Executive Search & Recruiting

As you work to achieve your career management goals this year, it may also be an excellent time to brush up on the things you must do to get the most out of your interactions with executive recruiters. The following commandments should be strictly followed lest you be struck down by the evil job search demons.

1. Thou shalt keep career profiles up-to-date.
This is one of the major mistakes several executives make when joining sites like BlueSteps. Forgetting to update your profile could cause executive recruiters to decide not to contact you due to missing qualifications or they could miss your profile completely.

You receive a call from an executive search consultant asking for a few minutes of your time. What do you do? Welcome the conversation? Ask if he or she can call you back on your mobile/after work/tomorrow? Or say flat out that you are not interested in speaking? Your response will probably depend greatly on how prepared you are for that call.
Below are a few tips to help you make the most of the opportunity when it does come your way.
Make yourself accessible.

Reports have confirmed that 86% of employees, including senior-level executives, are actively planning to search for new positions in 2014. With so many people forecasted for a career transition this year, it has never been more important to connect with an executive search consultant who can give you the edge you need in this competitive job environment.

Like many professions, the executive recruiting industry has developed its own specializations and distinctions. The differences between retained executive search and other types of recruitment can seem confusing and the differences unimportant. However, to people in the profession and those dealing with it, the differences are crucial.

New AESC data finds increasing focus in C-level and senior executive assignments in 2013

The AESC and BlueSteps recently had the opportunity to speak with 5 top AESC member executive search consultants, about executive search in Germany. Interviews were conducted with Christine Stimpel, from Heidrick & Struggles, Klaus Hansen, from Odgers Berndtson, Thomas Becker, from Russell Reynolds Associates, Franco Parodi, from Parodi & Associates, and Richard Fudickar, from Boyden. Below is a sample of one of the expert Q&As with Klaus Hansen from Odgers Berndtson.

By now everyone in the executive search marketplace, whether search firm or candidate, is aware of LinkedIn. With 238 million names it is almost a foregone conclusion that many or most candidates on a short list will have a LinkedIn profile.

Most of Association of Executive Search Consultants (AESC) members when commenting on LinkedIn acknowledge that it is a very useful name generation tool. Some of the AESC's largest members even have significant contracts with LinkedIn to provide multi-license facilities to their research staff.

When economic markets collapsed in 2008, the retained executive-search industry slowed dramatically. According to the New York-based Association of Executive Search Consultants (AESC) trade group, world-wide industry revenues fell 32% in 2009 and hundreds of consultants left the field.

Today, industry revenues are again approaching their 2007 peak, but executive search itself has undergone changes that are important to both employers and candidates.

Second quarter global executive search industry data highlights even greater focus on the highest management positions.

You have been identified by a headhunter as a potential source or candidate and receive that all important phone call from a search firm. Are you prepared? Have you perfected your elevator pitch? How do you ensure you are not caught off guard, or worse, screened out of an executive search before you've even had a chance to prove yourself?
Make Yourself Available