Pierpont Communications, Inc.

As a follow up to my post on finding an entry-level job in a tough economy, I’d also like to offer tips for those mid- to senior-level communicators currently seeking new employment. While many of the same principles apply, like examining the business landscape and presenting a well-articulated resume and cover letter, along with proof of insightful thinking, there are additional considerations for those with more experience.

For mid- to senior-level people, finding the right person is more difficult. Truth be told, there are not a lot of competent, motivated, highly-skilled professionals looking for new employment through the traditional application process – they’re either happy in their current position or were offered an “inside tip” on interview opportunities from someone within their network. It’s been said that the mid-level PR person is one of the hardest positions to fill, so showcasing your work ethic, results-oriented attitude and innovation will get you a long way.

For mid- to senior-level opportunities, the ideal candidate is someone currently employed who has demonstrated success in a variety of challenging situations. Secondly, candidates who have had to relocate for family or other good reasons are viable options for open positions. Finally, unemployed practitioners are considered – and you should be prepared to fully answer questions about the nature of your unemployment and the length of time you’ve been without a full-time job.

As a final thought, a critical consideration for mid- to senior-level professionals is the quality of references given. Employers will be sure to thoroughly check references when considering a potential new hire, making sure you’re the right fit for their organization. While many companies have strict policies on what can be said about former employees, many HR professionals and inquisitive managers are skilled in asking questions in a creative way, helping them get around these barriers. They will often go beyond the references provided – which of course have positive commentary – to find more telling information. Tools like Facebook, Twitter, LinkedIn and alumni networks are a great way to provide additional sources of insight on you as a potential hire – your personality, social media presence and more. The commentary, or lack of, gathered online and from others is often the most telling, and critical, portion of the candidate evaluation process – and one that you can’t afford to go badly.