Howard Nestler - Administrative Cost-Cutting for U.S. corporations
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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May 20th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler urges global view for local job searches
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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May 8th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler- reverse vectoring
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.virtograph.org
May 7th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler - ‘back-to-school’ myth for executives
Howard Nestler draws attention to the ‘back-to-school’ myth for executives in a speech to professional marketers today in New York
Howard Nestler, CEO of Executive Options, focused attention on the ‘back-to-school’ myth for executives in a job search mode today in a speech given from New York City to a group of professional marketers scattered around the nation.
“It is a popularly held notion that an executive looking for his or her next corporate engagement can take the summer months off and address the next employment possibilities come September in the manner of children going back to school,” says Howard Nestler. “While it may be true that people will want to go to work at that time, the time to ensure that occurring is in June or July, not September.”
Howard Nestler emphasizes that, though marketing can bring offers to a qualified executive faster than a conventional job search, it is still important to plan for the interval between cause and effect; the time between the distribution of an executive’s campaign and the appearance of offers of employment.
“Since marketing an intellect, rather than a description of one’s last job, elicits offers from a wider horizon of companies and even sectors, it is important for the executive to allow time for due consideration of these offers,” Howard Nestler explains. “It may be time for that man or woman to move into a field of endeavor they hadn’t previously considered.”
Howar Nestler says, “At a certain level, an executive’s skills and abilities can serve as passports into almost any sector that they find interesting.”
Avoiding the ‘back-to-school’ mindset does not mean foregoing a vacation. “A professional marketer is a team member working for an executive; even one who is on vacation.”
To find out more about Howard Nestler go to www.nestlerhoward.com
Click here to find out more about Howard Nestler on www.virtograph.org
April 21st, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler - ‘relief pitcher’ concept
Howard Nestler, CEO of Executive Options, has introduced today the ‘relief pitcher’ concept for marketing executives in the fourth quarter of the business year.
“We’ve discovered that corporations have an increased focus on year-end goals at this time,” says Howard Nestler. “Most want to ensure that quotas are met and this often means calling in outside talent in the same way that you see a coach signaling to the bullpen for a relief pitcher in the late innings.”
In reviewing the response to his recent survey, Howard Nestler observes that the current climate in the business world has placed increased expectation upon CEOs who are under pressure to surpass established goals rather than meet them. “This creates a time of increased effort and an executive whose name is synonymous with achievement stands to be called upon with an offer that is commensurate with the corporation’s urgent need instead of being factored to the category of his or her most recent job description.”
The main objective of every upper level executive should be to create a brand value rather than a generic value for the services he or she offers.
“By conducting a conventional job search at this time of year,” says Howard Nestler, “a man or woman cannot expect to see results before well into next year.”
Accordingly, Howard Nestler has launched the ‘relief pitcher’ program that is intended to solve problems faced by corporations at this time of year and to accelerate the placement of qualified executives.
Read more about Howard Nestler at www.howard-nestler.com
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April 17th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler proposes cost-saving program
Howard Nestler, CEO of Executive Options, proposed today a cost-saving ‘Executive Acquisition’ program to help corporations accelerate the acquisition of upper level executives and reduce unnecessary administrative costs.
“Corporations are dealing with the Law of Large Numbers,” says Howard Nestler. “The idea is that if they process enough people, they stand to end up with the talent they require. Unfortunately, it is a process that extends the time and expenditure needed to fulfill hiring needs without effectively ensuring the desired results.”
Howard Nestler points out that this is especially crucial when dealing with executives in the upper half of the management spectrum. “These are the men and women a corporation relies upon to remain competitive and profitable,” he explains. “The longer it takes a company to fill a position with such an executive the less productive they have been during that period.”
The ‘Executive Acquisition’ program will be made available to a select number of companies in various industry sectors. “This is a high priority application designed for corporations that stand to make an inordinate gain from the immediate acquisition of the right talent.”
“This is about the bottom line,” says Howard Nestler. “Quick acquisition of the right talent can make the difference between profit and loss.”
To read more go to www.nestler-howard.com
Click here to find out more about Howard Nestler on www.virtograph.org
April 8th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler - against job search pitfalls
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
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March 21st, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler - transition assessment services
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
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March 12th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler - special marketing program for executives
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.virtograph.org
February 12th, 2008 - Posted in Howard Nestler | | 0 Comments
Howard Nestler - on-going career enrichment
Howard Nestler
CEO of Executive Options, has introduced on-going career enrichment services today for management level executives effective as of this date.”It is important for management level executives to understand that the need for marketing doesn’t end with the signing of an employment contract,” says Howard Nestler. “In fact, it is of prime importance for an executive to keep the sector in which he or she operates fully informed of their accomplishments and capabilities.”
It is with this in mind that Howard Nestler has introduced the concept of on-going enrichment, whereby executives continue to expand market awareness of them so as to continually increase their value on the job market through visibility and positioning. “This is no less than any major brand does for its benefit,” Howard Nestler explains. Sadly, too many executives see themselves as employees rather than a personal brand,”On-going enrichment allows an executive to continue shaping the public perception of their personal brand though they are engaged with a company. “The process is intended to augment an individual’s worth in his or her sector, not to mention in the eyes of a current employer.”
The intent of on-going enrichment is to ensure that executives are inoculated against an adverse future by cultivating a broad landscape of interest in their abilities.Howard Nestler says, “It is the executive’s responsibility to create a constant demand for his or her services.”
To find out more about Howard Nestler visit www.nestlerhoward.net
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December 5th, 2007 - Posted in Howard Nestler | | 0 Comments
