Things To Know: Executive Headhunter, Singapore

Singapore's low employment rate and its high living standard reflect the high quality working conditions prevalent in the island nation. Salaries in Singapore for top and middle level executives are among the most competitive salaries offered in Asia. According to HSBC reports, the average salary in 2008 for any executive working in the software industry sector was somewhere between S$56,058 and S$91,784. These figures illustrate the amazing job opportunities in Singapore. If you are looking for a job in Singapore, it makes perfect sense to register with an executive headhunter in Singapore. A good executive headhunter in Singapore can help you land your dream job.

Executive Headhunter, Singapore: Preparing and Presenting Your CV

Your CV or curriculum vitae must include all the relevant details for the job position you are considering. The CV should be presented in a professional and organized manner. It is advisable that you present your information in a chronological order, i.e., you must list your earlier work experience followed by the next job (if any) and ending with the last job. It is also advisable that you attach a passport size photograph along with your CV.

When you approach an executive headhunter in Singapore, target all major industries, which may include communication and media, banking and finance, chemicals, biomedical sciences, healthcare, electronic and other precision engineering, IT and marine engineering.

Executive Headhunter, Singapore: Basic Job Considerations for Expatriates

One of the typical problems faced by non-Singapore citizens while trying for an executive position in companies is obtaining the required work permit. You should apply for the Employment Pass Eligibility Certificate (EPEC), which will provide you a Social Visit Pass (SVP). The SVP is valid for one year. Here are some of the things you should know when you approach an executive headhunter in Singapore.

1. Working Hours: Normal working hours in Singapore from Mondays through Fridays are 9:00am to 5:00pm, with a one hour break somewhere between 1:00 pm and 2:00pm. Usually employees also work half days on Saturdays, between 9:00am and 1:00pm. The maximum working hours required per week is 44 hours.

2. Languages Required: Although English is widely spoken in Singapore and is also the main language used for commerce, business, administration and technology, Mandarin, Chinese, Tamil and Malay are also the official languages used. Various Chinese dialects are also used. Most of the graduates are bilingual, so it always pays to be proficient in two or more of these official languages.

Searching for headhunters or want to become a Singapore headhunter,  visit Recruitplus today.

What Should You Do When the Headhunter Calls? Important Tips and Advice

Hopefully by the time you become a middle management executive you will have learned what the role the headhunter plays in the overall picture of your total working career. When you were a green employee at your first company, a phone call from any headhunter most likely put the fear of God into you. Flashes of termination crossed your mind every time the phone would ring. Mr. Green, there is a Mrs. Red on the phone. She says it's a personal business call. Sweat begins to drip from your brow. Who could this possibly be? Is it a telemarketer? Did I forget to pay a bill? Worse yet, what if it is one of those dreaded headhunters? Panic sets in. You don't take the call. At this point you don't know what you should do when the headhunter calls.

The second year of your employment, you accidentally take a call your secretary puts through. It's a call from a headhunter. Before you even listen to what s/he has to say, you immediately tell the recruiter, I have no interest and hang up in their ear. You then run to your boss to inform him that you have just been called by a headhunter. Your boss stares at you for a moment in disbelief with a little smile just starting to round the corner of his/her mouth and thanks you. You leave his/her office seemingly covered in brownie points. You did well. You warded off the deadly headhunter.

It's now year two and you still don't know what you should do when the headhunter calls. You busily work away hard at your job, secure in the fact that your boss knows you are loyal.The third year of your employment, you over hear a conversation that your friend and co-worker is having in the next cubicle. Could your co-worker actually be talking to a headhunter? As soon as your friend gets off the phone, you look up over your cubical and ask who they were talking to. She looks back at you and smiles, but tells you it was nothing important, just a personal business call. A month later, your co-worker and friend resigns and says she has been promoted to a new position at a competing firm for $7,000 more a year. When you ask her when this happened, she smiles and reminds you of the day that you asked her who she was talking to. She says she was talking to a headhunter.There is a lesson to be learned and a point to all of this.

What should you do when the headhunter calls? You should take the call. You should keep the conversation confidential. You should not tell your boss, nor your co-workers. You should always keep all of your options open because you never know what the future will bring. Learn what you should do when the headhunter calls so you will can remain aware of what kinds of jobs are being recruited for in your industry and what kinds of salaries they are paying. You should learn to talk with the headhunter because perhaps you can be helpful in recommending someone else for a position and thus further build your network. You should build a rapport with several headhunters so that when the time comes for you to decide to further your career, you will have access to them because of your past attitude.The retained headhunter works on specific, exclusive assignments so unless you take the call, you will never hear about what might be the next best opportunity of your lifetime.
It may take a few years for you to learn what you should do when the headhunter calls, but the sooner you learn the better it will be for your career in the long run.

Searching for headhunter or want to become a headhunter Singapore,  visit Recruitplus today.

The Headhunting Industry - A View From the Outside (Needs Completion and Proof)

The Headhunting Industry - A View From the Outside

Upon our staffing agency being approached by new clients, many of the inquiring prospects want to know the generalities as to how headhunters work, how they charge, how they find their job applicants, what their employment guarantees are and what the exact process is to get a search started. Just as in any other industry, every firm has their own policies and ways as to how they execute. Conversely, the variation of answers referencing the aforementioned questions are not all to great in the recruitment business.

Below, you will find some more comprehensive responses to the common inquiries first time users of headhunting services often have. Again, I must stress that the answers are generalities, though still will prove to be of use to any company seeking staffing services.

The Typical Ways That Recruiters Find Their Applicants

Recruiters find their applicants via numerous avenues....

The Different Ways That Recruiters and Headhunters Charge Their Clients
Contingency vs. Retained Fee Agreements: the two various ways that recruiters and headhunters charge for their services.

1. Contingency Fee Agreements
A contingency fee agreement is when a hiring company a.k.a. the client pays the headhunting organization a percentage of the employee's base salary (typically 25%) upon the individual being staffed by the organization. Essentially, the recruiter does not get paid unless they produce. On paper, this sounds great, correct?

The only problem with this is that many of the top-notch search firms will not work with companies that either are working with a multitude of recruitment agencies on a pure contingency fee bases or that are not willing to sign a retained fee agreement. Sometimes contingency contracts work out fine, other times it becomes a "you get what you pay for," ordeal.

2. Retained Fee Agreements
Retained fee agreements are also referred to as "exclusive agreements" because, upon signing the contract, the recruitment client is bound to a certain amount of guaranteed money. While some shy away from this form of staffing agreement, it is a viable option for the firms that find the right recruiter and wish to have a dedicated team of high compensated, highly competent individuals working with them on almost an hourly basis.

Just like contingency fee contracts, there are potential downfalls to the "exclusive" or retained contract. For instance, if a company picks the wrong recruiter with whom to ink a contract with, that company is set to lose a good amount of money.

Various Industry Employment and Staffing Guarantees

Upon paying a good amount of money to a recruiter,....

Searching for headhunter or want to become a Singapore headhunters, visit Recruitplus today

Need A New Job? Use These Tips To Find Headhunters To Speed Up The Search

If you're looking to make a move to a new company, you can scour the job sites and message boards in hopes of finding that perfect opening. However, this can take forever, especially if you're a busy professional whose job search is limited to nights and weekends after work. Luckily there are new ways to find openings within your industry -- headhunters. If you've never used one of these professionals before to help you find a new job, learn how you can connect with one to speed up your search.

Ask Friends If They Used A Headhunter

If you have friends from school who are actively employed in your industry, ask them if headhunters helped them with their employment search. If they had a positive experience, you can ask them to help you connect. Take care, however, not to advertise that you're looking to make an employment change at your own company. If the higher-ups find out that you're trying to leave, you may face problems at work. Consider letting just one or two trusted coworkers know, but if you're not sure if they will keep the information confidential, it's best not to share.

Try To Find An Industry Specific Headhunter With An Internet Search

The Internet is a great way to find headhunters. To make sure you're looking for someone relevant to your industry, search the term alongside any industry related terms. When these two keywords are combined, you'll be able to find someone who can help you find a position in your specific industry or one that matches your skill set. After all, it doesn't make any sense to look for someone who focuses on filling IT jobs if you're looking for an executive position. Using the right type of headhunter can shorten your job search and this is something that job seekers can certainly appreciate.

LinkedIn is the premier networking site for busy professionals. If you've never used it before, create a profile that highlights your past work experience and positions. This will help you connect with other professionals within your industry, but don't stop there. Look for headhunters who have active profiles and ask to join their networks. Oftentimes, a headhunter will post open positions or immediately turn to his or her LinkedIn network to see if they know anyone who might be qualified. This can give you advance notice of any open jobs which can help you land a job more quickly.
No matter what industry you're in, chances are good that you'll be able to find headhunters who can help you find a job. Ask friends who are in your industry if they've worked with one, do a specialized Internet search and use your Linked In profile to connect with one who can help you find a great position within your industry. A good headhunter can help make your search less stressful so there's no reason to go at it alone.

Looking for headhunting or want to become a Singapore headhunter,  visit Recruitplus today.

Top Headhunter's Resume Writing Secrets Revealed

First, a little background by way of a brief case study of how I improved how my candidates resumes were written.

The year was 2005 and I was recruiting for a top 15 Fortune client who was very specific about the resumes they accepted, and they had every right to be just that picky.

I'd won the opportunity to be among the very few external recruiters who was allowed this privilege and I received that opportunity because of my high standards of candidate referrals.

Yet, despite that reputation and all my years of experience, I was experiencing a higher rate of candidate rejection at the resume review stage than I was accustomed to. While the client was satisfied, I wasn't... and I determined to improve.

How I Started Getting Three Times More Candidate Resumes Accepted For Interviews
The secret was the resume writing method that I developed. My criteria were that the resume had to be 100% honest and factual. I never, ever knowingly do anything to embellish my candidate's resume and you shouldn't do that to your resume either. That's a recipe for disaster!

I'm not only an executive recruiter with over 40 years of experience, I also certify recruiters in the Adler method of interviewing. That means I have access to many, many internal corporate recruiting departments. I used some of those contacts along with my many years of experience to begin the development of my resume writing process. I conducted a survey among the top companies to see what they want in the resumes they review.

Simultaneously with that process, I started to incorporate selective marketing principles from direct, consumer-based marketing. That meant I had to study some of the top ad writers work and see what I could use in writing a resume that gets a higher rate of acceptance. After all your resume is your own personal marketing document.

The Resume Writing Method I Came Up With
When I put all that together, I came up with a better way to show my candidates how to write their own resumes in order to increase the odds of getting the interview.

Let me emphasize, my purpose and strategy was to share my resume strategies with my candidates so they could re-write their resume; not to write their resumes for them. My role was to approve or disapprove of the resume and offer advice during the re-write process. If my candidate was unwilling to re-write their resume, I refused to move them forward in the process.

Here's my point. Actually there are only three fundamental reasons that you don't receive an invitation to interview after you submit your resume.

1. Number One - the job may already be filled.
2. Number Two - you've sent your resume to a job that you aren't qualified for.
3. Number Three - the job is a great match, but your resume didn't convince the reader - in other word you have a resume failure.

How to Improve on Resume Failures
The key, "secret sauce" became how to "get inside the head" of the recruiters and hiring managers that were reviewing my candidate's resumes. In other words, what is going through the mind of the reader when first reading the resume?

Using the information developed in the above step, I developed a 15 point resume strategy that I still use very effectively today. Obviously there isn't enough space in this overview to provide all the details, but here is a quick summary of three key things I did.

First, I eliminated the Objective Statement. I never, ever for any reason include that on a resume and you shouldn't either.

Second, I primarily use a two page resume template format that is simple, easy to read with plenty of white space. Occasionally, I'll use a three page format, but I have strict criteria for that. I also conducted marketing tests and discovered that three pages didn't hurt my acceptance rate, if I watched when I used it. I did find out that anything over three pages substantially increased the rejection rate. I highly recommend that you stick to a two page resume; but never more than three pages.

Third, I changed the first thing that appears on my candidates resumes. After the name and contact information I include a Summary section that uses my Power Accomplishment format and I tie that specifically to job requirements. There is more to it than that, but that is arguably the most important thing I changed. Think of it as the equivalent to a written elevator pitch.

You can learn to write a better resume and most people don't need a professional resume writer. In fact, many, many of the resumes I changed had been written by these writers. They may be good at the written word, but no one understands better than an experienced working recruiter what really works best during the resume review because we are in a position to get the client direct feedback.
My recommendation is to learn how to write your own resume, but if feel you must use a professional resume writer, at least take the time to study what separates a great resume from a good resume and provide the writer with the proper information to write a great resume.

Searching for headhunter or want to become a Singapore headhunter, visit Recruitplus today. Click Here

Second Careers For Women: The Best Jobs For Women Over 40

If you're a woman over 40 with kids in college and all the extra time on your hands, perhaps you're thinking of giving your career a second chance. Here are some career options for women over 40.

Jobs for women are aplenty in recent times and women have as much a chance as men when vying for any kind of job, although there are a few exceptions when the physical attributes of men are more suited for a particular job.

On the other hand, all jobs are not so easily available for women over 40, unless they have specific skills and proven expertise in their chosen line of profession.

Although it does get a little difficult for women to continue working full time at the same pace as they used to as they get older, there are still quite a few jobs that are well suited for women over 40, depending on the kind of experience and expertise they have.

Although it is a little scary to venture into a new profession at this age, there are some jobs that women can be trained on, to enable them to have a job of their choice and realize their potential. Some jobs that would be more ideal for women over 40 are:

Administrative Positions In Education

The Education sector has many positions that can be held by women over 40 like Assistant Principal, Principal, Dean, Director, etc. These jobs would be ideal for women with an education background who also have good managerial and administrative skills.

Women could also get trained in providing day care or education to pre-school children and then either work for or own a day care centre or pre-school education centre.

Senior Accounting Positions

Women who have the experience and expertise in Accounting can easily continue to hold such jobs in any industry, especially those related to yearly audits, or providing financial planning consultancy, etc. where they may work as per the schedule most suited to them.

Public Relations Jobs

Women who have good communication skills, a way of dealing with sticky situation and the ability to maintain good relations with people in spite of any crisis can easily get jobs in the public relations sector of any firm.

It helps if you already have a network of contacts that would be useful to the firm. This job requires the mature handling of people and situations that women over 40 are well equipped to provide.

Copywriting And Content Writing Jobs

Writing is a wonderful way to express oneself and does not require any physical stress. Any woman over 40, who has a natural flair for writing, can get content writing jobs in various sectors.

There is tremendous scope in this field because of the number of websites available with constant need of content update, due to the popularity of computer usage for providing information and for advertisement of products and services.

Yoga Instructor

If you've had fitness goals that you put on the backburner because of kids and family responsibilities, now is the best time to get back into your fitness routine and, if you're passionate about it, you can even make a career of it.

Yoga trainers can get a job as a consultant with gyms, start workshops or classes for corporate or even start your own yoga classes. To be a good yoga teacher, passion, determination and the ability to coach others is more important than experience.

These are just a few jobs that would be relevant to women over 40. There are many more such jobs that are available to women without any restrictions because of age, which means that, there is now no need for any woman over 40 to be without a job.

All you need to do is be brave and not let your fears prevent you from doing what your heart desires to start a new career that gives you joy and success in mid-life.

A social marketing article for small medium enterprise by Scotts Digital.

How Do I Select An Executive Recruiter?

a. What are the benefits of utilizing executive recruiters?

Experts in recruitment
Executive recruiters are specialized professionals. They work at the recruitment process exclusively, and survive on their ability to get results in a highly competitive marketplace. Most executive recruiters bring years of experience to their work, and are intimately familiar with every aspect of candidate identification, sourcing and selection.

Executive recruiters are hired to cast a wider net and approach accomplished candidates who are busy working and not looking. Many candidates are invisible from where employers sit, and will not approach a public job opportunity without the safety and confidentiality of third-part representation.

Executive recruiters have the advantage of meeting with candidates outside the interviewing arena where they can build trust and rapport in a neutral and protected environment. They have mastered the delicate art of persuading well-paid, well-treated executives to give up good corporate homes for better ones.

Executive recruiters remove a tremendous recruitment burden from management by presenting a limited number of qualified candidates who are usually prepared to accept an offer. They also are skilled at dealing with counter-offers, and managing candidates until they are safely on board with their new position.

Committed to confidentiality
Executive recruiters understand the privileged relationships they have and are committed to strict confidentiality -- both by professional ethics and common sense.

Many employers want to keep hiring decisions and initiatives confidential from competitors, customers, employees, stockholders or suppliers to protect against unnecessary apprehension. Management resignations are often private matters and require immediate replacements before the resignation becomes public knowledge. Sometimes employees need to be replaced without their knowledge. For these assignments, an executive recruiter is usually the only confidential solution.

Candidates also need the confidentiality which executive recruiters can provide. Many candidates are willing to hear of outstanding opportunities, which could advance their careers, but few are willing to explore those opportunities on their own in fear of jeopardizing their current position. An executive recruiter is a third-party representative that knows how to gain the confidence of nervous candidates.

Objective professional counsel
The objectivity and feedback from an executive recruiter is invaluable to an employers. Recruiters know how to advise and counsel management so that the best hire gets made -- the choice with the longest-range likelihood of mutual benefit and satisfaction. They can help employers evaluate their expectations, and bring industry expertise to assist with the development of job descriptions, reporting relationships and compensation programs. They can also usually provide investigative reports on candidates, third party referencing, personality testing, foreign language proficiency assessment, relocation assistance and other specialized services.

Executive recruiters help balance the emotional reactions and biases of corporate management. Likewise, the recruiter can act as a skilled intermediary -- a diplomat, if you will - to clear up misunderstandings, straighten out miscommunications, and tactfully convey each party's concerns to the other during negotiations.

Cost effective investment
The use of executive recruiters should be viewed as an investment in improving the quality of an organization's managerial might. The right choice can dramatically increase a employer's value; and that value rises exponentially moving up the management chain. The fees associated with any particular search become almost incidental considering the ultimate payback.

A good way to view cost is to measure the cost of a bad hire. When an incompetent new employee makes bad decisions, hundreds of thousands -- even millions -- of dollars may be lost. This employee will have to be replaced and the overall downtime for having the position unproductive can be staggering. Employers often engage executive recruiters to ensure that such trauma and expense are kept to a minimum.

b. Types of Executive Recruiters

There are basically two types of executive recruiters: retained fee and contingency fee. Both retained and contingency fee recruiters perform the same essential service. However, their working relationship with their clients is different, and so is the way these recruiters charge for their service. Retained and contingency fee recruiters each bring certain advantages and disadvantages to particular kinds of executive searches. Cost in fees is basically the same (twenty five percent to thirty five percent of a candidate's first years compensation), with the exception that out-of-pocket expenses are usually reimbursed for retained recruiters.

Retained recruiters
Retained executive recruiters derive their name from the fact that they work "on retainer." Employers pay for their services up front and throughout the recruitment process. Retained recruiters are typically paid for the search process regardless of the outcome of the search, however most retained recruiters allow employers to cancel the search at any time for prorated rates.

Retained recruiters provide a thorough and complete recruitment effort, often involving multiple researchers and recruiters on a single assignment. They usually create detailed reports on the employer, the position, their research and recruitment efforts, candidate resumes, interviews, reference checks and other tangible services that add value to the search process.

They tend to work in partnership with the employer, offering expert counsel throughout the search, and requiring exclusivity and control over the hiring process. The retained recruiter may participate in all client interviews with candidates, all related discussions within the client employer, all negotiations, offers, and settlements. While the process may take three or four months, the hire is typically guaranteed for a year or longer. Because a retained executive recruiter spends so much time on behalf of each client employer, she can only work with a few clients at a time (usually two to six). Retained recruiters will usually present candidates to only one employer at a time and will maintain a two year "candidate hands off" policy.

It is usually best to hire a retained recruiter when an assignment is critical or senior in scope (seventy five thousand dollars or more), when difficult to fill or requires a thorough recruiting effort, when it requires strict confidentiality, or when locating the best candidate is more important than filling the position quickly.

Contingency recruiters
Contingency executive recruiters derive their name from the fact that they work "on contingency." Employers only pay for their services if an employer hires a candidate referred by their firm. If there is no hire, then there is no fee due.

Most contingency recruiters work quickly and uncover many resumes. They tend to provide more of a resume referral service, and spend less time with each client. Because there is no financial commitment from employers to support up front candidate research, contingency recruiters tend to move on to new assignments more quickly once a job opportunity becomes difficult to fill. Contingency recruiters find it is usually more cost effective to market exceptional candidates to locate job opportunities than to recruit for employers and locate difficult-to-find candidates. Most contingency recruiters fill lower to middle management positions where candidate marketing can result in greater chances for success due to the greater number of job opportunities. However some contingency recruiters will not market candidates and will only recruit for employers.

The relationship between contingency recruiters and their clients is usually less intense, with less personal contact and a lower level of mutual commitment. It is not uncommon for an employer to use several contingency recruiters on a single search, while continuing to try and fill the position on their own.

Contingency recruiters usually manage eight to twenty assignments at a time, and maintain a one year "candidate hands off" policy. They will usually present candidates to multiple job assignments, and often face pressure working similar assignments with different fee levels. Contingency recruiters generally guarantee their placements for thirty to ninety days, but some offer no guarantee. Although the placement fees are usually twenty five percent to thirty five percent a candidate's annual compensation, many contingency recruiters are willing to negotiate their fees and some charge as little as fifteen percent.

It is best to utilize a contingency recruiter when the position is entry or mid-level management, when filling the position rapidly is more important than locating the "ideal" candidate, when filling multiple positions for an employer with the same skill set, and when it is important to fill the position at minimum cost.

c. Where to look for an executive recruiter

The best place to find a good recruiter is to begin with an in-house referral. Talk with the human resource department and employer managers to see what experience they have had with executive recruiters. Check with colleagues in other departments, peers at other employers or the local trade associations for additional recommendations. Another place to find comprehensive lists of executive recruiters is to purchase one of the major recruitment directories such as The Directory of Executive Recruiters, by Kennedy Publications, Hunt Scanlon's Executive Recruiters of North America, or visit the many Internet directories of recruiters such as the Recruiter's Online Network at http://www.recruitersonline.com

d. What to look for in selecting an executive recruiter

A proven track record. A good recruiter should have up to seventy five percent in repeat customer business, and completion rates that exceed eighty five percent.

Search results. For each assignment, find out how many candidates will be sourced, contacted and interviewed, and how many finalists will be presented.

Availability. If a recruiter is working on more than three current assignments, you can expect limited attention. Junior associates are no substitute to the quality recruitment offered by an experienced pro.

Performers. Recruiters should be doers not overseers. They should conduct the entire search from initial client discussions to research, recruitment, interviewing and final selection. Many recruiters will send their most accomplished recruiter or "rainmaker" on presentations to secure the assignment, but quickly pass on the work to junior associates. Find out if others will be involved with the assignment and what their roles will be.

A recruiter not a recruitment firm. The recruiter is the one performing the search, not the firm.

Industry specialists, not generalists. Specialty recruiters are more capable of completing an assignment quickly. Knowing where to go to find the best talent, and having the ability to quickly gain their confidence of talent is essential for a timely result. Recruiters that specialize within the employer's unique segment of industry are often more effective.

Appropriate position specialists. Recruiters often specialize in lower, middle or executive level assignments. Find a recruiter that specializes in the level position the employer is looking to fill.

Trade association involvement. Association involvement helps establish a recruiter's reputation and network of contacts. Find out what personal involvement and contributions the recruiter has made through participation in trade committees, writing articles for trade magazines, giving talks at industry events, and other prominent networking avenues.

Twelve month guarantee. Make sure if the new hire resigns or is terminated within twelve months, the recruiter provides a replacement at no professional fee.

Recruiters with good references. Validate recruiter claims of successes and industry involvement. Speak to references that can discuss recent accomplishments, ethical recruiting practices, and prove long-term, repeat business.

Premium service. Cost is usually the lowest factor on any hiring survey when employers are questioned on the most important factors looked for in selecting an executive search. The old adage, "you get what you pay for" is true in most cases when hiring an executive recruiter.

Reasonable blockage. Check "off limit" policies. Find out what firms are "off limits" to the recruiter (protected firms that cannot be recruited from). If those firms are likely sources to fill the position, do not work with a recruiter who cannot touch those executives.

National capability. A national recruiter can often recruit a localized market effectively, but a local recruiter rarely can recruit a national market effectively. It is even far more important to find a successful recruiter who will locate the best candidates than one who happens to be based nearby.

Seeking for headhunting or want to become a corporate headhunters, visit Recruitplus today

Four Crucial Questions Headhunters Ask And How To Respond

Interviewing for executive level job opportunities is stressful and time-consuming, which is why so many individuals turn to headhunters to help them find the best possible jobs with attractive companies. But when you work with recruiters, they will ask you a variety of questions that have nothing to do with what's on your resume. If you want to work effectively with online headhunters, you need to be able to answer their questions honestly and effectively so that they keep you in the running for that plumb job with the Fortune 500 company. Most of these questions are ones that even some recruiters themselves hesitate to put forward, but you don't want to get blind-sided by them when it really counts.

Be Prepared When Headhunters Ask: Are You Interviewing Anywhere Else?

You may be inclined to answer "no," because you're afraid that recruiters won't want to work with you if you've already applied to several positions directly or through another recruiter. This is only partially true. If you've already signed on with one or more headhunters in your area, chances are that the group currently interviewing you will likely move on, but that's a good thing. Why? Because being submitted twice for the same position through two different recruiting firms will trigger red flags at hiring companies. On the other hand, if you've applied for a few individual positions, headhunters will likely still work with you. They asked the question so that they could avoid submitting you somewhere that already has your resume directly from you. In most cases, these jobs won't overlap with those the recruiting firm is representing.

Why Did You Leave Your Last Position?

If you were fired, admit it. If you parted ways because there was a disconnect between the company's goals and your own, say so. The truth may be difficult, but it's far better than telling a lie or half-truth that will create a bigger problem in the long run. Businesses and headhunters used to gloss over issues like this in the past, but today everyone does their due diligence and they will follow up on your references, so 'fess up now. It may surprise you to know that being fired from your last job isn't always a deal breaker for headhunters or hiring companies.

Are You Willing To Relocate?

Please don't waste everybody's time so that you can get your foot in the door at a company you'd love to work for by applying for a job in New Hampshire when you aren't willing to move north of the Mason Dixon line. It will cost the hiring company a considerable amount of wasted time and money to interview you and offer you the job only to be told that you aren't interested. That's not a way to get your foot in the door; it's a great way to get your resume shredded by HR. It's also a bad idea to say that you're willing to relocate because you know the current job opening is local. They may hire someone else for the local job because they believe you would accept a better position elsewhere in their company but a thousand miles away.

How Much Do You Earn/Did You Earn At Your Last Position?

Now is not the time to fudge the numbers in hopes of getting a better salary offer from your next employer. It's too easy for headhunters and hiring companies to get an idea of what your salary was when they call for references or check out job listings for your current company. If you pad your salary, it could backfire and put you out of the running as too expensive for their budget. Another surprising (to some) tidbit about headhunters who ask about your salary - they aren't in league with the hiring company to drastically reduce the offer they're going to make. Companies have a salary range they will work within and they aren't going to go outside of those parameters. They will, however, have to determine whether they can afford you or not.

Executive headhunters ask difficult questions when interviewing candidates so that the hard stuff is handled before you land an interview with a prized employer. If you answer their questions honestly, you should soon have an attractive offer on the table.

Seeking for headhunters or want to become a Singapore headhunter, visit Recruitplus today. Click Here

Exploring the Role of a Headhunter in Executive Search

The role of a headhunter in recruitment is very often misunderstood. Some people confuse headhunters with internal recruiters, or even employment agencies - but they are not the same thing.

Internal recruiters normally operate within the Human Resources (HR) department of a firm and select personnel from within the company itself who they feel will fit certain roles. On the other hand employment agencies pair up candidates looking for jobs with companies looking to hire staff.

A headhunter, especially an executive search headhunter, is very different.

What is Executive Search?

Essentially an executive search involves searching for suitable candidates to fit into executive-level jobs in certain companies. However, the difference here is that these 'candidates' are not actively looking for jobs.

Think of it this way: Companies have certain specialized and 'key' positions for which they require specific individuals with high levels of talent, skill, and experience. These positions are not easy to fill and very often the people needed to fill them are the "creme" of the crop and not likely to be actively seeking employment.

Some companies may at first try internal recruitment via the Human Resources (HR) department to see if any of their current personnel fit the bill, but more often than not eventually these companies seek the services of a headhunter to perform an executive search and help them to fill the position.

Evaluating Candidate Suitability

Headhunters are extremely selective when recruiting on behalf of the companies that have contracted them and take care to weed the list of potential candidates down to those who are most suited for the job.

It isn't uncommon for executive search tasks to even involve interviews and tests to ensure that the final candidates presented to the company are going to fit both the job and the company itself.

Make no mistake, it isn't just a question of paper qualifications - past job experience, personality, achievements, and many other factors often play a role in evaluating potential personnel as well.

Because of how specific the role of a headhunter often is, companies very often build long-lasting relationships with those that they feel can deliver the goods. Big corporations and multinationals may even have several headhunter agencies working on their behalf.

By now, you should be starting to come to grips with the scope of the task that faces a headhunter carrying out an executive search. Due to the fact that it is used for such specialized positions, there are very often headhunters who specialize too.

These boutique executive search firms tend to specialize in certain sectors and industries and very often deal with recruitment for senior positions within those industries. By focusing on a specific sector they can then concentrate on building up their contacts and portfolio of potential candidates in that specific area.

All said and done, this is the role of a headhunter and the benefits of executive search facilities are enjoyed by companies across the globe when it comes to filling the toughest of positions within their executive staff.

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What Do Recruiters Do? - A Guide to Recruiting Ethics

What do recruiters do? It really all depends on the recruiter.

If you are reading this, there is a possibility that you first heard of me on a job-seekers advice forum. And as my online presence grows, I am quickly learning that recruiters are not well-received everywhere.

Recruiters go by a lot of different names:

• Headhunters
• Hiring managers
• Placement specialists
• Human resources generalists
• Interviewers
• Etc.

The list goes on. I make no apologies for it - I am a recruiter, and I am proud of it.

I have:

• Worked for a major placement agency in permanent placement.
• Worked in-house for companies with a primary focus on recruiting.
• Ran my own business and recruited a team of sales professionals.

The dictionary defines to recruit as "to enroll or obtain." But somehow, the general perceived idea of who and what a recruiter is seems to be entirely different.

I recently had an experience on the forums of Indeed.com in which several posters accused me of being "clueless" and disgusting. I was told essentially that recruiters are everything that is wrong with the job market, and that I was not welcome there (This of course represents the opinion of a sample of individual forum users, not indeed as a whole).

I can't be certain what type of recruiter these users thought I was, but I will freely admit that in my professional career I have seen several unscrupulous practices used by various recruiters. Unfortunately, the majority of illegitimate practices I saw were throughout my time spent working within a placement agency. (Hence why my stay there was short-lived) I want to share some of those with you, with hopes to set you up for a positive experience in your job search.

• Fake job ads.

Several placement agencies are known for employing this tactic. On the one hand, agencies will not freely divulge which company (client) they are representing. Should they do so and you go to their client directly, you are impeding their ability to do business. This is a conflict of interest, and as such there is nothing wrong with an agency keeping their client confidential.

Where the ethical challenge comes in is when recruiters take advantage of this policy and begin posting fake job ads. Since their client is always kept confidential, you have no way of verifying if a position is truly open or if this recruiter is simply trying to build his or her pipeline of potential candidates.

My best recommendation when working with an agency is to ask questions upfront, such as:

• Where is this client located?
• By when does the position need to be filled?
• How many candidates have you placed with this client before?
• Can you provide me with a job title and a detailed job description?

While this may seem a little like you are interviewing the recruiter, any inconsistency in his or her answer is a warning sign that there may in fact not be an opening at all.

It is unfair to present false hope to a job-seeker, and worse, to consume the one valuable resource many unemployed people have: time.

• Scams.

I want to dispel an important misconception. As described above, a placement agency keeping their client confidential is not a sign of being dishonest. However, attempting to acquire your personal information before you have even met the potential employer is.

I have heard of instances in which recruiters (particularly those out-of-state) ask for SSN numbers (SIN numbers in Canada), direct deposit information, etc. I have also heard of recruiters asking you to pay him or her upfront to find a job for you. (In most if not all cases, the client or hiring company should be paying the finders fee)

These are all obvious red flags. I recommend doing a search on the recruiting firm and meeting the recruiter in person before volunteering any personal information.

• Discrimination.

This point is especially an appeal to my international readers.

Although it may be customary in some countries to provide a recruiter with your date of birth, photo, ethnicity, religion, etc. on your CV, it is not customary in Canada, the United States, or most of the West. In fact, most recruiters will instantly discard your resume. Should they go ahead with interviewing you then elect not to offer you the position, you would have grounds to sue him or her for discrimination. You eliminated yourself from the interview process before it even began.

Having worked with an agency before, I can tell you firsthand that the greatest source of discrimination comes from the client or the potential employer. And unfortunately, you are not exempt from this type of discrimination even should you choose to apply directly to a company. (Discrimination exists everywhere) Clients would often tell me that they preferred a candidate of a certain gender, background, appearance, etc.

I do recognize that some positions do require specific skills, such as:

• Must be able to lift xx lbs.
• Must be able to clearly communicate in English.

Both those specific requirements differ greatly from "must be a male" and "must be born in America."

• Misleading job ads.

You have probably heard before that if it is too good to be true, it probably is.

I understand the mentality of the recruiter - the more people who apply, the more quality candidates I will get, the more positions I can fill, etc. So I am all for "dressing up" a job ad and making it sound appealing - but I am also a big fan of doing that in the context of transparency.

Should you interview with a company and the job details you are receiving sound highly inconsistent with what was advertised, ask about those inconsistencies right then and there. If a recruiter - whether in-house or through an agency - needs to lie to attract applicants, there is likely more to the story that you do not know.

Fortunately, we live in a day and age where information is exchanged worldwide at an unprecedented rate. Simply researching online credentials may be enough to capture a snapshot of the company's track record, but it should not be taken as complete truth. It is always a good idea to meet with a company and its recruitment team to form your own opinions.

The bottom line is simple. Most recruiters - whether with an agency, in-house, or hiring for their own business - have the best of intentions. They want to find the right candidate to fill the right position. But as with any industry, there will always be a handful of bad apples that create a negative impression.

If you are going to work with an agency, my suggestion would be to find a recruiter first - find him or her instead of allowing him or her to find you. Get to know a few recruiters, find one with whom you feel comfortable and can trust, then work together to find the right job for you. This is a good investment of your time. It is as simple as phoning a few agencies and asking if there is a recruiter available to meet with you today.

It would be my suggestion though not to paint all people who call themselves "recruiters" with the same brush. And should you ever meet up with me on a forum, remember that I - like many others - are only there to help.

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What The Headhunter Does Not Want You To Know!

The headhunter calls. An ego trip for some candidates, something fearful for many, a nuisance to some too! The headhunter certainly evokes a myriad of responses. For most however, it is seen as a moment of truth, that the candidate has reached the epitome of his or her career and they have been recognized!

True? Well, there are certain things that a headhunter certainly won't tell you over the phone. Let me go through them and you might think differently when the headhunter calls you the next time!

I know that with this disclosure, I would potentially get the wrath of headhunters out there. But hey, it's the truth, ain't it? Please take note that I am talking about middle to senior level positions here, not applicants who are enthusiastically looking for jobs and sending out resumes. The definition of headhunting as follows - The practice of trying to attract people in senior positions or specialist fields away from their present jobs to work for one's own or a client's company.

1) They know nothing about you! Yes, the truth is some headhunters really have only a name and a contact number. They don't know your title, job scope, experience, nothing! They are calling you based on some information provided to them and hoping and praying you are in a nice enough mood to answer their seemingly never-ending questions so as to ascertain whether you fall into their short list! Of course, this is the extreme example. Most headhunters know a bit or enough about you to have a decent conversation.

2) They are almost as fearful as you as you are of them. For one, headhunters are also human beings and rejection is certainly not the most favourite reply they want to hear. So really, there is nothing to fear about headhunters calling you.

3) They might not know the job description and expectations full-heartedly. Often, this might not be necessarily their entire fault. The client might be as confused as them and did not give a thorough brief and profiling of the job to be filled. Even if the headhunter were to probe and ask the client, they might just give a "standard" answer on the kind of candidates they are looking for.

4) The headhunter is constantly hoping you are his one hit wonder! Ultimately, the headhunter is looking to fill the position for his client in the shortest possible time. If he is able to identify a few prospective candidates within the first few phone calls, can you imagine how elated he will be?

The question is, how next to work together with the headhunter in order to secure that dream job of yours? I will be discussing this further.

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How to Approach Executive Recruiters

In fact, if you build up a good relationship with your recruiter, then you have a chance of being exposed to many opportunities that you will probably miss if you conduct the search on your own.

How Recruiters Work

There are many ways to approach a recruiter; but before doing so, you need to know and understand how they work. To begin with, you should keep your expectations at a minimum initially, because executive recruiters are not there to help you to find a job; rather, they are looking for a suitable candidate for a client.

In other words, they do not find jobs for people, they find people for jobs. They work to find the most-qualified and best-suited candidate for their client on the basis of a fee they charge the employer for each candidate they secure.

The importance of a good CV cannot be ignored in getting a job, especially with executive recruiters. Your resume should be tailored to highlight your skills so they will fit a slot in a particular industry. Your resume should have strong support for the job you wish to apply for in the form of qualifications, relevant experience, skills, and accomplishments.

Finding a Recruiter

It would be better if you could find a recruiter who can find the job you desire in a particular location and area. This will save a lot of time, effort, and money. For this purpose, you can use databases available online, from library job resources, or from recruitment directories.

Make a list of recruiters who fit your job and location. The potential of recruiters from smaller firms should not be ignored; it would be wise to include them in your list.

Once you have compiled your list, make a thorough search of the recruiters' backgrounds. You want to know their history, reputation, and experience. Be sure that the information about them is unbiased and is from independent and neutral sources.

Another way to find recruiters that best suit your requirements is by asking professionals in your own field. They might be familiar with the best recruiters. They might even make recommendations, since the recruiters for providing potential candidates in the same field might have contacted them.

Stay In Touch

Another vital point for getting the best job with the help of an executive recruiter is to return calls promptly. Discuss any positions of interest with them and let them know of any that you wish to avoid. You can also give them referrals for jobs they offer you if they recommend one that you don't want.

In this way, you help them by providing them with useful information and referrals, which might increase your chances of getting a better job position. Also, if the recruiter has a favorable experience with you, he or she might be able to help you out in the future.

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How to Get the Job You Want in Any Economy... Act Like a Headhunter

Having spent the last few years of my career in the staffing and recruiting industry, I'm asked all the time by friends and relatives if I can help them find a more desirable job. I've helped my fiancé get a job, helped my college buddies get jobs after graduation, and even helped a few high school buddies find jobs having not seen them for years. It's a real joy in recruiting when you can help someone find a job that positively impacts their life. But the fact of the matter is, not everyone has the opportunity to work with a headhunter. I would say that only a small percentage of career moves are made at the hand of a headhunter. So what do the rest of us do when we find ourselves in a dead end situation and no one to conduct the hunt for you?

I've heard lots of gimmicks, tricks, and tactics for aiding the process and I'm sure you've heard a few yourself. Do any of these ring a bell? Sending out resumes on extra thick paper, memorizing the most dazzling answers to commonly asked interview questions, wearing a brightly colored outfit to your interview to be memorable, and the list goes on and on. I honestly don't know if any of these things help or hinder the hiring process, but I do know that I've never met a professional headhunter that coaches his candidates by taking them shopping at Old Navy and picking out the seasons brightest colors to wear to an upcoming interview.

So what things do professional job headhunters do that puts them in the position to move CEO's from one company to another and get paid to do it. Here are the top 5 things that top dog headhunters do in the search and placement process that you can incorporate to your own job search tomorrow.

 Network - Now I know you've heard this one a million times before, but the first thing that a headhunter does in the morning is make 20 calls to people they know and find out where the jobs are. Only the rookies wake up every morning with nothing more to look forward to than a few dozen agonizing cold calls. You're probably thinking to yourself "Who do I know that I could talk to about finding a job...I don't know anyone." Well, in headhunting 101 you learn that it's not who you know that matters, it's who they (your contacts) know that counts. It's okay to call every person you know and tell them you're looking for a new job. Everyone excluding your boss and the other people at your office of course. Make a list of 100 people that you know, pick up the phone, and start talking to people. Ask them if they know of any companies hiring people in your area of expertise. If they don't, ask them if who they know that might know of some openings. Let me give you a tip about how to supercharge your networking. Pick up the book "The Tipping Point" by Malcolm Gladwell. In it, he describes three types of people in social circles. One of those types is called a "connector". This is the type of person that seems to know everyone. I bet if you think about it, you probably know one or two people that everywhere you go with them, they know someone. Well, every person on your list knows one or two connectors and if you ask the question 'who do you know that might know of something?', you're bound to run into a few of these extraordinarily well connected people. Your network stops when you stop asking 'who they know.'

Benefits Of Job Search Through Headhunter Agencies

Are you looking for a career in the oil, gas or chemical industry? Well, then the best way to land that dream job is to get in touch with competitive headhunters agencies. These agencies, with their years of experience in placing candidates according to their capacities and skills, as per the employer needs, facilitate lucrative pay packages for employees and the best candidates for employers.

Did you know that the oil and gas industry, on an average, pays $90,000 to its management executives, with the higher range being $160,000 a year? Other positions, such as drilling, engineering, maritime, trades and geosciences, also fetch an average of more than $80,000 a year. So, for that dream career in the flourishing oil and gas or chemical industry, you should contact a headhunter agency. The industry employs a range of professionals, ranging from mechanical engineers to chemical engineers and chemists.

Benefits of Job Search through Headhunter Agencies

Headhunter agencies offer several benefits for both the employees and employers. Here are some of them:

* Employers can utilize headhunting services to fill in senior management and executive positions and for recruiting specialized individuals in fields with only a few active top-level professionals. Hence, it makes sense to employ the services of these agencies, rather than advertise internationally.

* These agencies do not just attract prospective employees, but also actively seek them. This is achieved through networking, developing relationships with various companies, purchasing company directories, maintaining databases and cold calling prospective candidates.

* These agencies enable talented employees to accelerate their career path even outside the company. Headhunters basically look for people with the right tools to perform at the job and great potential for enhanced value.

* Allows employees to explore their hidden, unutilized talent that can be harnessed by another company to offer you a better career. So, candidates must focus on creating a resume that highlights their capabilities and talents.

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Get Headhunted Today! The Headhunter, The Resume, The Interview - What You Should Know!

Who or What is a Headhunter? A headhunter, or a Recruiter or an Executive search specialist, is not like an employment agent who simply uses the numbers to fill positions, these are generally specialists, meaning they work very closely with Candidates and Clients, to find exactly the right match, often paid only on a successful placement. What this means for a prospective candidate is that you are more likely to be placed in the position you desire by working with headhunters experienced in your field.

It is however worth saying that you shouldn't be over reliant upon a headhunter, good opportunities come to those looking for them, some headhunters are going to be more interested in the fee than the candidate. But by following some of the advice here, you are going to be aware of how to spot that.

Search Firms or Headhunting Firms

The smaller offices work generally by geographic focus and industry specialization, larger national and international firms may operate cross boundary and specialisations. One of the best things for both candidate and client alike is that a search firm offers anonymity and confidentiality, some jobs are never advertised, and your interest in advancing your career can stay between you and the Headhunter. Following an initial discussion with a Headhunter try to stay involved, in other words maintain contact, but as a word of caution, don't appear over eager (even if you are). If the Headhunter makes a suggestion to you or recommendation, try to follow through, they generally know the clients needs well, so you will seldom be wasting time.

Resume

Although Headhunters are not generally working with Resumes alone, something you can do is to tailor your resume to fit a specific job profile, doing this means you highlight more relevant points that should be of interest to a prospective employer, this also helps the Headhunter to get to know you better. It does not have to be one page or follow a specific resume format, some people think that having an extensive resume is wonderful, but in reality it may lose credibility, Headhunters and Clients want people who provide enough detail to substantiate their selection to an initial meeting. If you give them everything, you may not get to the meeting at all. Always feel free to discuss your career goals with the Headhunter and to ask him for feedback on your resume.

Interview

Assuming you are working with a Headhunter, get them to work with you in preparation for the interview, they may know what the client will ask, they certainly will know how to get the best out of you. You can also take some initiative, and practice sitting the other side of the table, and interview them as hard as they interview you. As you do this you are really learning about how a Headhunter selects people for initial interviews, and if done well, you are going to have few problems at that stage. Really important in your discussions with the Headhunter is "Honesty". I have heard some candidates say they were advised to be cagey during the interview process, but in reality this doesn't help anyone. You don't need to mention unimportant details, but be prepared to be open and honest, it always pays! Finally, always arrive on time or early for interviews.

Networking

Networking is something you can do too. It is after all how the Headhunter works, he will often ask Clients and Candidates "Who else might be interested in XYZ?". Even if you are introverted don't overlook this, it works. Many successful career transitions begin with networking. As always in networking, leverage the contacts you already have to establish communications "Hi John, listen I would be really interested to speak with XYZ company, do you think you can introduce me?", thus avoiding wherever possible making cold calls.

In conclusion, if you're working with a Headhunter, ask if he will help you to prepare. They normally do, because they often are not paid unless a candidate is placed. They want to look good before their client, they want to seem like the experts in the field, and they want long term relationships with Clients and Candidates. You have a much better chance of being placed in the position you desire by working with Headhunters experienced in your field.

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Exploring the Role of a Headhunter in Executive Search

The role of a headhunter in recruitment is very often misunderstood. Some people confuse headhunters with internal recruiters, or even employment agencies - but they are not the same thing.

Internal recruiters normally operate within the Human Resources (HR) department of a firm and select personnel from within the company itself who they feel will fit certain roles. On the other hand employment agencies pair up candidates looking for jobs with companies looking to hire staff.

A headhunter, especially an executive search headhunter, is very different.

What is Executive Search?

Essentially an executive search involves searching for suitable candidates to fit into executive-level jobs in certain companies. However, the difference here is that these 'candidates' are not actively looking for jobs.

Think of it this way: Companies have certain specialized and 'key' positions for which they require specific individuals with high levels of talent, skill, and experience. These positions are not easy to fill and very often the people needed to fill them are the "creme" of the crop and not likely to be actively seeking employment.

Some companies may at first try internal recruitment via the Human Resources (HR) department to see if any of their current personnel fit the bill, but more often than not eventually these companies seek the services of a headhunter to perform an executive search and help them to fill the position.

Evaluating Candidate Suitability

Headhunters are extremely selective when recruiting on behalf of the companies that have contracted them and take care to weed the list of potential candidates down to those who are most suited for the job.

It isn't uncommon for executive search tasks to even involve interviews and tests to ensure that the final candidates presented to the company are going to fit both the job and the company itself.

Make no mistake, it isn't just a question of paper qualifications - past job experience, personality, achievements, and many other factors often play a role in evaluating potential personnel as well.

Because of how specific the role of a headhunter often is, companies very often build long-lasting relationships with those that they feel can deliver the goods. Big corporations and multinationals may even have several headhunter agencies working on their behalf.

By now, you should be starting to come to grips with the scope of the task that faces a headhunter carrying out an executive search. Due to the fact that it is used for such specialized positions, there are very often headhunters who specialize too.

These boutique executive search firms tend to specialize in certain sectors and industries and very often deal with recruitment for senior positions within those industries. By focusing on a specific sector they can then concentrate on building up their contacts and portfolio of potential candidates in that specific area.

All said and done, this is the role of a headhunter and the benefits of executive search facilities are enjoyed by companies across the globe when it comes to filling the toughest of positions within their executive staff.

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Headhunters' Tips For Getting Great References

The right references can propel you up the career ladder quickly while the wrong ones can sink your chances of getting your dream job. Headhunters will tell you that no matter how impressive your resume is or how well the interview went; just one mediocre reference can destroy your momentum and result in potential employers relegating you to their file of also-rans. To ensure that they give a glowing report on your past work, including the crucial specifics that employers are looking for, follow these valuable suggestions from experienced job headhunters.

Choose Variety And Choose Wisely

It's best to choose references that will offer a variety of perspectives about your work, so pick recent contacts that know about your work but who aren't necessarily all working at the same level. A boss or supervisor, a peer and a vendor or customer who has established a working rapport with you would be a great mix. Talk to each individual to gauge how enthusiastically they will respond; if you sense that they are hesitant to commit or would rather not do you the favor, move on. It may be better to find a less recent reference who will be your cheerleader than to provide potential employers with a lukewarm reference.

Headhunters Remind You To Keep In Touch

Asking someone for a reference in today's litigious working environment is an imposition even for close co-workers and associates, so don't list individuals as references until you've asked them and gotten their approval. You should also give them a heads up whenever you know that a company will be giving them a call so that they aren't blindsided. To ensure a glowing reference, make sure the people you use feel appreciated. In other words, keep in touch with them even when you aren't actively looking for work or consulting with headhunters. This will also keep you in the front of their minds in the event an opportunity opens up elsewhere. Let them know that you're willing to reciprocate when the time comes (unless you aren't, in which case it may be best to find an alternative reference).

Briefly Review Your Work With Them

Legitimate headhunters will tell you that you can't legally ask your references what they will say about you or suggest what you want the employers to hear, but you can jog their memories and nudge them in the right direction. How? Simply by reviewing with them a few projects you worked on together or any problems you helped solve. Stick with basic facts and simply refresh their memories with a brief timeline and avoid self-praise. Let them remember your contributions on their own.

Have A Few Back-Up References

Times change, people move on and if you haven't stayed in touch, one of your top references may have moved on. Headhunters will tell you that some companies may have a policy in place that doesn't allow recommendations beyond confirming when you worked there. For whatever reason, be sure you have a few alternate sources you can use in case your top choices aren't all available or don't return phone calls.

By making sure your references are current and keeping in touch with them, you can be confident that you'll get positive feedback with specific examples of your contributions that can be instrumental in getting you the next great career opportunity.

How can senior level candidates impress a hiring manager?

I’m a mid-market and senior to executive level Accountancy and Finance specialist headhunter with over 18 years recruitment experience in and around these vertical markets.

Over the period of my recruitment cycle, I have worked both the practice and industry markets. I have a strong knowledge of both sectors and the different needs within them – whether it be manufacturing, automotive or shared service centres versus the niche markets within the professional services sector, including but not limited to, law firms, insolvency practitioners, corporate finance houses and accountancy practices.

The knowledge and understanding of all these sectors and how they vary can only be adopted over years of placing candidates – and having these insights is paramount to succeeding as an executive headhunter. Being a trusted pair of hands to work in partnership with successful organisations doesn’t come with luck, it comes over a long period of building client trust and constant success by placing only the very best candidates – this is what makes the job most enjoyable.

Whilst I specialise within the accountancy and finance market, within these businesses are staff from other divisions and, on many occasions, I have been asked to work on other senior roles outside of my remit which I am always happy to do as this also allows me to show my full capabilities as whole-of-market headhunter.

How can senior level candidates impress a hiring manager?

Keep it real.

Research and understand as much about the company as you can. Why would you want to work for an organisation when you know little about them?  How can you get passionate about a role when you don’t know if you are what they are looking for in terms of personality fit? Think about your personal business plan and how your career objectives fit the future growth and needs of the business you are interviewing for. Thinking about these things will help you buy into the business and vice versa. No matter what technical competencies a candidate has for a role, I tell my candidates one thing and one thing only….

“People buy people.”

You have to be the right personality for their business. Be prepared, talk about them and use their company name during the interview, make it personal, make it real and make a good first impression. By doing so they often mirror this approach and before you know it you feel like you could imagine yourself working in that role, in that department and in that company. When you get to that stage, the battle is almost over and you’re close to securing the role.

On the “don’t” side.

Simple! Don’t do me any favours by turning up to a job that you don’t want as it is a waste of your time, my time and the client’s time. If I have done my job properly then you will only be turning up to the interview because you have done enough research on the company and opportunity to know that you are attending the interview because you want that job offer. By working closely with me, you know that I will always listen to your needs as well as the client’s needs and if I secure you an interview it’s because I have understood what you are looking for in terms of your next career move and I will do everything possible to ensure that the client-candidate match is right.

What specific sector insights can you share with candidates?

Each and every time I work with a client and a candidate, I make it my business to understand the needs of the business at that time and the plans for the business and division moving forward. It is this information that allows my candidates to understand where they will fit into that business now, and in the future. At Executive Headhunters, we pride ourselves on being able to sell roles to top candidates based on opportunity and cultural-fit, not just salary, as this proves more fruitful to the client when it comes to long term ROI.

For example, I recently assisted with a senior procurement and supply chain placement for an engineering company. From working this placement I found that a skills gap in the industry is playing havoc in terms of the feeding through of new talent. The lack of funding of apprenticeships by the old Tory government in the late 80s and the booming IT industry has had a double whammy effect which they are now feeling brunt of.

In layman’s terms, companies in the engineering sector are struggling to fill senior roles organically and are having to look elsewhere for sufficiently skilled candidates. From the point of view of a senior candidate looking for a new opportunity, the engineering sector is a good hunting ground – so get networking! HR people can really use this to their advantage if they’re au fait with talent pipeline implementation. If you’re a finance pro and good with numbers, you are likely to have the transferrable skills necessary to succeed in the industry as well.