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By Meg Guiseppi

Use C-A-Rs Storytelling to Express Your Executive Brand

You know what sets you apart from your competition in executive job search. You’ve defined your brand and value proposition.

How are you going to put it to work for you, as you navigate today’s job search landscape?

Build career success stories around your unique promise of value and pivotal strengths.

Try using the Challenge – Actions – Results (CARs) method to develop stories to use in your paper/digital and online career marketing communications (resume, biography, LinkedIn profile, Google profile, etc.), as well as in networking and job interviewing.

To learn how to leverage this useful strategy, see my post at Executive Career Brand.

Related posts:

How to Build a Powerful Executive Network

Best Executive Job Interviewing Strategies

Filed Under: Executive Interviewing, Executive Job Search, Networking, Personal Branding Tagged With: executive job search, executive personal branding, storytelling

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Reader Interactions

Comments

  1. Barry Deutsch says

    April 11, 2010 at 12:31 pm

    Meg,

    We also use a very structured approach with our candidates in our executive search practice to prepare answers for interviewing and for collateral material – resumes/online personal branding/linkedin profiles/etc.

    Most candidates (99%) do NOT understand the importance of weaving stories together combining the issue/challenge, details, role, impact, budget, resources, problems, outcomes, etc.

    As a result, they never get asked to interviews and if they do, many never make it past the first phone interview stage.

    Many candidates approach interviewing and communicating their background with an arrogance of “my background speaks for itself” – no need to add to the bullet points on my resume.

    What a disaster. And some candidates wonder why it’s taking 9-12 months to land a job.

    • Meg Guiseppi says

      April 12, 2010 at 5:41 am

      Thanks for commenting, Barry.

      Of course, this all speaks to job search preparation — for interviewing, networking, online reputation management, etc.

      With more challenging competition in this job market, executive candidates must be able to clearly communicate, in person and online, what differentiates their unique value proposition and why they’re the best hiring choice.

      They must be prepared to provide examples of how they’ve added value in the past so that people can envision them doing the same for their organization.

      Best,
      Meg

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