Home

1 (800) 363-1207

Executive Search & Recruiting

How has technology changed the assessment of candidates and what opportunities do these innovations create? 

The dramatic rise of technology over the last decade has equipped executive search and leadership consulting firms to serve their clients in new and increasingly transformative ways – fusing new tools and techniques with the traditional foundations of the profession. It’s not too long ago that an executive search consultant’s little black book was their biggest asset. But the technological developments of the last decade have codified what executive search consultants have always known about leadership into useful identification and assessment tools.

As a candidate in the middle of the hiring process with an executive search firm and their client, it can be frustrating to be unaware of what’s going on “behind the curtain.” This article provides an overview of how the search process works from the client perspective. During all stages of the process, make sure you’re answering all questions honestly, including questions about compensation. Also, do not get in touch directly with the client unless instructed to by the search professional. As the gatekeeper and decision maker for the client, it’s the search professional’s job to deal with candidates directly.
 

1. Launch meeting with the search firm

So you've gotten a call from an executive search professional...what's next? Watch this video for a quick overview and read below for more details about each step you should take during the call.
 

BlueSteps recently hosted an #ExecCareer Chat on the topic of networking with executive recruiters, featuring Lucie Shaw, Amrop UK, and Chris Swan, TRANSEARCH.

Some of the questions asked included:

Building and maintaining relationships with executive search consultants should be a vital component of your career strategy, regardless of whether you are in an active job search or just proactively managing your career next steps.

For executives who are new to the executive search industry, it can be difficult to know where to start, but there are several essential do’s and don’ts that can help you on your way.
 

While the AESC State of the Profession data provides a useful outline of where executive search and leadership consulting is today, we also wanted to paint a picture of the future of the profession. Our survey was completed by 199 AESC members, including 56 firm leaders. In this section, we gauge our members’ levels of optimism for both the profession and the economy, plus we explore growth opportunities for executive search and leadership consulting.

In order to develop a deeper understanding of client relationships with executive search and leadership consulting firms, we surveyed 190 and interviewed a further 25 clients around the world.

Companies must have a compelling hiring need to pay the fees of executive search consultants. Otherwise, they would do the search themselves through their network, LinkedIn or hiring boards. Many companies even start by looking at their own networks before hiring an executive recruiter. Here are the reasons why companies look to executive recruiters. 

In addition to looking at the challenges facing both executive search and leadership consulting firms and their clients, we surveyed 2,500 executive-level candidates to understand their experience with executive search advisors and learn about opportunities for improvement.

This special edition of Executive Talent looks at the past, present and future of the executive search and leadership consulting profession. In this section we compare data from AESC’s 2010 report Executive Search in Transition to today’s data, and use this to predict what the future holds for the profession.