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of an appropriate opportunity, the only way to find it is with many attempts. One should be armed with (literally) hundreds of resumes. In fact, a recommended initial job search campaign would include distribution of 1,000 resumes to recruiters and others in a broad, yet rational way. It is more efficient and less frustrating to answer incoming calls from interested parties than to make outgoing calls to disinterested ones. Flood the market with resumes.
Depending upon the acceptable risk level to be employed, a smaller number of resumes may be discreetly mailed - but with the understanding that the turnaround time will tend to vary directly with the number distributed. This process takes time. A middle level executive should anticipate - assuming full time effort is being expended - a minimum three month turnaround. This estimate must be lengthened in each situation of reduced demand, i.e. compensation in excess of $100,000; chief operating or chief executive officer status; age 55 or over; or significant experience in a depressed industry.
Although the basic strategy is to deploy a large volume of resumes as a way of generating interviews, there are some rational priorities which will help to make the process a logical one. Each of the sections below will indicate a specific group of persons or organizations to whom resumes might be distributed, presented in order of sequential preference.
Personal Network
Resumes should be sent first to personal friends and professional associates. They receive top priority because they are the only people who will take an active role in making introductions to
relevant business contacts. Their friendship and respect motivate direct advocacy for a friend or colleague.
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