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Executive Search & Recruiting

Career planning, like everything in life, takes a little effort. To maximize the return of your investment in your BlueSteps lifetime membership, follow these ten quick steps. Remember, the more proactive you are in searching for your perfect position and working towards obtaining it, the much higher your chances of success will be.
At their annual Americas Conference on March 7th in New York City, the Association of Executive Search Consultants (AESC) presented three important awards to executive search professionals who have made significant contributions to the industry. The Gardner W. Heidrick Award was presented to William B. Clemens, Jr., recently retired Partner at Spencer Stuart, the Eleanor H. Raynolds Award was presented to Alfredo Assumpção, CEO & Partner, Fesa, and the Award for Outstanding Contribution to the AESC was presented to W. Carl Lovas, Managing Partner, Odgers Berndtson.

Back in the day, leaders built their company’s with vision, expertise and sheer will, shaping the business world around them.  Today, the business world shapes leaders, pushing them to adapt and change in the face of social technology’s revolutionizing impact.  Technology has connected, networked, and empowered employees, customers, partners and investors.  In many cases, the size of a company’s network is now larger than the enterprise itself. Even if the actual number of customer’s may not have changed, the fact that they are connected, speak to each other, and speak out into the world has completely overturned the paradigm.  A million single, unconnected customers are very different from a million linked customers who can rally behind a single voice, opinion, or purchasing behavior.
Membership to BlueSteps provides an excellent way to become visible to top-level executive search firms and consultants and is an extremely valuable tool for anyone seeking a senior executive-level role. BlueSteps is the executive career management service of the global Association of Executive Search Consultants (AESC). Over 8,000 executive search professionals belong to the AESC from around 300 retained executive search firms in 74 different countries. All AESC affiliated search consultants have free and exclusive access to the BlueSteps database which they use to source suitable candidates when hired by a client firm to fill a vacant executive position.

If executives want to stay on the radar screens of executive recruiters, they'll need to first and foremost, network! They'll also want to have a presence on the top online sources for visibility, of course: a BlueSteps membership and a polished LinkedIn profile. A well-branded personal website is also a great idea.

[This article was originally published in Valor magazine, São Paulo (October 26th, 2011). Translated into English from Portuguese.]

According to Brian Glade, from the Association of Executive Search Consultants (AESC), companies that address executive selection as a simple commercial transaction must be fought.

A group formed by some of the most important and traditional high-profile-executive search companies working in the country has decided to combine efforts. The goal is to disseminate their work, thus protecting themselves against the competition of new recruiting companies specialized in middle management that are becoming more visible here.

In our era of email, LinkedIn, Twitter, and Skype, the face-to-face meeting is an opportunity not to squander. Amazing things happen from meeting face-to-face—no matter how digitally connected we are these days, in-person meetings are still the backbone of diplomacy and relationship building. Even though more organizations are using technology-enabled meetings such as video conferencing, certainly a must for the global or even cross-country office, most executives still prefer to meet face-to-face.

The Association of Executive Search Consultants (AESC) represents retained executive search consulting firms worldwide. It establishes professional and ethical standards for its members and provides information to the media and public on the field of executive search. The AESC is often asked about the differences between retained executive search consulting and contingency recruiting.

The answer: the way the fee is paid has a great deal to do with how the work is carried out and what kind of results can be expected. Take a look at the following guide to help you understand how these differences affect you as a client or candidate:

With increasing obligations and fierce public scrutiny willing and qualified director candidates are harder to find, and with the largest exit of board members in history around the corner board service recruiting seems a formidable challenge.

“Sorry you are overqualified for this role, but thank you for the interest.”

Have you or any of your peers heard this before? Well recently the concept of ‘overqualified’ came under debate in the AESC / BlueSteps group on Linkedin, discussing, should you hire an ‘overqualified’ candidate?