Is There a Perfect Way to Attract Top Executive Recruiters? When Asked This Question, I Said “Yes”

A client recently asked me this question, “Is there a best way to attract the interest of executive recruiters, head-hunters, and the top global consulting firms?”

Without hesitation, I answered “Yes” – with the proviso that you meet the key criteria expected in an executive-level LinkedIn Profile, CV and Resume.

What is valued? What are they looking for? What professional traits are most valued?

If you place yourself in the position of the reader, you would want to see solid examples of strategic, executive-level leadership; for example…

• Innovative, change management capability
• Personal attributes, personality traits, management style
• Illustrates global industry and competitive market insight
• Ability to drive growth, profit, and improve overall performance

Clear, unambiguous content highlighting your area of expertise will differentiate you in a congested job market. For best results, know that recruiters love key metrics that illustrate where a candidate has added value. Therefore, make clear your achievements, state…

state what you did.. how you did it.. what the benefits were

To write a brilliant, market ready Profile, CV and Resume that has impact, you have to convey your ability to…

• Increase revenue and reduce overheads
• Improve market share and enhance service levels
• Find effective solutions to complex problems
• Spearhead market expansion, both geographical and by industry

Write succinctly, get to the point quickly, executive searchers do not have time to read a life-story! Make sure your text is jargon-free, easily readable, and the information relates directly to the job profile

Exec Recruiters scan Profiles, CVs and Resumes for specific key words matching the job or contract in hand. It is, therefore, important to weave these into the language of your document. Keywords help executive recruiters quickly identify candidates with relevant experience. Scour on-line job boards and press adverts to identify keywords that reflect your area of expertise. For example, the keywords in a HR Manager’s job advert might include…

Cultural change – CIPD – Investors in People – employee relations – recruitment – remuneration packages – negotiation – absence management – professional development – business partnering – HR policies – grievance & discipline – permanent, temporary, interim staffing solutions – training design & delivery

Strategically positioned keywords help you to attract the attention of executive search consultants and ensure that your Profile, CV and Resume remains focused and relevant.

Taking the right steps…

Whatever your achievements, however many keywords you include, progress is unlikely without the help of Executive Search Consultants and your personal network of contacts.

So, what steps should you take? To identify Executive Recruiters in your area of expertise, research the internet, and join LinkedIn – the fastest growing business network! Register with executive searchers as they can help in accessing the top ‘hot off the press’, ‘not yet posted’ and ‘hidden job market’ executive jobs.

To summarise

A professionally presented LinkedIn Profile, CV or Resume is the perfect way to attract Top Executive Recruiters and can save you time and money – leading not just to a new role but that ‘once in a life-time’ career opportunity.

How an Executive Recruiting Firm Finds the Next Leaders for Your Business

If you are looking for the next executive to lead your company to success, an executive recruiting firm is one way of doing so. They have the experience to identify the skills, capabilities, credentials, and experience that your company needs to succeed in today’s job market.

What Services Do They Provide?

There are organizations that provide recruiting and placement services. They also find employees with short term and project needs. Some of the sectors these executive recruiting firms service are family office services, non-profit organizations and interim executives for short-term and project needs. First of all, the recruitment team will consult with clients to assess prospective employees with leadership skills, and identify the strengths and weaknesses of the client. The firm can also identify opportunities and threats to the search. They can also examine the organizational structure of the company, and identify the interview team in order to make sure the key player will be part of the interview.

An executive recruiting firm can also create a long-term approach to evaluation, identification and recruitment follow up, which is similar to the client’s family office. This will ensure that the candidate will work well with your business’s mission, and will exceed your expectations. They will have a team of experts who will have many duties to find the most talented employees, and these jobs include:

• Strategic Wealth Management

• Investment Planning

• Tax and Financial Planning

• Family Legacy and Leadership

• Trust and Estate Service

• Philanthropy

The next sector that an executive recruiting firm will provide services for are the non-profit sector, and includes distinct skills and experiences of future employees. The firm will also look for prospective executives for short-term and project needs, because they may be needed to accelerate growth or solve a key problem. They will help with project management, work overflows, supply chain issues, developing senior executives and labor negotiations.

The Process

The first step the executive recruiting firm will begin researching the history of your company, and they will examine your current status, and what you will need for the leadership needs in the future. This will involve a vast candidate network, one-on-one sourcing methods and interviews. There can also be an 18- month search process as well. The firm attempts to understand what type of leader your business needs, which involves reviewing strategies, delving into financials, conducting multiple interviews and performing site visits. The firm will also perform interview training tactics to screen for potential skills. The executive recruiting firm will evaluate and determine what the position currently needs in terms of skills and ability.

In addition, there is customization in the executive recruiting firm’s search process in order to find the right candidate. The firm will also do research and reach out to qualified candidates. This will involve verifying all of the candidates’ credentials, education and other pertinent information. Furthermore, the search firm will also administer interview training, which includes specific questions and tactics in order to assess each candidate. The next step involves the candidate selection and offer, and the post-placement stage. There are firms who will help the client during this transition phase to help the business succeed. It is an extensive, thorough process, which will ensure your business is not only hiring skilled executives, but those who share your company’s vision.

Interim Executive – A Boon for SMEs

Interim Executive

In today’s fast paced business environment, innovative practices are essential for the development and survival of an organisation.

Key people are central to the performance of any organization. There is a premium on the talent available in the job market. Many organisations are unable to attract the “best talent” as employees are increasingly becoming choosey about the organisations they would like to work for.

Situations of crisis and of several other temporary natures do not necessitate organisations to make a long term commitment by offering permanent positions. Rather, speed is of the essence in most such situations.

Both of these situations lead to the need to outsource mission-critical work that is usually done by permanent employees. While consultants are capable of doing a great job of diagnosing the problems and suggesting solutions, they are seldom mandated to implement and are not held accountable for the results.

Value Proposition of an Interim Executive

Interim Executives bring in a bouquet of knowledge, skills, methodology and rigour to provide solutions to business situations. They also undertake execution of these solutions to deliver the benefits for which the businesses engage their services.

With their vast expertise and experience, typified by their CXO (CEO, COO, CFO, CTO) profiles, this new breed of professionals who choose to pursue project-based independent career offer the following benefits:

  • Quality– with solid fundamentals and a vast experience, they present solutions that are effective and practical.
  • Objectivity – internal meetings and corporate politics typically consume 30% to 50% senior executive time. Unencumbered by any previous involvement in company processes or internal politics, they can concentrate on what’s best for the business. No past baggage, no biases.
  • Speed – with the ability to quickly assess business situations and to process various activities concurrently, they can parachute into the action arena and start engaging with the issues from day-one, purging any time wasted in long recruitment procedures, on-boarding or induction.
  • Cost-effectiveness– when organizations hire an Interim Executive, they trim their costs. They only pay for what they get; no idle time, no overheads, no retirement add-ons.
  • Flexibility – they offer tailor-made solutions for all situations. Engagement durations could vary from depending upon requirements. Dosage levels could be dynamically adjusted to suit pulsating requirements.
  • Accountability – they implement and manage a business or project in its own right, taking full responsibility, in contrast to purely advisory management consultancy.
  • Commitment– since Interim Executives thrive on the challenge of different assignments and are not looking for a permanent position, they take great pride in committing to maintain the highest standards in their work. After all, their next job comes with word-of-mouth recommendations from satisfied clients.

As external contributor with a fresh and stimulating view of the situations and issues faced by the organisations, Interim Executives can help maintain high dynamism and innovation levels.