David answers the question, “Will companies be scared off by my former high salary?”

The quick answer is Yes!  However, it depends how you answer the question.  Most will try and avoid it and give reasonable answers like: “well, it all depends where it is located”  or  “I would need to know what my duties would be”  or  “what are your expectations for the business?” 

These are legitimate responses but will not satisfy those who ask the question.  The potential employer still needs a number – so give them a number.  In the first few months of 2009, I have had clients earning over $1 million and several more over $500K.  How do we handle it so as not scare off a potential employer?

Firstly, remember what John S. Reed, the former Chairman and CEO of Citibank, once said,: “Money is Information.”  Therefore, if you earn a lot of money, the assumption is that you are a high performer and worth it (you are innocent until found guilty).  Why hide your light under a bushel? 

Furthermore, we would all agree there are plenty of high earners without jobs who would be happy to get a good job at lower comp. The question is not what’s wrong with him or her, but rather, will they leave as soon as the economy turns?  Therefore, it is important to presage a response by suggesting in subtle terms “I am looking for some place I can stay the next 10 years or so and be happy in my work.”

And here’s my point:  HOW you say it is more important than WHAT you say.

“Jeff, my cash comp typically comes in two parts:  a base salary and a performance-related bonus.  I live off my base salary which last year was $225K and I do my best to save my bonus.  In 2008 I was lucky, we all had a good year and my bonus was $550K.  The year before I had a bonus of only $100K; we lost a chunk of money in Asia.”

Or

“When I joined the company I asked for a base of $250K and said I would really only be interested in eventually acquiring equity.  My first year I got a bunch of options and a modest bonus – $100K.  In my last year I cashed in my options when I left and my W2 was $1.5 million.  We all did well that year.  In other words I am more interested in a long term arrangement.  Why?  Because if I have the opportunity to turn around the business, you will be happy to pay me what I am worth and do your very best to make sure I stay.  Right now I recognize cash may be tight and I would be happy to discuss a $20K a month to start.”

Or

“I am used to working on a base plus bonus.  I am fully aware the industry is suffering and I know what I earned in the past will not easily be achieved today.  I don’t expect it to be.  Last year I had a base of $300K and a bonus of $300K.  The previous year my bonus was $100K.  Where I to join your team, I would be the first to recognize that my salary will have to be justified by my performance.  Why don’t we discuss my coming on board for $20K a month for 6 months?  After I have demonstrated my worth, we could firm up something for the long term – something that suits both of us.” 

Remember: It’s not what you say – it’s how you say it

About David Werner International:

David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents.  The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record.

In addition to helping top executives transition companies, DWIC is also sought out by leading executive corporations to provide specialized marketing services to senior executives.    Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more. 

Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at http://www.davidwernerinternational.com

Therefore the question that begs itself is – What advice can we give elder statesmen executives?  How can elder statesmen stand out in the crowd?  In my twenty odd years advising senior executives in transition, I can point to four areas below which they need to focus on to stand out in the crowd and, in doing so, they can address any concerns the hiring company might have.

1. The best way to stand out in the crowd is to have someone make a third party introduction on your behalf.  For example:  “Fred, I suggest you see this guy; I hired him as an attorney to work with me to assist in restructuring the Company and I got more than I expected.  Not only was he hard working, dedicated and a man of high principle, he is also a multi-talented executive.  He made me a chunk of money.”

2. Keep fit and look younger than 55.  That means ensuring that you are perceived to be younger (note the difference between perception and reality) –i.e. don’t give an aura of a smoker or drinker; imply you exercise a lot (even if untrue); avoid discussions about grandchildren.  At interview, move quickly and shake hands with greater than normal energy, speak louder than you might otherwise do, be up to date with the sports scores and if your daily hobby is tennis or jogging, make sure the interviewers know.

3. Be up-to-date with technology – join the younger set!  Ensure that computer tasks performed by those younger than you present absolutely no challenge to you: email, Microsoft Office, Power Point, Google, Yahoo, Twitter, Facebook.  You don’t have to be a programmer.  Indicating you use both PC and Apple would be a big, big plus.  Don’t use AOL (too family oriented); I suggest gmail.  Subscribe to Citrix’s “GoToMeeting” and to “GoToWebinar” and also “GoToMyPC.”  Become a member of “Linked In” and join “Twitter” and “YouTube.”  In other words let people know that “you get it.”  Consider putting your computer and Internet skills on your résumé.

4. Older executives work harder and are more persistent: They have operated in both good and bad times, are less greedy about salary and bonuses, often don’t need health insurance (already covered by prior employment), are more flexible, can accept interim or part time assignments, are prepared to travel back home at weekends and do what is necessary to “get back into the game’ knowing that when the good times return they will be perfectly placed to hit the ground running – having collected a wealth of new business contacts. Above all, older executives have many more references to fall back on; use them.  Surely, it’s much better others talk about you than you about yourself.  However the references must be from senior, credible leaders within your industry. Why not introduce yourself as:  “When I left GE last year to join a smaller company, the well-known CEO said to me ‘What do we have to do to make you stay?’.”  (We actually used this to great effect.)

Remember the goal:  to get back into the game (and I don’t mean the golf course).  Finally the four thoughts above always at the forefront of your mind: be flexible; appear energetic; How am I perceived?  Am I employable? Am I offering value? 

Finally, finally:  remember what Clement Stone (founder of Combined Insurance) described in his book “The Success System that Never Fails”  He was referring to Probability Theory: “The more people you present the policy, the greater is the probability of a sale.”  He also said:

“Tell everyone what you want to do and someone will want to help you do it.”

About David Werner International:

David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents.  The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record.

In addition to helping top executives transition companies, DWIC is also sought out by leading executive corporations to provide specialized marketing services to senior executives.    Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more. 

Keep up with David Werner International by visiting his blog at david-werner.blogspot.com

Making a career transition from one company to the next is an intense and often stressful experience.  Displaced executives and those looking to segue into a more senior position can be faced with unwanted, lengthy transition periods. 

David Werner International is one of New York’s top executive career marketing companies.   With over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents, the experts in employment are now harnessing the power of the internet to help candidates achieve accelerated and qualified leads in the executive search market place. 

David Werner’s online portfolio is a personalized web marketing tool for candidates seeking accelerated results and reduced employment transition periods.  The multi-media system is a virtual showcase of a candidate’s history and proven success record.  This can be seen at http://www.careertalent.net/dwic/video/index.html

Today’s job seekers are now competing with technologically advanced competitors who can exploit the power of the internet to create a web enabled playing field.  Candidates who can use technology to show case their potential will have a competitive edge over the rest.  Getting noticed in today’s market shuffle is becoming increasingly more difficult.  Utilizing online professional portfolios is one way David Werner International helps their candidates stand out from the rest.

The online portfolio is a virtual presentation of an elaborate resume which utilizes graphs and charts to show a candidate’s success and achievements.  The system helps prospective employers visualize the value a candidate can bring to their firm.  The web portfolio has four key benefits for job seekers.

1.     The web based portfolio uses proven and targeted marketing techniques to present a compelling business case for an individual’s candidacy to potential employers.

2.     Charts and graphs create virtual and multi-dimensional representations of talent and success stories, visually demonstrating a candidate’s value to hiring firms.

3.     Hiring firms with this information at their fingertips can quickly engage in meaningful and results oriented conversations which can rapidly move the candidate ahead in the interview process.

4.     The portfolio then serves as a permanent career asset for improving an online business profile and networking with other executives. 

The David Werner multi -media system allows candidates to showcase career strength and accelerate results in the market place.  The online portfolio technique reduces search time by employers thus speeding up the communication process between candidates and potential employers.