Bernadette Pawlik, Job Search Strategist/Recruiting Insider

CoffeeandConsult

What I teach my clients is what I have learned from 52,000 hours of in-depth executive recruiting experience, 200 senior-level searches conducted, and clients from small family-owned through not-for-profit to Fortune 500.

The goal of Coffee and Consult is simple:

To give you what you need to move forward, be it an effective resume, a Linkedin profile, networking strategy, interview practice or simply a sounding board.

I work with no more than 3 clients at a given time. I am fully transparent about my process in my Discovery Guide so each client knows exactly the process, the deliverables and the cost.  I never delegate my client or their futures to "staff".

If you'd like to learn more drop me a line at bernadettedorman@gmail.com

Career & Job Search Strategist

Pawlik/Dorman Custom Search

I began my retained executive search career with the world's largest global retained executive search firm, Korn/Ferry International.  During my years as a senior consultant, I had the opportunity to conduct searches for the world's biggest brands as well as privately held companies.

My goal in founding my own firm was to provide high touch, in-depth retained search to a strategically selected group of clients. To develop in-depth long-term relationships, so that my knowledge of the culture would equal my knowledge of specific roles.  I am proud to say that 80% of my firm's business came from repeat clients.  The remainder came from candidates who appreciated that my commitment to quality was not only to my clients but to the candidate's experience.

I continue that mission of high-touch, in-depth individualized services in my career strategy practice.

Senior Partner

Why should you trust me with your time, energy and money?

.  I am an expert in how companies attract, evaluate and hire executives.

.  My expertise is based upon 25 years of executive recruiting ((You can view that experience on my search firm's website:  www.pawlikdorman.cm).

.  Hiring me means working directly with me.  Not a subcontractor.  Not an anonymous member of "staff".

.  I am a founding member of the #JobSeekerGuides, an all volunteer, unpaid team of recruiting professionals who work tirelessly to correct the misinformation about jobseeking which floods Linkedin.

If you'd like to explore working with me, just send a request for my Discovery Guide to my personal e-mail:  bernadettedorman@gmail.com  This guide will tell you want you need to know about my process, the timeline and my fees.

Pawlik/Dorman conducts retained senior executive searches for a strategically limited number of clients.  Our mission is client relationships that are long-lasting, not merely transactional.  Our goal is to understand not only our client's talent needs, but their culture, strategy and vision. 

We focus on an initial client needs assessment which requires input in writing from each member of the hiring team to conduct not only a comprehensive search but to expedite the process. 

Our goal is candidates who not only "fit", but who thrive. 80% of our business is from repeat clients or referrals. Those referrals come from both clients, and candidates who were not hired, because we believe how we represent our clients build or detract from their brand as well as our reputation--so each candidate is treated with respect.
  
We welcome your questions at pawlik@pawlikdorman.com or 773 296 0950.  In addition, we are always delighted to brainstorm on search issues, career guidance or resume effectiveness.  To do so, please send an e-mail to pawlik@pawlikdorman.com referencing Linkedin.

How could I go through a couple of hundred resumes for a senior level executive search?

Here's the process:

I've spent a day or two with the hiring team and from those discussions a 5 to 7 page position description was agreed up. (No small feat---try to get that number of people to decide where to go to lunch.)

I start outreach on the search, and within a few days I've received a couple of hundred resumes.

My client has told me:

The people we want you to bring us to interview must have this.

I look for that on the resume.

The must have's aren't deeply esoteric.  

Typically they are 1) industry alignment 2) prior experience alignment 3) company size 4) number of reports.

All of which will be stated in that positon description as lucidly as I can without circling those elements with a Big Red Pen and ineptly drawing a circle of dancing unicorns.

That will bring the actual number of people I'm going to call for follow-up evaluation to about 25.

That's how I did it.

What does this mean to you?

1) Read the job posting for alignment in 1-4 and also the must haves (e.g., CPA, Top Secret Security Clearance.)

2) Keep your resume "clean". If the evaluator has to fight through infographics, testimonials and thick "branding statement" you are making it harder for them to advocate for you.

Remember this:

A resume is evidence that you have the qualifications for this particular role.  It is not your entire career history. Though you shouldn't leave out any roles, you needn't go into as much depth into the position earlier in your career, with this exception:

If there is distinct evidence in earlier roles that you have directly relevant experience to this role, focus your bullet points there.

There you go!

Hope you enjoyed this tour behind the curtain!

Don't forget to pick up your goodie bag (design your own...jobsearch is tough!) as you exit.

#RecruitingInsider, #Jobsearch, #careers, #jobs, #executivesearch

Bernadette Pawlik

Here's a shocker there's a new "you must do this" for you to worry about:

Personal #branding 

Let me allay your worry:

Not once, never never in my experience when I was conducting senior-level retained executive searches.

My clients were paying me abundantly to do this:

Find executives who had the right professional experience to provide evidence during a fairly exhaustive hiring process that they could solve critical strategic issues.

Because however someone might leverage social media or thought leadership or yada yada, the rubber hits the road on the bottom line.

And, that's where performance under difficult conditions matters.

So, if you enjoy developing a presence on Linkedin, that's grand.

Ideally, do so strategically and contribute to your professional community in a respectful, professional way.

If you enjoy presentations, continue doing them....particularly to relevant industry groups, because it is a great way to contribute to your industry and to meet like-minded individuals.

But, bear in mind:

Your "brand" is what you can deliver, to whom, and how.

And, that's your professional qualifications and your reputation for decency.

#RecruitingInsider, #Jobsearch #careers, #executivesearch, #jobs

Taplio

Bernadette Pawlik's Linkedin Analytics

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

What is Bernadette talking about?

Bernadette Pawlik, Job Search Strategist/Recruiting Insider's Best Posts (last 30 days)

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Bernadette Pawlik's Linkedin Analytics

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

What is Bernadette talking about?

Bernadette Pawlik, Job Search Strategist/Recruiting Insider's Best Posts .css-qqfgvy{font-size:var(--chakra-fontSizes-md);}(last 30 days)

Want to drive more opportunities from LinkedIn?

Bernadette Pawlik's Linkedin Analytics

Bernadette Pawlik, Job Search Strategist/Recruiting Insider's Best Posts (last 30 days)