.org
Click here to find out more about Howard Nestler on www.anblik.net
Wednesday March 12th, 2008 in Howard Nestler | No comments »
Howard Nestler
Howard Nestler, CEO of Executive Options, spoke to a select group of individuals interested in executive marketing and warned against the pitfalls inherent to the executive job search market. “Everybody gets a job,” Howard Nestler told them “but that’s not what executive marketing is all about. It’s about getting a man or woman an engagement with a corporation that is tailor-made to his or her specification and one which pays a brand-name compensation in acknowledgment of his or her special skills.”
Howard Nestler points out that when executives follow the herd by using a resume as a means of promoting, they have forfeited all the advantages that their skill, intellect and experience have given them. “They become part of the crowd,” Howard Nestler asserts. “Imagine a political candidate running for office by merely circulating a resume.” 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.”
Owing to consolidating, downsizing and out-sourcing, the job market is in flux. Adding to the dilemma, Howard Nestler told his audience, baby-boomers are not currently inclined towards retirement. “This makes for a glutted job market where one is competing with the best of the best.”
Howard Nestler has worked with business executives for the past twenty-six years gaining a perspective on what sets a man or woman apart from their peers when looking for their next assignment. “An executive needs to establish instant recognition of his or her abilities or risk getting lost in the crowd.”
Howard Nestler has created a unique program that creates ‘brand recognition’ for his clients thereby increase the value of their services. Howard Nestler appears to use brand management strategies on behalf of executives in the job market in the same manner that corporations market their products.
“An executive must avoid the pitfall of seeing himself or herself as an employee to hired or fired,” Howard Nestler warns, “and take the view that they are a personal brand deserving of the strategies and tactics used by the companies that engage them.”
Read more about Howard Nestler at www.howardnestler.org
Click here to find out more about Howard Nestler on www.anblik.net
Tuesday February 12th, 2008 in Howard Nestler | No comments »