Newsletter - August 2009
Getting the Attention of Executive Recruiters
August 13, 2009 - Jim Norwine
For many years, executive recruiters have been a resource for companies sourcing talent and for job seekers attempting to throw their hats in the ring for positions. A common term for these folks is "headhunter.” Insiders consider this a pejorative usually associated with the fringe predatory element of the industry and is definitely not appreciated by respected recruiting professionals.
Like most practitioners in other industries, executive search firms come and go. Some will exit the business during poor economic times because of lack of assignments. The major nationwide firms like Korn Ferry, Heidrick and Struggles, Russell Reynolds, Spencer Stuart and well-established independent niche firms endure and continue to have a well-developed and loyal client base.
Knowing which firms to engage
There are two types of search firms, retained search firms and those who work on a contingency basis.
Retained firms are engaged by client companies to find talent meeting their specifications and usually have an exclusive for that assignment. Commonly, these firms are paid 1/3 of their fee upon agreeing to take the search, 1/3 when the first candidates are interviewed and the final 1/3 when the successful candidate reports for work. These firms tend to recruit for higher level managers and executives than their contingency firm cousins. Contingency firms outnumber retained firms by two to one and usually do not have an exclusive, which means more than one firm will be recruiting for the same position. Customarily, these firms are not paid until a successful candidate they have presented reports for work. Both types of firms are paid by their client companies and do not expect any compensation from you.
Search firms vary in size, industries served, position specialty and location. This is a relationship business so a firm in San Francisco is just as likely to have a search assignment in your area matching your career goals as the firm down the street from you in Philadelphia. The bottom line is: do some research and find out the following:
- Does the recruiting firm conduct searches in industries where you have experience and interest?
- Do they conduct searches for job classifications where you meet minimum requirements?
- Does the level of their recruiting assignments match your career goals?
The key is finding a firm that would most likely be recruiting folks with your background and experience.
How do you find the right firm?
“The Kennedy Guide to Executive Recruiters” is the most available source and can be found in most libraries and on sale at most booksellers with business sections. This book is published annually and will list recruiting firms as either retained or contingency, by specialty and by geographic area. Searching online is also effective with CareerSearch available in OI SolutionsSM by OI Partners being the easiest and fastest. Don't forget that friends and colleagues may know recruiters and might be able to introduce you personally. This is the ideal situation and gets to the heart of effective networking.
How do you get noticed by recruiters?
Usually cold phone calls to search firms are not productive. The best way to engage is to send an email with a well-focused résumé and a cover letter. In the subject line of the email, briefly explain your intent to get their attention (for example, "Global Financial Services HR Executive" rather than "résumé attached"). The reaction more likely will be, "Oh really, now that's a surprise!" If the firm has a large practice in HR search, you can be sure that someone will look over your resume. Do not harass recruiters with multiple submissions or make repeated phone calls to get noticed. The truth is you will get noticed but not in a positive way. First impressions are crucial. Your letter should be personalized with the name of a recruiter or a firm's principal. "To whom it may concern" does not give a great first impression and is likely to put you in the "thanks but no thanks" pile.
Do everything to sell yourself, your experience and the type of position you are trying to find and do it with energy. Do not give the impression that you are desperate or damaged goods. Remember that everything you say about yourself will be verified so fabrications and misstatements are the kiss of death.
Do not get discouraged if you do not get an immediate reply. Many firms get several hundred résumés and inquiries a day and it is impossible to respond to everyone. If you look interesting, you will get a call or an email but it might not be right away.
Working with a recruiter
If the firm has a search and would like to know more about you, you may be contacted by a screener or an administrative person asking for additional information. Remember to treat everyone with respect and show enthusiasm. It is all right to ask about the recruiting firm, the principals and what the next steps are likely to be.
If an interview is scheduled with the recruiter handling the assignment, it is likely to be a phone interview. Make sure you nail the date and time down precisely. Remember you might be in a different time zone so make sure everyone is on the same page. Nothing irritates a recruiter more than to call at the time appointed and have the phone go to voice mail or be told you are not available. If you can manage it, use a landline rather than a cell phone and risk the chance of poor reception or your call being dropped. Remember the first impression rule.
When talking with the recruiter, answer questions completely, and have your two-minute commercial focused toward the position. Get as much intel as possible about the industry, company, the position. The recruiter is the gateway to the hiring manager so this interview must be handled as professionally as if you were speaking with the president of the company with the opening. The recruiter will most likely ask for compensation history and if relocation is necessary, your ability to accept a domicile move. Answer honestly. Do not lead the recruiter on. If you have no interest in the position, it is better to opt out and retain the good will of the recruiter. He or she might have other opportunities for you if you have made a good impression. If the interview goes well, find out what the time line is and next steps. It is always good to send a thank-you note and highlight some of the points you discussed.
The recruiter works for the company with the opening and as such is not representing you per se. But, you can establish a close relationship with the recruiter and enhance your ability to be presented as a finalist that might lead to an offer of employment.
Jim Norwine is managing partner of OI Partners – ExecuGroup in Allentown, PA. OI Partners is a global career transition and career consulting firm located in 200 offices in 27 countries. Jim can be reached at 610.264.7562 or jnorwine@oipartners.net.
