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Executive Search & Recruiting

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.
 

EXECUTIVE SEARCH REVENUES RISE IN THIRD QUARTER
 
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

The BlueSteps database of more than 75,000 senior executives is exclusively available to over 350 top executive search firms worldwide to use when they are searching candidates for top executive positions. Executives can rest assured knowing their career information will be made visible to only quality retained search firms, not their bosses, not their colleagues, and most certainly not contingency recruiters who will blast their executive resume or CV all over the internet.

Executives often ask us how BlueSteps could be helpful to their career management strategy. The short answer is that a BlueSteps membership should be seen as part of your long-term executive career management strategy, not a quick fix. You’ll still want to network in person, maintain public profiles on LinkedIn, and try to get published or invited to speaking engagements as much as possible to present yourself as an expert in your industry. However, BlueSteps will instantly give you the information and tools you need to confidentially network with executive recruiters and kick start your executive job search.

New survey reveals that while a vast majority of Australian executives have an active and up-to-date LinkedIn profile, only 6 percent had found a job as a result of membership. 

Recent survey by BlueSteps, the career management service of the Association of Executive Search Consultants (AESC), looked into the role of social networking websites and the role that they play in career management.