Being on the
recruiter's radar and being prepared when a recruiter calls is second nature to savvy
executives actively managing their career. Career smart executives maintain their networks
and subtly promote themselves as knowledgeable and successful leaders during their
"career lifetime".
Understanding the discrete phases of the executive search process and the role the
executive candidate plays in each phase gives the executive a great advantage in working
with recruiters to reap the greatest benefit form the recruiter contact.
How do recruiters execute a search? There are many common elements to the process of
search:
- The client initiates a search by hiring a search consultant who will identify and
recruit candidates for the client. Retained executive recruiters negotiate a contract with
the client that specifies the parameters of the search and the fee to be paid. The
"standard' fee is one-third of the first year compensation but this is negotiable. The
fee will be greater given the difficulty of the search criteria and the prospect for placing
a candidate.
- The client works with the search consultant to define a position's responsibilities and
accountabilities, as well as experience, technical, educational, and personality
requirements necessary for the candidate to meet these obligations. At this stage the
search/client partnership is describing an ideal candidate; later, the position's
requirements may be revised to reflect the actual candidate pool.
- When the job specs are complete, a search strategy is developed. Anywhere from 12-60
target companies may be identified as places where prospective candidates or networking
contacts may be employed. In addition to these targets, the recruiter may also contact
industry leaders, commentators and consultants who can help develop a shortlist of qualified
candidates. Search firm researchers may also turn to association and professional
directories that list executives accomplished in their field.
- Once the search strategy is underway, the search firm candidate developers or recruiters
will begin to approach perspective candidates. When an executive receives a call at this
stage in a search, he or she should not spend too much time selling to the caller. With this
call, the executive should respond with the facts about experience and technical background.
This will enable the recruiter to screen the candidate in or out for the position.
- If the executive matches the initial search criteria established with the client, the
executive recruiter will provide more details on the search, the position and any special
requirements, as well as the hiring organization, its management, and culture. The executive
recruiter will prepare a presentation of a candidate slate to present to the client.
At this stage in the search process, the executive candidate should actively manage
their role in the search.
Keep in mind that the executive recruiter's objective is to present a list of the best
qualified candidates to the client. It is important that the candidate not only understand
the position qualifications but the dynamics of the particular search. How long has the
search been going on? How many candidates have already been presented? Is the executive an
active candidate and on the long or short list? The more one knows about the search the
better one's understanding of the client, the importance or value of the position to the
client, and the potential fit and/or desirability of the position.
The executive candidate should undertake due diligence to understand all the dimensions
and nuances of the client's opportunity and the search process. This includes study of all
company materials, the company web site, background research, and careful preparation of
critical questions for all client interviews. Many ExecuNet members have successfully
landed new career positions by identifying the problem the company is trying to solve with
a new position and addressing solutions during the interview.
If an executive does not get presented to the client, it is valuable to seek feedback
from the recruiter in order to understand the dynamics of the decision. This feedback may
be very insightful in understanding how others perceive the value and the abilities of the
candidate compared to a field of peers.
Seeking feedback also provides an opportunity for the candidate to contact the
executive recruiter demonstrating professionalism and a desire to learn from the
experience. A savvy executive will seek feedback and offer future support to the recruiter
as well.
The search process has now come full circle. For the executive who lands the position
as well as the candidates not selected, the search process provides new contacts to add to
one's network. By keeping this network active the executive will always be on the
recruiter's radar.
Getting on the Recruiter's Radar
Establishing a relationship with executive recruiters can be very difficult regardless
of your qualifications because they prefer to initiate contact with candidates they have
already checked out through their networks.
Your best bet for getting on a recruiter's radar is to use networking as a way to make
contact with the search firm. First, identify search consultants who specialize in
positions in your field of expertise or industry by asking business associates who may
have been contacted for names of executive recruiters. Second, go back to your network and
try to find people who know those executive recruiters personally.
Finding connections between search and your network takes time but is well worth the
effort because you are always better off establishing contact indirectly - by asking
someone to introduce you - than making your own connection. If you cannot identify a
person to provide an introduction, send a strong cover letter along with your resume.
Employ these strategies once you have a powerful executive resume presentation and
you'll be on your way to the next executive challenge.
Best of luck in your career success!
