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How does executive recruiting work? The Executive Recruiter works on a retainer basis. That is, the client company agrees to a fee structure with the recruiter and typically pays the fee in three installments with the first installment being at the start of the search and the other two installments being paid during the process. Being on retainer, the Executive Recruiter is a consultant to the client company and performs as a representative of the client company during the search process. An effective Executive Recruiter becomes somewhat of an “expert” on his client company prior to and during the search process. He/she should be able to answer questions about: Although in most cases, the effective Executive Recruiter “networks” in order to find highly qualified candidates within targeted organizations, he/she will consider candidates that take the initiative to directly contact the recruiter. Of special importance in Executive Recruiting, only those candidates that meet the requirements specified by the client company will be presented as finalists. Executive Recruiting is a “rifle shot” that targets very specific candidates.
If you are conducting a job search, we suggest that you identify several qualified Executive Recruiters that specialize in your functional specialty or your field of expertise. You may, also, want to target Executive Recruiters in specific geographical regions in which you are interested. Since all Executive Recruiters have their own client base, you have broadened your search by contacting several recruiters. After developing your target list of recruiters, send each recruiter a well-written cover letter, a detailed resume, and other relevant supporting documents, if available. If you do not hear from the recruiter, follow up with a telephone call within two weeks. If the Executive Recruiter does not have an ongoing retained search that requires your specific skill set, he/she will place your information in an electronic file which can be accessed as future searches develop. If you are not currently looking for a new opportunity, we recommend that you listen and ask questions when a recruiter contacts you. By developing a good relationship with a qualified and ethical Executive Recruiter, you can, most likely, advance your professional career at a more rapid pace. If a current opportunity that a recruiter describes to you is “not your cup of tea”, then perhaps a future opportunity will be the “perfect fit”!
We suggest the following tips:
Be honest with the Executive Recruiter in regard to compensation and your expectations for future compensation and let him/her negotiate with the client company.
Prepare a professional letter of resignation that states that you have accepted another opportunity and that you are giving your notice at your present company. In the letter thank your boss and the company for the opportunity with them and mention positive aspects of the experience. In the exit interview, do not “burn any bridges”!! Even if you would like to tell your boss exactly what you think of him/her (if it is negative), don’t do it. Again, thank management for the career opportunity that you have had. Make it clear that you have made a decision to leave and will not change your mind. Do not even consider accepting a counter offer to remain with your present employer. When you resign, you are, in a sense, firing the company. You have caught them off guard; and they are not prepared to fill the hole that you are leaving. Thus, they will make every attempt to change your mind. If you do change your mind and stay, most likely management will begin planning for your replacement down the road and will get in a position to terminate you if they desire to do so. They no longer view you as a loyal employee. I’m in outplacement. How should I best use my time and resources? Suggestions: |
How does executive recruiting work?
