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There comes a time in the career of many professionals, especially those in senior-level management roles, when the most likely source of alternative career options is via a professional recruitment consultancy. So, if your next role is in the hands of search firm, how do you go about catching their attention?
One of the most effective ways of being recognised and identified as a talent is to participate actively in dialogue within your field/industry. Speaking at industry events or conferences, having articles published or being quoted in relevant articles will increase your visibility.
Typically, the more successful you are, the more likely it is that you’ll be approached by a search firm. People who stand out (in a good way!) are often easier to find. However, viewing yourself as successful is not quite enough. What matters is what other people, like your colleagues, ex-colleagues and competitors for example, think of you. Are there enough people out there who will recommend you and suggest your name if their opinion is sought?
Although the cultural fit between an individual and a potential employer will be a crucial element of the recruitment decision, most executive search consultants will be seeking individuals with specific skills and experience. If you’re acknowledged as being an expert or specialist, you have a greater chance of being approached by professional recruiters.
Many people talk about networking, but fewer actually do anything about it. Networking effectively among your peer group and across your industry is a powerful way to increase your chances of being noticed. Make an effort to stay in touch with talented and well-connected colleagues and reach out to other people whom you know are industry leaders in your area of expertise.
The most successful networkers invest in their professional relationships consistently and over the long term. This type of behaviour is far more genuine and more likely to reward you than the ‘suddenly enthusiastic’ networking that people often end up trying when they need a job.
LinkedIn, other social networking sites and search engines have changed some elements of the executive search process. While the traditional ‘black book’ approach remains valid, most researchers will also use a plethora of online tools as part of their ‘long-list’ building process. As a result, it is advisable to build yourself a compelling social media presence profile.
Ensure also, that any of your articles, industry comments and/or PR is visible online. Over-exposure is not advisable but some visible presence online will lead to more executive search specialists finding you more often.
Genuine executive search campaigns are intended to find the best possible talent for a specific role and then persuade the most appropriate individuals to consider the role. Whether or not an individual is actively seeking to change jobs is normally irrelevant. The norm is for the consultant/researcher to call you and this partly explains why you might not find it easy to get in touch with them.
Most executive search professionals are specialists, so if your profile is highly relevant to the roles they recruit for, they are likely to be happy to talk to you and or meet you.
One of the easiest ways of developing a relationship with an executive search firm is to use them to recruit for you. The strongest professional relationships are often those that are truly beneficial to both parties. If you have discovered a search firm relevant for your own career development, contact them when you are hiring. They will take your call then! If you are known to that firm they may well contact you again on a future search.
Conflicts of interest and ‘off limits’ protocols are taken very seriously by professional search firms and this does limit some of the effectiveness of this approach. Nevertheless, if you are keen to invest in long term relationships, this approach is often successful.
For most people, the answer to this question is both, but not always at the same time. Executive search consultants frequently end up placing people that they have met as clients and also work for clients they first meet as candidates. It is worth remembering that a talented recruiter may well be able to help your career as well as helping you find talent for your organisation.
If, in the past, you had decided not to take a call from a recruiter in case they were looking for business, they might not take your call when you are looking for a job. The same is true in reverse, of course, so the best advice for all of us is to take the time to communicate with each other.
Take a long-term approach to building strong, mutually-beneficial relationships with colleagues and key recruiters. Try to be visible and ensure that your key skills and achievements are in the public domain.
