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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?

Nokia's employment of ex-Microsoft Stephen Elop provides a great example of strategic hiring, demonstrating that there is often more to executive recruitment that experience or skills. Executives must be ready to offer expansive business networks, specific product knowledge and inside connections that will help drive business partnerships and generate new clients. There is no better example of fulfilling these additional requirements than Stephen Elop.

Industrial, Energy/Natural Resources and Financial Services Sectors Expected to See the Most Growth in Executive Hiring in 2011.

Optimism in the senior recruitment market continues with executive search consultants 68% positive and 30% neutral for the year ahead. The 2011 Outlook, released today by the Association of Executive Search Consultants (AESC), showed a peak in industry confidence since its low point at the end of 2008.

Executive search industry outlook for year ahead (or 6 months ahead at mid-year point)

To say that Brazil is a member of BRIC and is in a big ascension would be repeating what every newspaper or magazine in the last few months and even years. There is no controversy: the eyes of the world are directed to Brazil!

With all this development and worldwide attention, our country has been attracting many new investors and projects, resulting in all kinds of projections. The growth experienced by USA and Europe has now turned to the emerging markets.

Louise Kursmark, a highly experienced resume writer and career coach, recently asked a number of senior executive recruiters in the AESC / BlueSteps Executive Search Network on Linkedin, ‘What are your biggest candidate turn-offs?’ Following a number of responses, read on to discover the DO’s and DON'Ts when contacting executive recruiters or headhunters, then make sure you join the conversation:

1. Do not mass email

Peter Felix, AESC president, says the high salaries paid in Brazil currently attract foreign executives.

A ranking of wages conducted with senior executives in Sao Paulo, New York, London, Singapore and Hong Kong had a surprising result: Brazilians are the best paid. The survey only covers base salary and therefore does not include bonuses, stocks or the thirteenth salary in Brazil (each year every employee is awarded a thirteenth payment of the monthly salary). Still, the paychecks of a CEO of the industrial sector in Sao Paulo comes at an average of U.S. $ 620,000 a year and a director U.S. $ 243 000 - in New York they receive, respectively, U.S. $ 574,000 and $ 213,000.
Phileas Fogg in Jules Verne’s famous odyssey was a predecessor of today’s road warrior. Having just completed a ‘round the worlder’ I could have wished for the lack of jet lag that Fogg must have enjoyed, but maybe the rigours of modern airports are nevertheless less demanding than the Indian jungles, snakes, hot air balloons and other obstacles with which he had to grapple – or not.