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Howard Nestler

CEO of Executive Options, has received an Innovator Novation for his Reverse Vectoring marketing concept applied to management level executives.

Howard Nestler has been engaged in the activity of marketing executives to corporations for twenty-six years. Having studied the factors affecting the job scene in today’s job market, he observes, “There are simply too many candidates available to a corporation at any one time.” This creates a hardship for an executive seeking a management position. “With so many people to compete with, an executive needs a campaign and a strategy that will separate them from the crowd and mark them as uniquely skilled.”

Howard Nestler points out that just having a “secure” job are no longer insurance against an adverse future. “When executives are hearing that they have to look for a new assignment because their company is downsizing or has merged with another, they suddenly realize they haven’t bother to maintain the visibility of their personal brand and are virtually unknown on the marketplace. “They make things worse for themselves by using a generic resume with which to promote themselves thereby taking on the appearance of rank-and-file positioning themselves lower in the marketplace than their achievements warrant.”

Howard Nestler’s branding concept responds to his study’s finding that there is a glutted job market where one is competing with the top echelon of talent. He finds that if an executive expects to attract a job that conforms to the specific deliverables of his or her personal brand, the way to accomplish this is to create a demand in the same manner that corporations market their products and services. “I saw that it was imperative for management-level job candidates to think of themselves as a brand and market accordingly,” explains Howard Nestler.

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Howard Nestler warns executives of counter-productive marketing techniques

Howard Nestler, CEO of Executive Options, has warned a group of executives conducting job searches of the counter-productive marketing techniques that can lose them jobs for which they are qualified. “Executives who are selective and engage only the most talented people with whom to work will make the fatal mistake of handling their own campaign when it comes time for them to find a new job,” Howard Nestler observes. “More often than not, they default to a generic resume, which makes them look like every other candidate on the market and tends to hide their individuality.”

At the lower end of the executive spectrum, this is less troublesome as rank-and-file employees aren’t expected to stand out from the crowd. It is when an executive has moved into the zone of management that a corporation is looking for men and women with stellar qualities, none of which can be articulated on a resume. “When a management level executive relies on a resume to create interest,” Howard Nestler warns, “the subliminal message being sent is the he or she is a generic employee; dependable, perhaps, but not exceptional.”

Howard Nestler makes the point that conducting a job search is an exercise in psychological warfare. “A candidate can join a long line of people and hope to fill an existing opening, or he or she can commission a campaign that will create interest and demand for their specific combination of skills and, therefore, create an opening that might not have existed otherwise.”

Read more at www.nestlerhoward.net

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Howard NestlerCEO of Executive Options, addressed the importance of first impressions in a speech to a group of marketers. The group specializes in the personal marketing of management level executives. Howard Nestler believes that the very first impression a CEO has of an individual will set the tone for everything that is to follow. He says that, “That first impression will dictate what priority the candidate will be given and will most certainly affect the offer made to that candidate.”

For this reason, he cautions against using a generic resume as a primary marketing tool. “It makes one look like rank and file rather than management,” says Howard Nestler. “An executive might as well hang a sign around his or her neck stating, ‘I’m a follower, not a leader.’ Howard Nestler believes it is 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 the key to moving onward and upward in their careers.

“Whether they realize it or not, a job candidate at the management level needs to reverse the trend,” Howard Nestler teaches. The trend is to demote upper level executives as an alternative other down-sizing and outsourcing options. “If an executive cannot create a demand for his or her services, the outlook is bleak.” Indeed, many are taking retirement when they find that merely circulating a resume doesn’t get them the job they want. “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 explains.

Read more about Howard Nestler at www.nestlerhoward.net

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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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Howard Nestler, CEO of Executive Options, has released an advanced 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.”I’ve always understood the value of first impressions; there has to be clarity and there has to be something in the presentation that makes a corporation want to see the executive now, not a week or month from now,” Howard Nestler explains. “Most presentations lack the ability to incite such a reaction.”
According to Howard Nestler, “Executives must take the same strategic approach to obtaining their next job as they do in increasing market share for their corporation’s products. It is the key to getting placement in a job that will be rewarding and fulfilling.”
Howard Nestler finds that a resume cannot function to the advantage of a premium executive for a number of reasons. For instance, a resume tends to devalue a superior executive by making him or her look like everyone else. “It is absolutely the worst thing a man or woman can do,” says Howard Nestler. “An executive must do everything possible to stand out from the crowd and impress upon a potential employer his or her signature skills.”

“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.”

Read more about Howard Nestler at www.nestlerhoward.org

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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

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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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Howard Nestler, CEO of Executive Options, has established new rules of engagement for premium executives on today’s job market. “The idea is to put a man or a woman at the top of a company’s priority list,” says Howard Nestler. “Too many fine executives with highly desirable skills find themselves lost among thousands of less qualified candidates. Executive Options exists to help these talented people stand out from the crowd.”

Howard Nestler believes that an executive has an obligation to create a demand for his or her services in the same way that a corporation needs to create a demand for its products and services. This approach, according to Howard Nestler, changes everything. “When a man or woman is recognized by a potential employer for the special value he or she brings, the rules of engagement change. The employer wants to interview the candidate now rather than later. And,” he points out, “the reasons an employer will put forth an enhanced offer to an executive usually have to do with the intangible qualities that are never expressed on a resume.”

According to Howard Nestler, “A resume doesn’t speak for a man or a woman.” It is Howard Nestler’s contention that, owing to its pro forma nature, a resume not only hides an executive’s most important assets, it tends to make him look like thousands of less qualified candidates thereby nullifying their advantage.

“When every CEO in an executive’s sector is aware of his or her talents, a job candidate will have options that a generic employee can only dream of. In the marketing world, it’s known as brand recognition,” instructs Howard Nestler. Howard Nestler’s observation is that too many fine people on the job market have amazing skills that go unrecognized and accomplishments that go unrewarded.

“The clients I work with at Executive Options all have something to say. It would be a shame for their voices not to be heard.”

In response to this dilemma, Howard Nestler has authored a unique format that gives his clients a voice and brings attention to their value concepts in a striking and concise manner.

Read more about Howard Nestler at www.howard-nestler.org

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Howard Nestler, CEO of Executive Options

Howard Nestler has made his marketing methodology available to study groups for the purpose of furthering education in the business sector. “An executive needs to communicate that he is a leader not a follower in a campaign dedicated to creating a demand for his or her services.” Howard Nestler explains. That is why Howard Nestler developed the Reverse Vectoring marketing concept for management level executives.

“These are people who cannot afford to take just any job and are looking for a challenge that will stimulate and reward them,” says Howard Nestler. For this reason, Howard Nestler cautions against using a generic resume as a primary marketing tool. “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 explains. The process requires that a job candidate view the situation from the employer’s perspective. “Whom would you want to hire and what would give you the indication that you are getting someone special?” Howard Nestler asks. These are the elements that need to inform a campaign.

“Whether they realize it or not, a job candidate at the management level needs to reverse the trend,” Howard Nestler emphasizes. The trend is to demote upper level executives as a down-sizing and outsourcing option. “If an executive cannot create a demand for his or her services, the outlook is bleak.” Indeed, many are taking retirement when they find that merely circulating a resume doesn’t provide results. “The process is designed to cause a corporation to seek out the executive and give him or her greater leverage in negotiating a future.”

To find out more about Howard Nestler go to www.nestlerhoward.net

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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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