After more than ten years working as an executive recruiter, here is the hardest thing I’ve occasionally had to share with disappointed candidates who can’t get hired, or companies who can’t find the right person to fill an important role: 

Sometimes the market isn't the problem. 

Sometimes…

It's you.

If you're repeatedly making it into the final rounds of interviews but not getting hired? It's worth looking at the common denominator. 

If you’ve gone through three rounds of candidates and still can’t find the “right” person for the job? It’s time for self-reflection. 

Let’s talk. 

Executives: Not getting interviews or offers?

When I’m working with C-suite or VP-level executives who can’t seem to get hired, I remind them to look at three potential variables that may be impacting their hireability. 

1. Clarify your positioning
From looking at your resume, LinkedIn or having a quick conversation, can I easily understand what makes you exceptional? The scale of companies or orgs you’ve worked with? The business outcomes you’ve created? 

At the executive level, being able to “do a little of everything” isn't always a selling point. Clarity wins. Focus on the biggest, best thing you’ve done in your career and make that crystal-clear. 

2. Elevate yourself
Wanting the next title and being competitive for it aren't the same thing. If you're pursuing VP or C-suite, show evidence you're already operating at that altitude. Share how you’ve been a part of enterprise decisions, P&L ownership, board exposure, cross-functional influence, strategy and measurable outcomes.

Think of the times you’ve already been in “the room” and what impact you’ve made. That will help hiring companies see that you deserve to be in the room, full-time.

3. Rethink your interview strategy
Getting plenty of interviews, but no offers? That's data, so don’t ignore it. Your résumé got you into the room but within the room, you’re not able to close the deal. 

Look at how you communicate, the impression you're giving off, and how you position yourself against what they're actually hiring for. Don’t be afraid to ask a hiring recruiter what you could have done better on the rejection call. The truth may hurt, but it also gives you a chance to learn and reframe so it doesn’t keep happening. 

Hiring Companies: Can't attract your ideal executive? 

If you’ve been seeking the right Chief Marketing Officer or VP of Operations for months, but nobody seems just right… it may be time to revise your expectations (and maybe the job description, too). 

Here’s what I typically advise companies to do when they cannot locate the right executive candidate, even after an exhaustive search. 

1. Stop seeking a unicorn
If you’ve lost an executive that was an incredible asset to the company and who had a wide breadth of experience, it can be hard to replace them. And the answer may be that simple: You cannot replace that one person with one hire. 

Here’s an example: Your departing Chief Revenue Officer, an employee of 20 years, loved to personally handle the company’s revenue modeling. Revenue forecasting and growth projections came naturally to her, and she loved diving into the numbers. When you add this as an expectation within your job description, candidates balk. They know how to set growth targets and own an aggressive annual plan, but they expect to manage a team that does the day-to-day analysis. 

In this case, you have two options: You can keep looking for your unicorn, or you can recognize it’s time to change up the structure of your company. As you continue the hiring process, let candidates know that they can bring on 1-2 analysts so they don’t have to do the work alone. Or, hire those analysts now and have them work to understand the business so they can support the CRO once they come on. Either way, you’ll be in a better position than wishing for a candidate who is unlikely to exist. 

2. You want a 10. Is your opportunity a 10?
Why should an exceptional executive leave a good job and take a risk on you? That’s not a hypothetical, that’s a question you should be able to answer honestly. 

Know what's attractive about your opportunity, and what isn't. If you're a 7 trying to recruit a 10, there needs to be a compelling reason for them to make the bet. That could be upside, equity, scope, trajectory or the opportunity to build something meaningful. If you’re not able to provide that reason, it may be time to start looking for an 8. 

So, Are You The Problem?

Sometimes I have to tell a candidate they're not yet competitive for the job they want. Sometimes I have to tell a client the executive they're describing doesn't exist at the price they're willing to pay.

I’ll be honest, I don’t look forward to these conversations. They’re not particularly comfortable, but they do come with the territory in executive search. 

So the next time you’re ready to blame the recruiter, candidate, hiring manager, economy or “the market,” be sure to ask:

Am I the common denominator? 

And if so, what I can I change? 

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One Haus Executive helps hospitality companies identify the right top-tier candidates for their open roles. If you’re a candidate or a hiring company that might need help identifying their blind spots, get in touch today. We’re happy to help.