When the economy turns sour and jobs are scarce, IT professionals often turn to recruitment specialists to help find their next job. IT consultants can also make use of recruiters when the economy directly affects work and project prospects.
The executive level is not my recruiting specialty, so I sought the help of three executive recruiters and asked them to share thoughts and advice that would help consultants get the most out of a executive recruiter relationship.
I interviewed Jeff Goldberg, president of Executive Search Group, a national firm specialising in placing information technology executives and sales executives; Steve Kendrick, founder of Kendrick Executive Resources, a retained executive search firm specialising in the recruitment of information technology executives; and Colleen Geyer, director of operations for Corporate Consulting Associates, a boutique executive search firm that specialises in the placement of executive and middle-management professionals.
I've compiled their advice in a list of 10 tips for establishing a fruitful relationship with an executive recruiter.
1. Make decisions before choosing a recruiter -- The first and maybe most crucial step is finding the right recruiting firm to assist with your career progression strategy, said Geyer. Identifying a recruiter that specialises in your area of expertise is as important as locating a firm that regularly works with individuals in your salary range and within your geographic perimeters.
Before you call a recruiter, analyse your requirements for the position, industry, compensation package, and geographic region you're seeking. You can then investigate recruiting firms and specialists. There are many sources available online and through your local library that will assist you in narrowing your search.
2. Create the right resume approach -- The recruiters said that the candidate's resume should be performance-based rather than simply a list of past job responsibilities. It should contain significant accomplishments that are represented quantitatively, for example, "Improved profits by 23 percent" vs. "Improved profits."
Also, most recruiters prefer to have resumes in electronic format rather than hard copy. From the outset, keep track of when and to whom you've sent your resume. After choosing recruiters to work with, keep a record of search activity and results.
"This allows you to monitor the search firm's effectiveness, as well as preventing your resume from being submitted to the same prospective employer by more than one firm," advised Geyer.
3. Set specific expectations -- View your relationship with a recruiter as long-lasting and mutually beneficial; decide who you would like to work with and generally limit it to two to three firms in the final selection process, said Geyer. In interviewing recruiters, ask each one what would be a reasonable frequency of contact and whether they prefer phone calls or e-mail -- you want a very comfortable communication experience.
During the initial discussion, inquire about other searches with which the recruiter is having difficulty and see if you can help with referrals or contacts. The recruiter will appreciate your networking assistance and most likely will attempt to work harder in assisting you with prospective leads, said Geyer. Remember that an experienced recruiter can be a valuable career counsellor. Even if the recruiter doesn't end up helping you find your next position, that person can bring an invaluable resource to your long-term career.
4. Understand the recruiter's true role -- Understand from the outset that executive recruiters will call you about a specific set of requirements for which they have been engaged. As Kendrick explained, executive recruiters already have a client -- a company seeking specific candidates -- so their business is driven by that client's leadership recruiting needs, not the "availability" of candidates. This is a major misconception about high-level recruiting and is always an issue when candidates begin working with executive recruiters, he added.
"While there are some firms that, for a fee, will focus solely on your job search, my personal feeling is that the value they offer isn't worth the payment that they're going to require. Generally, a good executive recruiter is going to offer a lot of the same assistance for free," he said.
5. Keep an open mind and take counsel -- Goldberg advised job seekers to listen to their recruiter with an open mind -- especially when it comes to vital preparation and interview practice. Often, IT professionals believe they're ready for interviews and don't need practice.
"I spend roughly one hour preparing each candidate for their interview, going over basic interview skills. In order to maximise chances of success on the interview, candidates need to put aside their ego for a few moments and listen to the recruiter's interview advice," he said. While candidates are sometimes skeptical about the need for preparation, Goldberg said he is always thanked profusely after the prep.
"I couldn't manage a NOC, but two things I do know are what my client is looking for and how to interview properly," he said.
