UTILIZING THE SERVICES OF EXECUTIVE RECRUITERS

One thing should be made very apparent right from the beginning: executive search companies, recruiters, and employment agencies are not in the business of assisting you in finding a job. You should not consider the recruiter to be your guardian, your buddy, or your agent. You may obtain a chance for an interview via a variety of avenues, including but not limited to recruiters, employment agencies, and search companies. The majority of executive recruiters do not “hang onto” your CV, but rather they search for jobs that would be a good fit for you and finally get in touch with you when they discover a “perfect match.” This is contrary to the common misunderstanding. It is a far more instantaneous and transactional process than that could ever be described. When you submit your CV to a recruiter at the same moment that they are looking for someone who is similar to you, you are in luck because there is a possibility that you may be invited for an interview! However, if the recruiter does not have a “open order” that is suitable for your history at the time that he or she gets your resume, you will often be regarded almost as if you were “invisible,” and your resume will have a tendency to “disappear.” Because, regrettably, you are not the most essential item on the mind of the recruiter, it is a good idea to get in touch with your search companies on a regular basis in order to “check in.” It is important to remember not to take it personally when recruiters ignore you or reject you. This is just the way that the company operates, and it has nothing to do with you or your credentials in comparison to this. In my experience, I have dealt with an excessive number of customers who get disheartened when they do not receive a response from executive recruiters. In order to avoid being “emotionally connected” to any recruiter, job position, or potential employer, it is of the utmost importance that you refrain from doing so. Your job search might be significantly aided by recruiters and search agencies, provided that you are able to effectively handle the process. This is a good aspect of the situation. Additionally, it is important to keep in mind that they are not working for you but rather for the corporations who pay them to locate people. In order to get the most out of dealing with executive search companies, you must first have a solid understanding of the many sorts of businesses that are involved in the search market. There are placement companies that have you pay a fee. All of these organizations need to be avoided at all costs. It is presumed that they will take a charge from you, the job seeker, in return for coordinating the complete placement procedure with possible companies. In general, they are responsible for lower-level duties. There have been a lot of individuals who have been “burned” by these kinds of organizations that charge you a fee, and they have caused them to lose thousands of dollars. These are the kinds of businesses that take advantage of job-seekers who are desperate and have very little or no alternative information from which to choose. In light of this, it is imperative that you carefully read any agreements before signing anything. recruiters who use contingent fees Contract recruiters are often responsible for handling low- to mid-level jobs, with wages typically falling below $75,000 in most cases. They get a portion of the applicant’s income, but only if they successfully place a candidate in the position they are looking for. Their principal business model is volume, which means that they handle a large number of assignments, introduce as many individuals as possible to prospective employers, and put as many people as they can in employment. In general, they do not get any payment until a position is filled. Consider contingency recruiters to be operating “strictly on commission,” and to be in direct competition with other contingency recruiters who are attempting to fill the same positions. As a result, contingency recruiters will often not collaborate extensively with you to guarantee that the position is the most suitable option for you. Taking full responsibility for evaluating, sifting, and organizing the possibilities that are provided by contingency recruiters is something that you are required to do. companies that are engaged for executive search In general, retained executive search companies are responsible for handling higher-level executive positions, which often include salaries ranging from $75,000 to $500,000 or even more. These are the traditional “headhunters,” who are given the exclusive right to conduct a search on behalf of their client firm and are paid their fee (or at least a portion of it) regardless of whether or not the search is successful. It is because they work on retainer that they are referred to as “retained,” which is similar to how a management consulting business operates. When it comes to compensation, executive search consultants often get between 20 and 33 percent of the candidate’s pay for the first year of employment. When it comes to assisting to design job criteria, pre-screen applicants, perform background and reference checks, and organize negotiations, these sorts of search consultants often play a more active and selective role than other types of search consultants. They spend a number of years working in close collaboration with top management, during which time they get familiar with the culture, tastes, and personnel requirements of the firms that they serve as clients. Due to the fact that successful placements ensure that the retained search firm will receive additional search contracts from the same employer, it is in the best interests of the retained search firm to ensure that a candidate truly is an excellent fit for the industry, the company, and the specific position. recommendations in general When you are doing business with any kind of executive search agency or recruiter, it is essential that you keep control of them and the activities that they engage in. Even if the search agency is not working for you, I nevertheless advise my customers to “supervise” the work of recruiters as if they were managing a group of workers. This is because the recruiters are responsible for finding job candidates. The following are some crucial guidelines that must be followed: * be careful and selective in choosing which recruiters you want to work with, and politely decline to work with those who don’t appeal to you or are inappropriate for your situation. * when speaking with your search firms, be totally honest and direct about your job objectives, past compensation, desired salary, geographical preferences and other details. * never pay any sort of “registration fee” or any other money – for anything! The company is responsible for paying all of the expenses that are associated with the search agency. *During the interview process, make sure that the position is precisely what the recruiter claimed it to be. Please make sure that you confirm (and re-check, if required) the essential aspects of the position, including the tasks and the salary. Keep in mind that you are the source of the recruiter’s revenue (indirectly). You are entitled to be treated with kindness and respect, as well as to get immediate and truthful responses to any queries you may have. Any contract or arrangement that binds you to work solely with a single agency or that needs you to pay any kind of charge should not be signed by you. Make sure that an employment attorney looks over all of the paperwork that were provided by the search businesses. You should request that your resume and any other information not be sent to any potential employer without first receiving your permission beforehand. * Make sure that the recruiter does not make any changes to your resume or any other papers without first obtaining your consent. * Collaborate closely with just a small number of carefully chosen search businesses, rather than working with an infinite number of organisations. Should you find yourself in the situation of negotiating your remuneration for a new employment, you should not depend on the recruiter. It is necessary for you to either personally lead the discussions or at the very least be actively engaged in the process of negotiating agreements. It is recommended that you direct just five to ten percent of your efforts in the job hunt towards recruiters. It is important to keep in mind that the majority of your time ought to be spent on things that are more beneficial, such as professional networking. Additionally, some executive search consultants will offer valuable information regarding matters such as the conditions of the industry and the trends in the local business environment, in addition to providing insightful feedback regarding your campaign strategy, your compensation level, and other related matters. Executive search consultants and career consultants, on the other hand, operate in quite distinct capacities and should never be confused with one another. The majority of the time, huge national search businesses will have offices in a number of different locations, and these offices will pool their internet resources. If you enter your information into their database in one office, your profile will be shown in the database of another city in the event that an opportunity presents itself that is a good fit for your qualifications. Should you be willing to move, this could be of assistance to you. There is a possibility that smaller search businesses have outstanding reputations in their respective geographic regions; thus, it is imperative that they not be disregarded. You will discover that search companies and recruiters may play a significant part in your successful job search or career transfer if you have a fundamental grasp of how the search business operates and if you follow the instructions that have been provided above. The copyright for this work belongs to career potential, LLC. Ford R. Myers, a well-known career advisor who is also the author of the book “obtain the job you want, even when no one’s recruiting,” has granted permission for this article to be reproduced here. Please visit http://www.careerbookbonuses.com in order to get your free career success gifts right now. articles that are linked to this topic include: networking, resumes, employment, questions to ask, and resumes. Send a friend an email with this story! Get stories like this one sent to your inbox directly from the source! Get a free subscription right now!