Prospective clients often ask, “Why do I need an Executive Placement firm to help with my job search?”

Followed by: “OK, Why SCC ~ Williamsburg?”

Here are the reasons to consider us.

1. The executive job search market has changed dramatically since the financial meltdown in 2008.

Increased turnover in the executive suite, higher competition (from employed and unemployed executives), and a dramatic change from fewer executive positions to multiple offers are just some of the market conditions that have had a serious impact on search efforts. SCC ~ Williamsburg tracks these changes and adjusts our tactics and strategies to be sure that our clients are fully prepared to Identify, Select, Compete and Win the right opportunity for their careers.

2. Since 2008, national recruiting volumes are down by over 60% as companies change their executive acquisition strategies and try to minimize the cost of hires at all levels.

SCC ~ Williamsburg is a high-profile, preferred member of Top Echelon, a consortium of more than 1,000 executive recruiting firms in the U.S. This relationship allows us to be alert to the entire market on behalf of our clients in ways that are unavailable to executives working alone.

3. The Internet is jammed with resumes, making it hard to stand out vs. the competition.

We have aggregated most public and private job posting resources into one comprehensive database. We’ve overlaid it with a navigation system that allows clients to efficiently and effectively search by individual zip codes, salary levels, titles, positions and industries.

4. The Internet has become a “Black Hole” because high resume volumes have forced companies to screen them with software.

We by-pass the Black Hole by presenting clients directly to the hiring authorities at the companies they have targeted, having discovered them on our database. While their competitors are waiting to hear if they got past the scanning software and screeners, our clients often are preparing for interviews.

5. Research reveals that the majority of all executive level positions are not listed, as companies increasingly rely on networking as the preferred candidate identification method.

Research from Execunet shows that half of all companies are networking to fill senior positions. Most executives don’t network well-enough to find those opportunities because prior to 2008, search was far easier and more productive. We train our clients to leverage both their personal and external networks to maximum effect using state-of-the-art techniques.

6. The “supply vs. demand” nature of today’s executive job market puts job seekers in a stronger 'seller' negotiating position when it comes to negotiating executive compensation.

We train our clients how to handle the question of compensation from the outset of the job search process and, once an offer is received, we coach them through the negotiation in ‘real time’. The results are chronicled in our Typical Successes vignettes.

7. Finding the right opportunity for your career requires analysis, consultation and honed job search skills.

We help our clients explore what opportunities are available in the market and discover the right position for them. Our market research, know-how, tools and databases make this possible using all eight marketing channels that can lead to an interview.

8. Taking the ‘wrong’ job could jeopardize your future career movement, especially if you are past mid-career.

Job security lies in continuing to progress in your career. When it is harder to find the right job, the risk of making a bad decision increases. For those in the later stages of their career, this could mean considering backward decisions. We help clients identify and target the right job to advance their career.

9. Most executives struggle in compiling effective resumes because what the market expects/values has changed since their last search.

Most executives struggle in writing their resumes. We have nationally certified resume writers on staff and we write our clients’ resumes using our “best practices” approach.

10. Considering what hiring authorities want to know about you before scheduling an interview, the WORD document resume may become a limiting factor as a job search tool.

More than seventeen years ago, SC&C realized this. Our response was to create the Webfolio™ - a proprietary SC&C job search tool that helps our clients stand out and win vs. the competition. View one and then ask yourself whether you would rather have a Webfolio™ or your current resume representing you in the job market?

11. Interviewing has changed dramatically because of the highly competitive market environment.

Today, getting an interview is no longer sufficient. You have to win the offer vs. strong competitors who may appear to be just as strong as you. We train our clients to control their interviews in a positive way and to use state-of-the-art behavioral interviewing techniques to gain an edge and move interviews to offers.

2. It actually costs more to “go it alone” in job search vs. engaging SCC ~ Williamsburg as your executive placement firm.

Year after year, we demonstrate industry-leading placement rates. We typically place clients 1-to-2 months quicker than they expected do it on their own. For a typical six-figure executive this would create income for them in thousands over our engagement fee. Moreover, as our Latest Placements demonstrate, our clients typically end up with higher compensation packages as a result of our help than they felt they would be able to negotiate on their own. These combined mean the financial benefits of using SCC ~ Williamsburg promise a meaningful ROI that outweighs “going it alone.”

13. For those trying to search while still employed, compromised confidentiality (via job sites and Linked In) could precipitate negative responses and even lead to placing one’s position in jeopardy.

Stealth searches are tricky in this market due to the pervasive presence of the Internet, social media, etc. Discovery by your current employer could have severe consequences. We show clients search techniques that can lower the chance of being discovered prematurely.

14. If relocation is necessary, looking ‘at distance’ can be more difficult.

Companies will always look locally first before considering out-of-market candidates when relocation is required. Our search know-how helps clients manage the distance issue successfully.

15. For those stuck in exceptionally hard-hit industries, changing fields is more difficult to make happen.

Because companies can demand precise fits in a candidate, changing fields is particularly difficult because candidates with specified title and experience have the edge. We help clients evaluate and present their overall value proposition, identifying related fields where their experience can be most effectively positioned to be preferred over others.

Given the foregoing, it should be no surprise that often, after they are placed, clients tell us: “I didn’t know what I didn’t know!”