Navigating the fashion industry to secure a high-level position requires more than just talent; it demands strategic planning, insider knowledge, and leveraging the right connections. This article gives you practical advice from JIVARO’s fashion specialist recruiters and insightful tips from world-renowned fashion designers and successful entrepreneurs, especially designed to help you aim for top-tier roles armed with significant experience or a prestigious fashion degree.

Inspiration from fashion industry icons

There’s no better place to start getting ready to position yourself for success in applying for your dream role in fashion than taking in a few insightful tips from globally renowned icons in their field.

Tom Ford

Tom Ford, the visionary behind his eponymous label and former Creative Director at Gucci and Yves Saint Laurent, emphasises the importance of perseverance and innovation. “You must love what you do, and you must be willing to work harder than anyone else,” Ford advises. His success is rooted in his relentless work ethic and ability to push creative boundaries.

Vera Wang

Renowned bridal wear designer Vera Wang highlights the necessity of embracing failure as part of the journey. “Success isn't about the end result, it's about what you learn along the way,” she says. Wang’s path from a figure skater to an editor at Vogue, and eventually to founding her own label, underscores the value of adaptability and continuous learning.

Ralph Lauren

Ralph Lauren, who transformed a tie business into a global fashion empire, underscores the importance of having a clear vision. “I don't design clothes, I design dreams,” Lauren states. His journey from working in retail to establishing Polo Ralph Lauren demonstrates the power of a distinct brand identity and strategic growth.

Miuccia Prada

Miuccia Prada, the creative force behind Prada, stresses the significance of intellectual curiosity. “Fashion is instant language,” Prada notes. Her academic background in political science and her innovative approach to fashion illustrate how diverse knowledge can lead to groundbreaking design and business strategies.

Alexander McQueen

The late Alexander McQueen, known for his avant-garde designs, believed in the transformative power of fashion. “You’ve got to know the rules to break them,” he famously stated. McQueen’s trajectory from a Savile Row tailor apprentice to a celebrated designer showcases the importance of mastering technical skills before redefining them.

Top 5 must-dos to make it in high end fashion

If you’re serious about landing a dream role in the fashion industry, make sure you tick these boxes before you begin your job seeking journey.

1. Network strategically

In the fashion industry, who you know can be just as important as what you know. Attend high-profile industry events, fashion weeks, and exclusive parties to build connections with key players. Leveraging platforms like LinkedIn to stay in touch with industry professionals and recruiters, like JIVARO, can open big doors to executive roles.

2. Tailor your portfolio

Your portfolio should not only showcase your best work but also reflect your ability to innovate and adapt to different fashion houses' aesthetics. Highlight your contributions to successful collections, leadership roles in projects, and any industry awards or recognitions.

3. Gain global know-how

Fashion is a global industry, and having international knowledge can set you apart. Whether through studying online or overseas, working for or researching international brands, or participating in global fashion weeks, cross border expertise shows your versatility and understanding of diversity.

4. Stay on top of trends

High-level fashion roles require foresight. Engage with trend forecasting resources, attend fashion trade shows, and subscribe to leading fashion publications. Understanding upcoming trends will position you as a forward-thinking leader in your trade.

5. Leverage executive recruiters

Engage with recruiters, like JIVARO, who have consultants specialising in the fashion industry. They have access to unadvertised roles and can provide valuable insights into what top companies are looking for. Recruiters can also coach you through applications and interviews, increasing your chances of landing a coveted position.

Never forget: Fashions dreams to come true

Fashion is such a glamorous, highly sought-after industry to work in, getting your feet into the dressing room door can seem at best a truly daunting task, at worst an impossible feat to achieve. But take it from these world-renowned fashion mega stars; if you want it enough, you can make it happen, no matter how hard the hill seems to climb.

Giorgio Armani

Starting as a window dresser in a department store, Giorgio Armani’s meticulous attention to detail and understanding of fabric led him to become a designer for Nino Cerruti. In 1975, he founded his own company, which revolutionised menswear with its unstructured jackets and sophisticated style.

Diane von Fürstenberg

Diane von Fürstenberg’s iconic wrap dress became a symbol of women’s liberation in the 1970s. Starting with a $30,000 investment, her brand grew exponentially. Von Fürstenberg’s understanding of women’s needs and her ability to create timeless designs were key to her success.

Christian Louboutin

Christian Louboutin began his career designing shoes for Chanel and Yves Saint Laurent. His distinctive red-soled shoes, launched in 1991, became a global luxury symbol. Louboutin’s success is rooted in his unique design vision and ability to market exclusivity.

Michael Kors

Michael Kors started designing clothes at the age of 19 and launched his eponymous line in 1981. His journey from a small boutique to a global brand involved understanding the market demand for luxurious yet accessible fashion, leading to his widespread appeal.

Stella McCartney

Stella McCartney, after graduating from Central Saint Martins, worked for Chloé before launching her own brand. Known for her commitment to sustainable fashion, McCartney’s success is built on her innovative approach to design and ethical production practices.

Follow the footsteps of high-end fashion players

Whether you see yourself as the next Tom Fiord or Stella McCartney, or you just want to carve out a fruitful fashion career to focus your passion, start off by stitching together these top 5 personal and professional attributes that will give you the power to achieve the best possible outcome.

1. Build a strong personal brand

Create a compelling personal brand that reflects your unique style, vision, and professional achievements. Utilise social media platforms to showcase your portfolio, share industry insights, and engage with the fashion community.

2. Embrace advanced education

Consider enrolling in executive education programs or specialised courses in fashion management, luxury brand management, or global fashion marketing. Continuous learning can provide you with cutting-edge knowledge and enhance your leadership skills.

3. Seek out peer mentorship

Identify and connect with mentors who have achieved success in the fashion industry. Their guidance, feedback, and network will be invaluable as you navigate your career path.

4. Innovate, collaborate & enjoy

Fashion thrives on innovation. Collaborate with other designers, artists, and technologists to create groundbreaking projects. Participating in collaborative endeavours can lead to recognition and new opportunities – plus it’s a fun, rewarding way to develop your own skills faster.

5. Monitor industry movements

Stay informed about major shifts in the industry, such as sustainability trends, digital transformations, and consumer behaviour changes. Understanding these dynamics will help you position yourself as a thought leader and innovator. By following the advice of industry experts, building a strong professional network and continuously learning, you can significantly enhance your chances of landing your dream job in fashion. And by engaging a professional executive recruiter who specialises in the fashion industry, you’ll get the benefits of tailored guidance and access to exclusive confidential opportunities which will ensure you make the most of informed and strategic career moves.

In the highly competitive aviation sector, recruitment has become a battleground where only the most strategic and forward-thinking organisations thrive. And the consequences of failing to secure top-tier aviation talent can be severe. This industry, where precision and expertise are non-negotiable, faces unique recruitment challenges. Here’s some help for your organisation in addressing these challenges head-on to keep your competitive edge.

1. High-intensity competition for skilled aviation pros

Right now, top aviation talent is in high demand across the world. The best professionals often have multiple offers and can command premium compensation packages. To stand out, your organisation must offer more than just competitive salaries. Emphasise your company's culture, career development opportunities, and work-life balance. Implement a robust employer branding strategy that highlights these aspects and showcases your company as an attractive place to work.

Action you can take:

• Develop a compelling employer value proposition (EVP).
• Invest in marketing and PR campaigns to promote your EVP.
• Leverage social media and industry events to increase visibility.

"Attracting top talent isn't just about the paycheck. It's about creating an environment where people want to invest their careers." – Akbar Al Baker, former CEO of Qatar Airways.

2. Severe shortages of specialist aviation skill sets

Aviation roles that require highly specialised skill sets and experience are in very short supply globally. Pilots, engineers, and air traffic controllers are just a few aviation disciplines where shortages are most acute. To put your organisation in the best possible position, build partnerships with educational institutions and create training programs to develop talent internally. Offer apprenticeships and internships to attract young professionals and provide them with clear career progression paths within your organisation.

Action you can take:

• Collaborate with universities and tech schools to align curriculum with industry needs.
• Establish a mentorship program to support skill development within your organisation.
• Provide continuous professional development opportunities to retain the best talent.

"The future of aviation depends on our ability to train and retain the next generation of aviation professionals." – Caroline Kennedy, former U.S. Ambassador to Japan & aviation advocate.

3. Hugely challenging aviation compliance & regulations

Aviation is one of the most regulated industries in the world, so compliance with international and local regulations is paramount. And these regulatory demands can complicate recruitment processes and limit the talent pool. To ensure your HR and recruitment teams are well-versed in the relevant regulations, consider hiring compliance experts or consultants to streamline the recruitment process while ensuring full compliance. Use technology to manage and track compliance requirements effectively.

Action you can take:

• Provide regular training for HR teams on regulatory changes. 
• Implement compliance management software to automate and monitor tasks.
• Foster a culture of transparency and integrity to ensure adherence to regulations.

"Compliance is not a burden; it's a vital aspect of our commitment to safety and excellence." – Joyce Hsu, former Chief Compliance Officer at Cathay Pacific Airways.

4. Complex geographic mobility & relocation issues

Aviation professionals are often required to relocate, sometimes internationally. This can be a significant barrier for candidates with families or those unwilling to move. To make sure your offers are truly compelling to top aviation talent, include comprehensive relocation packages that cover not only the financial aspects, but also support for the candidate's family. Provide assistance with high value domestic must-haves like housing, schooling for children, and integration into the new community.

Action you can take:

• Partner with relocation service providers to offer seamless transitions.
• Include spousal employment support and cultural orientation programs.
• Maintain open communication to address any concerns during the relocation process.

"Relocation support is a crucial element in our recruitment strategy. We aim to make transitions as smooth as possible for our employees and their families." – John Slattery, former CEO of GE Aviation.

5. Advancing technology & digital transformation

Aviation is rapidly evolving with technological advancements such as AI and ‘big data’ analytics. This creates a demand for tech-savvy professionals who can navigate these new landscapes. To create a team of your own tech-savvy aviation pros, invest in continuous learning and development programs focused on emerging technologies. Create a culture that embraces innovation and encourages employees to upskill.

Action you can take:

• Develop partnerships with tech companies and training providers.
• Launch innovation labs and hackathons to stimulate creative problem-solving.
• Offer incentives for employees to pursue advanced certifications and courses.

"Embracing digital transformation is key to staying ahead. We need professionals who can drive this change." – Christine Ourmières-Widener, former CEO of TAP Air Portugal.

6. Evolving workforce diversity & inclusion considerations

Diversity and inclusion are not just buzzwords; they are critical for fostering innovation and improving business outcomes. However, achieving diversity in the aviation workforce remains a big challenge. To stay ahead of your competitors, implement comprehensive diversity and inclusion (D&I) strategies. This includes unbiased recruitment processes, diversity training for employees, and creating a supportive environment where all voices are heard.

Action you can take:

• Set measurable D&I goals and track progress.
• Use blind recruitment techniques to minimise bias.
• Establish employee resource groups (ERGs) to support underrepresented groups.

"Diversity isn't just about filling quotas. It's about bringing different perspectives that drive innovation and success." – Tony Fernandes, former CEO of AirAsia.

7. Aging aviation workforce & risk to your knowledge base

Many experienced professionals in aviation are nearing retirement age, which could lead to a significant loss of knowledge and expertise if the pipeline of younger colleagues coming through is not firmly established.  To protect your organisation effectively you need to implement professionally co-ordinated succession planning and knowledge transfer programs. Encourage mentoring and reverse mentoring to ensure the transfer of knowledge between generations.

Action you can take:

• Identify your critical roles and develop succession plans for them.
• Facilitate mentorship programs to encourage knowledge sharing.
• Create documentation and training materials to preserve institutional knowledge.

"Preparing for the future means ensuring the next generation is ready to take the helm." – Robin Hayes, former CEO of JetBlue Airways.

The takeaway

In aviation recruitment, ensuring your organisation has the ability to attract and retain top talent requires a multifaceted approach that addresses the specific challenges faced by the industry. Engaging a professional executive recruiter can provide invaluable expertise and ensure that you implement the right strategies effectively. By staying ahead of industry trends and focusing on the holistic well-being of your employees, you can position your company as a leader in aviation recruitment and secure the talent you need for sustained future success.

In the ever-evolving landscape of sustainable fashion and retail, the competition for top-tier talent is fierce. The industry is not only battling traditional retail giants but also contending with a growing number of innovative startups and tech-savvy disruptors. For corporate board members, high-level executives, and senior decision-makers responsible for talent acquisition, the stakes have never been higher.  The success of your organisation hinges on your ability to attract, retain, and empower leaders who can navigate the complexities of sustainable practices in tandem with driving profitability and growth.

The special challenges of recruiting in sustainable fashion & retail

The sector presents a set of unique recruitment challenges that require a strategic and nuanced approach from industry leaders. 1. Competing for niche expertise Candidates with the right expertise and a deep understanding of environmental impact, ethical sourcing, and innovative materials are rare and highly sought after. To overcome this scarcity, you need a proactive and targeted recruitment strategy. 2. Aligning with candidate values Potential candidates are increasingly prioritising companies whose values align with their own. In sustainable fashion and retail, this means you need to demonstrate a genuine commitment to sustainability, transparency, and ethical practices. Superficial efforts are easily spotted and can deter top talent. 3. Balancing creativity & business acumen Blending creative vision with robust business acumen is essential in many industries, especially sustainable fashion and retail. You need to innovate while ensuring your decisions make economic sense, and finding individuals who excel in both areas is a big hill to climb. 4. Standing out from global competition The competition for top sustainable fashion and retail talent is global. Australian companies must compete with international brands that may offer more attractive packages or opportunities in more developed markets. This global competition makes it imperative to differentiate your organisation in any way you can.

Actions you can take to attract sustainable talent

Where there’s a challenge in sustainable fashion and retail recruitment, there’s a solution to overcome it - as long as you have the right specialist support by your side. Engage a specialist sustainable fashion and retail recruiter to help implement actions like these: 1. Enhance your employer brand Developing a strong employer brand that reflects your commitment to sustainability is crucial. Highlight your achievements in sustainable practices, ethical sourcing, and community engagement. Use your corporate communications, social media channels, and industry events to showcase your dedication.

• Implementation tip: Conduct a thorough audit of your current employer brand. Identify areas for improvement and develop a comprehensive branding strategy that includes input from marketing, HR, and sustainability teams.

2. Offer creative compensation packages Top talent in sustainable fashion and retail expects more than just a competitive salary. They seek comprehensive packages that include benefits aligned with their values, such as flexible working conditions, opportunities for professional development, and involvement in sustainability initiatives.

• Implementation tip: Benchmark your compensation packages against your competitors and industry standards. Consider non-traditional benefits that resonate with sustainability-minded candidates, such as additional paid time off for volunteer work or incentives for using eco-friendly transportation.

3. Leverage professional networks & industry partnerships Building relationships within the sustainable fashion and retail community can open big doors to accessing top candidates. Engage with professional networks, attend industry conferences, and collaborate with educational institutions that specialise in sustainable fashion.

• Implementation tip: Establish partnerships with leading fashion schools and sustainability programs. Offer internships, mentorships, and guest lectures to create a pipeline of future talent.

4. Invest in employee development & retention Retention is as important as recruitment, particularly in the sustainable fashion and retail niche. So your organisation needs to provide ongoing training and development opportunities to keep your employees engaged and equipped with the latest knowledge in sustainable practices. Implementation tip: Develop a structured professional development program focused on sustainability. Offer regular workshops, certifications, and access to industry conferences.

Case studies: Success in sustainable fashion & retail recruitment

Case study #1: Patagonia Patagonia, a leader in sustainable fashion, built a strong employer brand by living its values. The company’s commitment to environmental and social responsibility is evident in its operations and corporate culture. This authenticity attracts top talent who are passionate about making a difference.

• What they do: Patagonia offers progressive benefits, such as on-site childcare, flexible working hours, and paid environmental internships. These perks, combined with a strong mission-driven brand, make it an attractive workplace for top talent.
• The benefits they see: Patagonia has a high retention rate and consistently attracts innovative leaders who drive the company’s sustainability agenda forward.

Case study #2: Eileen Fisher Eileen Fisher, another pioneer in sustainable fashion, focuses on holistic employee development. The company’s Leadership Institute offers programs designed to foster leadership skills, sustainability expertise, and personal growth.

• What they do: Eileen Fisher invests in comprehensive training programs that empower employees to lead sustainability initiatives within the company. The Leadership Institute also promotes a culture of continuous learning and collaboration.
• The benefits they see: The company has successfully cultivated a strong internal leadership pipeline, ensuring that its sustainability goals are met and exceeded.

Case study #3: Allbirds Allbirds, known for its eco-friendly footwear, prioritises transparency and innovation. The company’s open communication about its sustainability efforts and challenges resonates with candidates who value honesty and progress.

• What they do: Allbirds engages with potential candidates through transparent reporting and storytelling. The company shares its sustainability journey, including both successes and areas for improvement, fostering a sense of trust and authenticity.
• The benefits they see: This approach attracts candidates who are not only skilled but also deeply committed to the company’s mission, resulting in a highly motivated and aligned workforce.

Attracting top sustainable talent: What the experts say

Stella McCartney "Attracting the right talent in sustainable fashion requires more than just offering a job. It’s about creating an environment where their passion for sustainability can thrive. We need to show them that their work will have a tangible impact on the world."  Paul Polman "In today’s world, talented individuals seek purpose as much as they seek a paycheck. Companies that can provide both are the ones that will win the talent race. This is especially true in industries like sustainable fashion and retail, where the mission is as important as the margin." Rose Marcario "To attract and retain top talent, we must be uncompromising in our commitment to sustainability. This means not only integrating sustainable practices into our operations but also empowering our employees to be ambassadors of change."  Vivienne Westwood "The future of fashion lies in sustainability, and the future of sustainability lies in the hands of visionary leaders. It’s our responsibility to find, nurture, and inspire those leaders."

The takeaway

Every aspect of your recruitment and retention strategy must reflect your commitment to sustainability and your understanding of the specific needs of the people in this industry. The journey to building a team of visionary leaders in sustainable fashion is challenging but rewarding. By enhancing your employer brand, offering meaningful compensation packages, leveraging professional networks, and investing in employee development, you can create an environment that attracts and nurtures the top talent you need to succeed.

Understanding the distinct remits of a company's Board and its Executive Team is crucial for employees and executive candidates.

In the intricate ecosystem of corporate governance, understanding the difference between the functions and responsibilities of a company's Board and it’s Executive Team is essential for any employee, leader or founder.

Who’s in Charge?

At the helm of many businesses, the Board of Directors stands as the ultimate governing body, responsible for setting strategic direction, overseeing management performance, and safeguarding shareholder interests. Comprised of seasoned professionals, often with diverse expertise, the Board holds duties which are essential to ensure the company's long-term prosperity.

Key roles within the board include:

• Chairperson: Leads Board meetings, sets agendas, and fosters collaboration among Directors.
• Independent Directors: Bring unbiased perspectives, offering insight and oversight without being directly involved in day-to-day operations.
• Executive Directors: Often Senior Executives within the company, bridge the gap between the Board and Management Team, providing insight across day-to-day operations.
• Committee Members: Serve on specialised committees such as audit, compensation, and governance, delving deep into specific aspects of corporate governance.

The Executive Team comprises of high-level management specialists who are tasked with executing the Board's directives and managing the daily operations of the company. These executives are the driving force behind the company's day-to-day functions, ensuring strategic plans translate into tangible results.

Key roles within the executive team include:

• Chief Executive Officer (CEO): The visionary leader responsible for overall corporate strategy and performance.
• Chief Financial Officer (CFO): Oversees financial planning, reporting, and risk management, ensuring fiscal integrity.
• Chief Operating Officer (COO): Manages daily operations, streamlining processes, and optimising efficiency.
• Chief Marketing Officer (CMO): Spearheads marketing and digital initiatives in line with the company's strategic objectives.
• Chief Technology Officer (CTO): Leads technological operations and innovations across the business, ensuring teams have what they need to achieve objectives.
• Chief Product (or Merchandise) Officer: Leads the development and creation of the product the business offers, ensuring the customer demands are delivered to maximise sales and profit results.

Who Does What?

The easiest way to understand the responsibilities between the Board and Executive Team is to think about a scenario where a company plans to launch a new product or service offering:

The Board's responsibility: The Board deliberates on the strategic implications, assessing market feasibility, potential risks, and long-term profitability. They approve the investment and monitor its progress, ensuring alignment with the company's overarching goals. The Executive Team’s responsibility: The CEO leads the initiative, collaborating with the COO and CPO to create the product, allocate resources and streamline product development processes. The CFO oversees financial aspects, ensuring the project remains within budget, while the CMO devises marketing strategies to promote the new offering. The CTO provides the latest technology to support the strategy.

Who Does the Hiring?

Recruitment decisions within a company are often collaborative efforts between existing Board members, Executive Team members, and external stakeholders.

Board appointments typically involve nominations from existing Directors, with final selections subject to shareholder approval in public companies.

Executive team appointments are typically made by the CEO and approved by the Board, considering factors like expertise, experience, and cultural fit.

The Myth About Boards

The big common misconception about Boards is that positions are purely honorary or at least mostly symbolic. This could not be further from the truth in the reality of today’s corporate landscape.

In fact, in the vast majority of cases, serving on a Board demands active engagement, critical thinking, and a commitment to corporate governance principles including the viability of the company.

Paradoxically, Executive team positions are often perceived as being solely operational, whereas the Executive team actually carry key strategic significance in driving organisational growth.

Have You Got What it Takes?

Ideal personalities and skill sets vary across Board and Executive team roles. If you are interested in a Board career, you should possess strong leadership, integrity, and industry expertise, coupled with strategic thinking and risk management. If an Executive role appeals to you, you will need to be agile and innovative, with an outcome and customer obsessed mindset, mixed with excellent communication and leadership skills.

What Are Your Next Steps?

If you are looking to hire Board or Executive candidates JIVARO has a wide network of candidates with the credentials to suit your business. We can streamline and speed-up the process, using our expert insights and industry networks to put you in touch with the right talent quickly.

If you are looking for a Board or Executive role to give yourself the best possible chance of your dream role strategic positioning and experience is paramount. JIVARO can assist you with Executive career coaching, networking and researching the businesses that are of interest to you. Completing the AICD Directors course will also be beneficial.

Looking for an executive role after some time out of the job market can be a jarring experience, particularly when the high-level nature of the work you do means you’re facing a long lead time in applying for your next engagement. The setbacks you face can also be powerful catalysts for your personal and professional growth. 

This guide offers a strategic approach for executives re-entering the job market, exploring those potential setbacks, giving you the strategies you can use to turn them into opportunities, and encouraging the mindset you’ll need to ensure a successful outcome, as fast as possible.

How setbacks can bring you success

By far the best way to secure your ideal executive role after redundancy, your contract ending, or time off for personal reasons, is to engage a professional recruiter which specialises in matching the right talent to the right executive positions. You’ll find the ongoing advice and contemporary insight from a recruitment professional invaluable in the search for your ideal role, especially when it comes to navigating setbacks and creating game changing opportunities.

With that key advice in mind, here’s five commonly faced obstacles you might have to navigate.

1. Perceived overqualification

• The setback: Highly experienced executives often face the challenge of being perceived as overqualified. Recruiters may assume you’ll demand higher compensation or may not be easily manageable within their target corporate structures.
  
• The opportunity: Position your extensive experience as a compelling value proposition. Highlight your ability to mentor and lead teams through complex challenges, emphasising your strategic insights and problem-solving skills.
  
• Your approach: Carefully tailor your application, focus on the specific needs of the role and the company. Research the challenges they are facing and their objectives, showcasing how the outcomes you’ve delivered align directly with what they need.

2. Industry-specific bias

• The setback: Executives transitioning between industries may encounter skepticism regarding their adaptability and industry-specific knowledge.
• The opportunity: Leverage your cross-industry abilities as a strength. Diverse industry exposure often brings innovative perspectives and a fresh approach to problem-solving.
  • Your approach: Develop a narrative that connects your skills and accomplishments across industries. Use case studies and examples to demonstrate how your strategic acumen and leadership abilities are transferable and beneficial in the new industry context.

3. Gaps in employment

• The setback: Employment gaps can be perceived as a red flag, suggesting potential skill deterioration or risk from a lack of continuous professional engagement.
• The opportunity: Reframe your gaps as periods of growth and development. Highlight any consulting, volunteering, or professional education you pursued during this time.
• Your approach: Be transparent and proactive in addressing your employment gaps, in your resume and during interviews. Discuss constructive activity and how it’s enhanced your skill set and readiness.

4. Technology time-lapses

• The setback: Rapid technological changes can make it seem like your skills and knowledge are outdated, especially in roles heavily influenced by digital transformation.
• The opportunity: Position yourself as a forward-thinking leader who embraces tech innovation. Show your commitment to continuous learning and staying current with industry trends.
• Your approach: Invest in upskilling and reskilling through relevant courses and certifications. Highlight your participation in conferences, webinars, and other professional development activity.

5. Cultural fit concerns

• The setback: Companies may doubt whether the nature of your previous roles are from a different corporate culture which may not seamlessly integrate into their own environment
• The opportunity: Emphasise your adaptability working in diverse environments. Showcase your cultural intelligence and ability to navigate and harmonise within various corporate cultures.
• The approach: Share examples of how you’ve successfully adapted to different corporate cultures. Demonstrate your understanding of their values and how you can contribute to fostering them.

Tuning into the right mindset

A good high-level recruitment specialist will always be by your side to offer the right advice and encouragement, to ensure you enjoy a successful search for your ideal executive role with a resilient and proactive mindset.
In the meantime, here are five things to think about that will help train your brain ready for today’s contemporary job market.

1. Embrace lifelong learning
Continuously update your skills and knowledge to stay ahead of industry trends. This not only enhances your employability but also demonstrates your commitment to personal and professional growth.

• Next steps: Enrol in executive education programs, attend industry conferences, and participate in webinars. Regularly read industry publications and books to keep your knowledge base current.

2. Network strategically
Networking is crucial for uncovering hidden job opportunities and gaining insights into industry trends. Build and nurture relationships with industry peers, mentors, and recruiters.

• Next steps: Attend events, join associations, and engage in online forums and social media platforms - starting with a curated, compelling LinkedIn profile to share your expertise and insights.

3. Embrace emotional intelligence
Emotional intelligence, commonly known as EQ, is essential for effective leadership and successful integration into new cultures. High EQ helps you navigate interpersonal dynamics and foster relationships.

• Next steps: Practice self-awareness, self-regulation, empathy, and social skills. Seek feedback from colleagues and mentors to identify areas for improvement and actively work on them.

4. Cultivate a can-do attitude
A positive attitude helps you stay motivated and resilient in the face of setbacks. It also makes you more attractive to potential employers who value a can-do spirit.

• Next steps: Focus on your strengths and achievements, using visual techniques to convey a constructive outlook. Seek relationships with supportive peers who uplift and inspire you.

5. Show that you can flex
Flexibility and adaptability are key to thriving in today’s dynamic job market. Show in your applications and interviews that you embrace change and willingly step out of your comfort zone.

• Next steps: Regularly assess your career goals and be open to exploring roles that may differ from your initial expectations. Embrace new challenges, viewing change as opportunity to develop.

Searching for your ideal senior role after redundancy or professional timeout can be challenging, but the experience also offers an incredible opportunity to reassess and realign your career trajectory.

By embracing setbacks as opportunities for growth with a resilient and proactive mindset, you’ll develop valuable skills and excel in securing your new position, while also locking in your continued success and impact in your chosen field of corporate expertise.