One of the biggest frustrations for job seekers is missing out on interviews simply because they don’t have industry experience. Many job ads specify the need for prior exposure to a particular sector - be it finance, wine, or technology—making it feel impossible to transition into a new field or escape a long-standing industry background.

Job search activity often surges when professionals decide it’s time for a new challenge. Resumes are submitted, conversations begin and interviews follow for executives ready to take the next step. Yet even the most experienced candidates can fall short in the interview if they’re not well prepared or don’t communicate clearly.

If you're applying for an executive role, your cover letter matters more than you think. Would it surprise you to know that fewer than 5% of applications make it to interview.

A natural step in the recruitment process is for employers to verify your employment history and job performance in previous roles before making you a formal offer of employment. Nothing new here.

At the end of a search and selection process, your preferred candidate could be made a count-offer by their current employer. This enticement to stay takes many forms including more money, job title change, better projects, company cars, larger offices, bonus offers and extended leave. The list goes on and on. But stop right there. Don’t do it. Let me tell you why.

Hiring an executive isn’t just about ticking the skills and experience boxes. It’s about finding someone who aligns with your culture, shares your values and is genuinely motivated by the opportunity. A polished resume might get them in the door - but it won’t tell you if they’re the right fit for your team.

Sourcing and securing high-performing executive talent takes more than just advertising a job. It requires strategic research, expert engagement and strong relationship building. But after all that effort, many organisations fall at the final hurdle - the offer of employment.

Rejection is one of the most difficult parts of job hunting. Whether you've been made redundant or are simply searching for your next step, the emotional toll of unanswered applications and missed opportunities can be disheartening. Even confident, capable professionals can begin to question their worth after repeated setbacks.

In search and recruitment, small details can make a big difference — and sometimes, the smallest detail can cost you a job interview.

Entrepreneur Ruslan Kogan famously revealed that he screens out applicants who use Hotmail instead of Gmail, reasoning that candidates passionate about technology would naturally gravitate to faster, more functional platforms. While controversial, his method highlights a growing trend - employers using unconventional filters to manage application volume and assess cultural fit.

Top talent can be hard to find – and engaging them can be even harder.

Regardless of the unemployment rate, A-class performers are almost always gainfully employed and not actively job-seeking. That means when you have the chance to engage one, speed is critical. Don’t drag your feet or risk losing them to someone else.

Are you wondering, "How can I improve my executive resume?" or "What makes a CV stand out for senior roles?" These are the questions we hear every day at Underwood Executive. Your resume is a sales tool and its only job is to secure you an interview.

Hiring the wrong person is one of the most frustrating and costly mistakes a leader can make. So how do you avoid being duped by a dazzling interview only to discover a dud on the job? It often comes down to the early warning signs - if you know where to look.