By Betsy Noxon
As a woman executive, recruiters are in hot pursuit of your talent, leadership skills and proven track record. With multiple executive recruiting firms retained by corporations to identify and select top-notch candidates, you want to be recognized and know the ins and outs of the search industry. Knowing how to connect and establish a relationship with the right consulting firm could very well lead you to a golden career opportunity.
Competition is fierce as companies are in search of high-quality executive talent. Umesh Ramakrishnan, vice president at Christian & Timbers, an international executive search firm, says "Today, clients are looking closely at a candidate's qualifications and bringing back fundamental issues while building a diverse workforce and board that reflects their customers."
Peter Felix, president of the Association of Executive Search Consultants (AESC) adds, "More and more companies retain executive search firms to hire executives due to increased executive mobility, competition and choice, which have all led to a more diverse workforce. As a result, companies are implementing quality and fairness while making a more suitable selection at the executive level."
The Power of Knowledge
Candidates should understand the retained executive search industry and the process in order to work efficiently with a firm. Retained search firms work exclusively with clients and are paid whether or not the position is filled. Also, the search methodology between types of recruiting industries varies considerably. Although the process is two-way, be aware that firms represent their clients rather than candidates. Ramakrishnan suggests that executives know the inner workings of a firm's search process, such as the collaborative culture that fosters a network within the recruiting firm.
Furthermore, executives should do their homework to learn more about global search firms and their areas of specialization. Visit firm's Web sites as well as the AESC, a professional organization for executive search firms. The AESC Web site, www.aesc.org, offers information about membership and the search industry while connecting executive candidates with member firms at, www.bluesteps.com. With specific industry knowledge in hand, executives can connect with consultants, increase their number of opportunities and expand their visibility.
Establishing a Relationship with a Recruiter
So, when a recruiter with your ideal job approaches you, what type of strategy should you have? Yon Jorden, a single mother, is currently working with executive search firms to target a CFO position. She chose to return to the East Coast for her teenage son rather than accept several offers as a CFO for companies located in the West. Since working with recruiting firms in the past, Jorden recommends women maintain their visibility by cultivating relationships with recruiters, even when they are extremely busy and content with their current job. Jorden says, "Women should have an active role in their career by engaging in conversation with recruiters in order to get to know them. Also, get involved in your industry's associations, publish articles and become well known in your field. Get your name out to all major recruiting firms and let them know you are available and check-in with them from time to time."
Susan Bishop, president and CEO of Bishop Partners, an executive search firm specializing in entertainment communications and interactive media, recommends executives talk to every recruiter who calls. Bishop says, "Especially in today's tight marketplace, executives should be honest and receptive to recruiters as well as flexible in terms of relocation, compensation and benefits." Bishop, who has 20 years of experience in the recruiting industry, also advises the following:
- Ask who the client is, the nature of the position and the corporate culture.
- Ask specifics about the search firm.
- Ask about the time frame for the search in order to establish certain expectations.
- Ask who the consultant is for the search. In some cases, researchers make the first contact.
Bishop stresses that you should trust your consultant to make the right decision based on their research and reasoning, even if this means you are no longer being considered as a candidate.
Ramakrishnan recommends that you:
- Respond to the top five or six larger firms.
- When talking to a recruiter, have your experiences at your fingertips as well as basic pieces of information about your career.
- Have your resume ready to e-mail while speaking to a recruiter so you can talk about specifics.
- Consider ahead of time a list of exclusions.
- Discuss the firm's diversity practice, policy and success rate, which will help you understand the firm and speak to the right consultant.
To get on the radar screen of a consultant, Felix advises women executives understand how to relate to a search consultant, how to negotiate and what to expect. The good news, Felix adds, is that currently there is an open market for executive women in the United States. The bottom line: be prepared, have your resume updated and ready to shoot off to the next recruiter who makes that crucial call to your office.
Also see:
• Negotiating for a raise
• The mentor advantage -- how a mentor can help your career or business
• Searchable Salary Database
• Ask Career Coach Kathleen Wells your questions
Betsy Noxon is a freelance writer based in Arlington Heights, Ill., mother of one and expecting another child this month. Contact her at Bnoxon@gateway.net
