Career Transition Coaching

Successful executive search firms are partnering with highly successful companies who want a competitive recruiting edge to enable them to attract equally successful professionals in order to remain competitive in their industry.

An executive recruiter is paid by client companies to recruit candidates with specific skill sets and experience. They evaluate and present people who match the company’s performance requirements and therefore reduce their time commitment in finding and interviewing top performing candidates. From the candidate’s side, if they receive an interview with the recruiter's client, the percentage chance of an offer being received is remarkably better than through some other channels.

Like most industries, executive search has various types of companies performing similar work, but with different methods and results.

Retained firms are compensated on a progress basis as the search is performed. Typically, the client relationship is exclusive with only one firm working the search. Most companies seeking to hire mid to senior level executive positions use retained search firms.

Contingent firms earn a placement fee after the person they present is hired. The commitment between the client and some contingent search firms may not be very deep and some clients may use multiple recruiters to fill the same position. Although some contingent searches are also conducted on an exclusive basis.    65% to 70% of all searches are handled on a contingent basis.

• Confidentiality

• Not enough time to do it on their own

• Pressure to perform quickly without the right people

• Don’t know competitor’s people

• Recruiter specialty and expertise

• Already tried and couldn’t find high caliber people

• No human resource department

• Under severe pressure to fill key management position

• Client is budgeted annually to pay search fees to fill key positions

• Positive past experience with recruiter (repeat client)

Yes. The greatest chance of success still comes from your own network of acquaintances, business associates, etc. However, search firms are constantly handling assignments, which are not publicized or perhaps even known outside of the executive office.

• Don’t try to work with too many in one region.

• Ask about their specialty, if they can’t help, ask about other recruiters who work with people in your field.

• Provide a copy of your resume before going deeply into your history. Indicate salary history, geographic preferences and desired position (based on your background and experience) in your correspondence.

• Indicate that you are conducting an active search and request that your resume not be forwarded to any company without discussing the position with you first.

• Don’t expect immediate results, it’s largely a matter of timing. If the recruiter has relatable searches for you, they’ll let you know.

• Offer to meet in person with the recruiter, if they work with people in your field, they should want to get acquainted for consideration for present or future searches.

For more information go to: How To Get Noticed By Recruiters

Don't let the recent round of corporate layoffs confuse you. For the next 10 to 15 years most companies will continue having a very difficult time attracting qualified people.  This is because we have built the current U.S. economy around the needs of a large group of people, (baby boomers) behind them are a lot fewer people in the workforce (baby busters) so, there are currently more jobs than there are enough people to fill them. As boomers start to retire from their jobs - there simply won't be enough people to take their place.  

Knowing how to retain top employees in this challenging environment can be a real competitive advantage. Progressive companies are beginning to foster a sense of community and family, so people feel that they're working for a cause as well as a company. Good companies trust their employees to balance the demands of work and life; and give them the opportunity and the flexibility to do so. They are allowing all employees, no matter how junior, decision-making authority.

Forward thinking companies are identifying the best people in the organization, and then invest heavily in training and mentoring them. They realize how important it is to get it right from the start, by investing more in the hiring process, and hiring key level positions very selectively. Successful executive search firms are partnering with highly successful companies who want a competitive recruiting edge to enable them to attract equally successful professionals in order to remain competitive in their industry.

For more expert career transition advice visit: The Career Catalyst Blog