Planning to reach out to recruiters – but you’re not sure how to find recruiting firms that seek candidates at your level?
Nothing stops you from reaching out to find and build relationships with executive recruiters, as long as you understand how recruiters work.
They’re often tasked with finding an optimum candidate, based on career history, specialized knowledge, industry experience, education, and other factors as specified by the hiring company. They are paid by the client company – so their loyalty to you is limited to how well you fit their client requirements.
You can ask trusted colleagues for recommendations on a recruitment firm in your industry or city, and access public lists such as CEOWorld’s Top 100 Best Executive Search Firms.
It’s a good idea, though, to expand your recruiter network beyond your immediate location, using these methods:
1 – Locate Recruiters Using LinkedIn.
Executive recruiters are easily found on LinkedIn with a few simple search techniques.
First of all, get familiar with the site’s Search function (which will make your life easier throughout your job search).
From any page in LinkedIn, use the top search bar to enter a search string (use quotes, such as “Recruiter CFO” or “Executive recruiter”), hit Enter, and you’ll see a long list of results. Select People in the drop-down area at the top.
Next to each user shown in your search results, you’ll see the option to Connect or Message these contacts, depending on your connection level. You can further sift through these results by selecting All Filters at the top; depending on your membership level, you’ll see parameters such as industry or location. LinkedIn automatically shows contacts who are in your network by default (you can change this order using Filters).
It goes without saying that you should read the recruiter’s LinkedIn Profile as a first step before starting a conversation.
2 – Access Recruiter Websites & Lists via Online Search.
Nothing’s simpler than just hitting Google to find anything, including an executive recruiter. However, you’ll want to ensure you’re finding the right type of firm or recruiting consultant for your situation.
One notable point: many recruiters work nationally and globally. Therefore, a recruiter need NOT be in your location. Keep this in mind during your search.
Google searches for recruiters will often yield too many results (case in point: a simple search using “IT Director recruitment agencies” turned up more than 350 million results, some of which included recruiting jobs or articles, plus actual recruiters).
To avoid sifting through this volume of results, you’ll need to be selective in specifying parameters, adding filters to help remove specific websites. For example, you can eliminate recruiter job listings by including monster.com as a search parameter, which will take all recruiting job listings from Monster out of your results.
As an example, “COO recruiter (manufacturing OR production) -simplyhired.com -indeed.com” will show recruiters who source COO jobs and candidates in manufacturing and production settings, while removing results shown on simplyhired.com and indeed.com.
3 – Find & Use Executive Recruiter Directories.
In your Google search, you’ll discover executive recruiter listings or groups on various websites.
These directories, which are often arranged by industry and geographic region, offer a wealth of recruiter information.
You’ll need to invest considerable time to research these companies against your criteria, with a close review of the candidates and career levels sought by each agency.
No matter how you find a recruiter, it’s best to provide a short introduction via social media, email, or the recruitment firm’s website (“I see that you recruit for healthcare executives; I’m a hospital administrator looking for my next move and would like to find out if I’m a good fit for your client requirements.“). Some companies will may also expect you to forward a resume during your initial contact.
In short, locating knowledgeable executive recruiters and recruitment agencies can be a valuable step in your job search – as long as you approach this task with diligent research and realistic expectations.
LinkedIn—that all-purpose gathering place for professionals, recruiters, and employers—allows you to converse with like-minded experts in your field, learn about industry-specific topics and events, post resume information, and send private messages to employers in hopes of securing that perfect job.
However, if you’re divulging too-personal details, or letting others have uncomfortably close insight into your job search, it can take longer to find a suitable job – or you can be blacklisted entirely by recruiters.
If you’ve started to confuse LinkedIn connections for your Facebook friends, it’s time to take a step back and consider whether you’re harming your job search.
Here are some signs that you’re wading too deep into personal territory on LinkedIn:
1 – Posting negative comments about your job search in a LinkedIn Group.
While it’s perfectly normal to be frustrated with a job search that’s taking too long, LinkedIn is not the place to blow off steam about prospective employers, HR contacts, or recruiters.
Yet, you can peruse Groups forums and find this type of activity nearly every day, with disgruntled professionals posting information about negative exchanges with employers, and the occasional rant against a particular company or hiring manager. (more…)
Scroll down the sidebar of your LinkedIn Home Page, and you’ll eventually notice the blurb that asks “Who’s Viewed Your Profile?”
If you click on it, you’ll see a page entitled Profile Stats, which is designed to show you other users that have looked at your information.
To get a glimpse of who is searching for you, you’ll want to leverage Profile Stats.
Start by changing LinkedIn Profile Settings (hover the mouse near your name at the top of the page to click on Settings).
Click on “Select what others see when you’ve viewed their profile” and choose Your Name and Headline (recommended) to allow others to see YOUR information when you review THEIR profiles.
Now, on to the good stuff: there are common categories of users who are surfing your Profile (right now!). Go to Profile Stats to see the types of LinkedIn users who are looking for you – and why: (more…)
Considering contacting a recruiter to find out about executive or leadership jobs in your field? Many job hunters assume that forging connections with recruiters will put them closer to lucrative, high-level positions that aren’t otherwise advertised.
However, a successful recruiter-job seeker relationship doesn’t just happen. It’s important to understand the relationship among all involved parties (the recruiter, company, and you), get your resume in top shape, and to be ready to deal with potential objections.
These tips will help you be ready to work effectively with a recruiter—with better results from the relationship and a faster outcome for your job search: (more…)
It’s happened! You received a call out of the blue from an executive recruiter who wants to see your leadership resume quickly.
However, you haven’t kept it up-to-date, and now panic mode is setting in. What should you do?
First of all, consider asking for more time to pull things together. After all, the recruiter will be able to present you much more effectively if you can put your best foot forward on paper, and even a few extra days can make a big difference.
Now, on to your leadership resume update.
Here are 3 tips to help you craft a compelling and masterpiece presentation (that looks like these executive resume samples), even if you’re short on time:
1 – Position yourself appropriately.
Nothing kicks an executive out of the running faster than an unfocused resume.
Therefore, you’ll need to decide on a career direction that represents your executive goal, and apply it to this version of your resume. You can always create a different leadership resume for use in pursuing another position type later.
Add a resume title at the top (as shown in this Healthcare CEO and COO resume example), using as many specifics as possible that reflect your goal, such as CFO and Board Member, Vice President of Operations, IT Director, etc.
Next, you’ll need to write down ideas for a summary of your background and why you’re qualified for this particular position.
The key to writing an effective summary is to tweak it and keep it flexible during the executive resume writing process, as different ideas will spring to mind that you can weave into this section.
Remember to review your summary after finishing your resume. You might find that you’ve uncovered more information to add — strengthening and forming a powerful introduction to the rest of your executive credentials.
2 – Make a list of success stories and achievements for your resume.
Here is where you’ll need to spend the bulk of your time. Analyzing your contributions to each employer in each leadership role is critical!
Start by jotting down ideas and key points that you’d make in the interview, taking special note of the metrics behind each story and the impact of your work on the company.
Compose a short paragraph, then work backwards to cut extraneous details. You should have a brief sentence of 3 lines or less that describes your executive role, the context behind each accomplishment, and the results, as shown in these examples:
Delivered product releases attracting 32% new business within 18 months with Lean and Agile coaching for product engineering teams.
Won flagship account representing 43% of total company revenue by fostering strong C-suite account relationships.
Repeat this process a minimum of 3-5 times for each job that you’ve held in the past 10 to 15 years to fill in your leadership resume, adding as many details as possible, while keeping your sentences short and data-packed.
Finally, add these stories in bullet-point form for each job, then finish by writing a basic job description that introduces each of your executive positions — describing the number of employees you’ve supervised, budgets managed, business unit growth, and other contextual details.
3 – Get feedback on your leadership resume update.
This is an important step, but it’s one that many executives miss. Colleagues, spouses, bosses, and friends can help you to recall any important projects you might have omitted, or leadership qualities that you should demonstrate in order to be considered for the job.
You can also rely on others to help you proofread your new executive resume, as typos and other errors can escape even the best writer who is pressed for time.
You’ll want to go back over what you’ve written in detail, keeping what others have said as a guide, in order to emphasize your leadership skills and bring in other points.
Now, take the time to compose a short note to the recruiter that points out your main qualifications and the reasons you’re interested in the job.
Your new leadership resume can help do the rest of the talking.
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