Deal With Executive Headhunters
One of the most important things you can do to increase your chances of landing an executive job is to build a relationship with the recruiter. Most executive headhunters only get paid if you are offered the position, so if you are a CFO looking for your next role, the headhunter will likely not recognize you as a potential candidate. If you are between jobs, you will have to work a little harder to attract the executive recruiter’s attention.
When it comes to dealing with an executive headhunter, you will have a few things in common. For one, they work on a contingency basis. This means that they are working for one company. This means that they are more efficient because they aren’t focusing on all candidates and aren’t limited to those who want a job. Furthermore, they may have a hard time identifying executives with the desired experience or qualifications.
Another thing to keep in mind when dealing with an executive headhunter is that the majority of the candidates long-listed by an executive search are not known to the executive recruiter at the beginning of the search. While most executives don’t advertise their jobs on job boards, the top headhunters don’t advertise their openings on these sites, either. This makes it difficult for them to find the best candidates for their clients.
How Do You Deal With Executive Headhunters?
An executive headhunter is often contracted by a specific company, which means they’re dedicated to finding the best executive for their clients. While this is a benefit, it also means that they’re less effective at matching candidates to roles. Rather than focusing on each and every candidate, executive headhunters focus on the ones that fit the job profile best. And if they don’t, they move on to the next candidate.
Once you’ve decided to hire an executive headhunter, you should be prepared to negotiate. Although you should be clear about the expectations you have of the headhunter and the job he or she, you should also be aware of the potential pitfalls of using an executive headhunter. While some recruiters are more effective than others, it’s important to keep your ego in check. A good recruiter should be professional and not just looking for a commission.
While it’s important to establish a relationship with your executive headhunter, the main question is how do you deal with the person. Most executive headhunters work for one company and are usually paid a third of their total compensation. They’re expected to search the market for the right candidate for your position, but they’re also expected to find passive candidates. So, if you’re not sure which of these types of people to hire, ask the headhunter a few questions to get a better idea of how to proceed.