Executive Search & Recruiting

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.

BlueSteps recently hosted an #ExecCareer Chat on the topic of networking with executive search consultants, featuring John Touey, from Salveson Stetson Group, and Luis Truchado, from Odgers Berndtson.

Some of the questions asked included:

Whether you are actively searching for a new position or simply want to keep your finger on the pulse of the job market, forging relationships with executive search consultants is an essential part of a successful career strategy.

Networking is a two-way street.

networking_executive_search_consultantsRemember, you need to create reciprocal relationships with recruiters. Approach a search consultant with the same attitude of building a mutually beneficial connection as you would when introducing yourself to any other executive for the first time.

It’s remarkable to think that in a few short years we have come so far, technically speaking. In the early days, recruiting was done using tools the youth of today might scoff at. Hard copies of management files and candidates that were filed alphabetically in folders were the norm. If you wanted information on a candidate, you just accessed the file in the cabinet in the corner of the office. Now, modern technology has allowed us to access a global workforce at the click of a button.

You’ve been approached. Now what?

My last post described what to know for the first time you are being recruited by an executive search firm. This time, let’s talk about what will be expected from you if you would like to go through the interviewing process.

BlueSteps recently hosted an #ExecCareer Chat on the topic of executive search and your career, featuring Cathy Logue, from Stanton Chase, Rainer Morita, from BlueSteps Executive Career Services, and Kimberly Sernel, BlueSteps Executive Career Services.

Some of the questions asked included:

As a senior-level executive, it is likely that during the course of your career you will have encountered an executive search professional, either as an employer or a candidate. It is widely known that search firms have the ability to transform executive careers and improve trajectories, so understanding what executive search firms do and how they operate is vital to your own career progression and job search.