Advice on working with executive recruiters
Reprinted courtesy of TheCareerNews.com
NEW YORK, NY -- Dennis Dugan, 57, says he receives good response to his e-mails from recruiters. He has been a finalist for two senior level search-firm assignments in four months. His secret: contacting search firms only when his skills match the requirements of their posted openings. "When your skills are a good match to their needs, you get a whole lot of attention," says Mr. Dugan.
"Treat your job hunt as a business-development campaign," says James Seeto, senior associate at a retained search firm. "Too many senior executives aren't strategic about how they approach search firms," Seeto continued. He suggests behaving as presidents or marketers seeking new business for their companies.
Consider working with smaller or contingency search firms. Of the 5,500 search firms in North America, 2,654 work on a retainer basis for their client companies, according to Kennedy Information, publisher of the "Executive Recruiter Directory." The rest are contingency firms, which are paid only when a candidate they find is hired. There's also a strong case to be made for working with a boutique search firm that focuses on one industry or function. It may have more assignments in your field, and you may get more attention
Article abridged from CareerJournal, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!
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