There are a host of ways to approach all levels of executive recruiters. Firstly , it is important to understand more about how these recruiters work and to start with keeping any expectations to a minimum. I strongly suggest you to visit Executive Recruiting Firms to learn more about this. The key to this is to understand that executive recruiters are not necessarily there to help unemployed people find job openings, but to serve their clients on a fee-based basis by searching for the most suitable and qualified candidates for any job.
Anyone at senior management or executive level should submit the best executive recruiters for inclusion of their varied repositories of their CV. Each curriculum must be tailored to highlight the most vital skills of a candidate while fitting it into a refined format that includes both a specific industry and a special job position. Until engaging an executive recruiter, it is important to ensure that the ideal role and the sectors of interest are adequately addressed by presenting back-up with strong credentials, expertise and skills, along with highlighted achievements.
Next, it is necessary to decide which executive recruiter specializes in the location, role and region that is being pursued. These are vital in ensuring a match with the right recruiter is made to avoid wasting time , money and effort. This can be easily achieved with the use of varied library reference or online business databases or directories of recruitment type. A list of both exacting and related fits and recruiters in both smaller and larger companies must be compiled.
It’s important to note that the potential recruiters listed should not be restricted to big names. Focus needs to be on retention recruiters over pure headhunters who do daily corporate work for repeat employers and have the opportunity to do searches regardless of whether or not they can match a applicant with an employer. Recruiters who do just contingency work tend to use less specific guidelines in their searches and may match clients with candidates based on limited criteria and may not be able to find that perfect match, waste money and time. The advantage of a retention recruiter over contingency or headhunting one is that while a headhunter produces lots of successful job hires, the retention one is prestigious and has much more credibility, and has proven its ability to match regularly with employers and potential candidates.
Then, it is important to network with people who are already employed within the same industry when approaching potential executive recruiters and may have more familiarity with the best recruiters. They will also be very adept at giving recommendations and may also have been contacted for their potential recommendations by these same recruiters at some point. Therefore, these contacts can definitely be used to recommend one as a potential candidate, making it much more likely that the recruiters will include one in their searches.
It is also necessary to ensure that you are successful at it in terms of what you can do. This can be achieved not only by excelling in the day-to-day jobs, but also by performing other tasks to best support the business in which one is currently involved. It will make it much easier to approach executive recruiters by identifying oneself in the industry / market, and ensure inclusion in any current or possible future search they might be doing.