| There is a multitude of ways to approach | | | | over the contingency or headhunting one is that, |
| executive recruiters of all levels. Firstly, it is | | | | though a headhunter does produce lots of |
| important to understand more about how these | | | | successful job hires, the retainment one is |
| recruiters work and to keep any expectations at | | | | prestigious and has much more credibility, and has |
| a minimum to begin with. The key to this is to | | | | proven their ability to match employers and |
| understand that executive recruiters are not | | | | potential candidates on a regular basis. |
| necessarily there to help unemployed people find | | | | Then, when approaching potential executive |
| job openings, but to serve their clients on a fee | | | | recruiters, it is important to network with people |
| basis by searching for candidates that are best | | | | who are already employed within that same |
| suited and the most qualified for any given job. | | | | industry and may have more familiarity with the |
| Anyone in senior management or at the | | | | best recruiters. They will also be very adept at |
| executive level should send in their resume to the | | | | giving recommendations and may also have been |
| best executive recruiters for inclusion into their | | | | contacted at some point by these same |
| varied databases. Each resume must be tailored | | | | recruiters for their potential recommendations. |
| to highlight a candidate's most vital skills while | | | | Therefore, it is definitely possible to utilize these |
| fitting it into a refined format that encompasses | | | | contacts for recommending one as a potential |
| both a specific industry and a special job position. | | | | candidate, making it much more likely that the |
| Before approaching an executive recruiter, it is | | | | recruiters will include one in their searches. |
| vital to make sure that the position desired and | | | | It is also important to ensure that, in regards to |
| the industries of interest are properly targeted by | | | | what one is able to do, that one is good at it. This |
| back up with solid qualifications, experience and | | | | is achievable not only by excelling in daily work, |
| skills, along with highlighted accomplishments. | | | | but by undertaking other assignments in order to |
| Next, it is important to determine which executive | | | | better benefit the company one is currently with. |
| recruiter specializes in the geographical location, | | | | By distinguishing oneself in the industry/market, it |
| function and area being searched for. These are | | | | will make it that much easier to approach |
| vital in ensuring that a match is made with the | | | | executive recruiters and ensure inclusion in any |
| right recruiter so as to avoid time wasting, money | | | | current or potential future search they may be |
| and effort. This is easily achievable by using varied | | | | doing. |
| library reference or online business databases or | | | | Next, being as helpful as possible to any executive |
| recruitment type directories. A list must be | | | | recruiter is vital, making sure that all their calls are |
| compiled of both exacting and related fits, and of | | | | promptly returned, discussing any positions of |
| those recruiters in both smaller and larger firms. | | | | interest or those that one wishes to avoid, and |
| It is important to note that the listed potential | | | | making any referrals of people that one might |
| recruiters should not be limited to big names. | | | | consider to better qualified for the jobs they are |
| Focus needs to be placed on retainment recruiters | | | | offering. Simply by offering helpful information in |
| versus mere headhunters which handle regular | | | | the beginning of the contact with an executive |
| corporate work for repeat employers and have | | | | recruiter can potentially ensure some potential job |
| the ability to do searches regardless of whether | | | | offers in the future. |
| they can match an employer with a candidate or | | | | Approaching executive recruiters can be done |
| not. Recruiters that do only contingency work | | | | very easily with a tailored resume and doing |
| tend to use less specific guidelines in their | | | | extensive background research ahead of time |
| searches and may match clients to candidates | | | | about the executive recruiter (s) to be utilized. By |
| based on limited criteria and may not have the | | | | giving out useful information as well as decent |
| ability to find that perfect match, wasting money | | | | referrals, one can possibly find the best executive |
| and time. The advantage to a retainment recruiter | | | | recruiters for future use. |