There comes a time when the most likely source of a fresh executive career option is going to come via an executive search & selection firm. If this is so, how can you ensure you stay ahead of the pack?
1. Raise your professional profile
One of the most effective ways of being identified as a key talent in your sector is to boost your visibility. So participate actively: speaking at events or conferences, joining professional bodies, and writing or being quoted in relevant articles or journals will all help raise your standing in the profession.
2. Be recognisably successful
The more recognisably successful you are, the more likely it is you’ll be approached by a search firm. People who stand out are easier to find.
Viewing yourself as successful isn’t sufficient; what matters is what your colleagues and competitors think. Are there enough people out there who will recommend you and suggest your name if asked for their opinion?
You need to make sure this is the case.
3. Build a distinctive and dynamic personal brand
Although the cultural fit between an individual and an employer will always be a vital element of the hiring decision, most executive search consultants will be looking for someone with a specific set of skills and experience. This means if you’re acknowledged as a specialist, you have much a chance of being identified as somebody worth approaching. So start building up your personal brand now.
4. Network relentlessly
A lot of people talk about networking but few actually do much about it. Networking effectively across your industry and profession is a powerful way to increase your chances of being noticed. Make an effort to stay in touch with talented and well-connected colleagues, whilst reaching out to new contacts who will be helpful in establishing your status and assisting in your future search.
5. Network consistently
The most successful networkers invest in their relationships consistently and over a long period of time. Fits and bursts of activity won’t cut it. A consistent approach is far more likely to reward you when the time for change arises.
6. Leverage social media
Social networking sites such as LinkedIn have changed some elements of the executive search process. Whilst the traditional approach remains valid, recruiters today will complement this with a range of online tools as part of their research process. It’s important for you to build a compelling social media presence profile. (Be sure to ensure that any of your articles, industry comments and/or PR are visible online and not just known in the limited physical world.)
7. Understand executive recruitment
Executive recruitment consultants - the people who helped you earlier in your career - work on a high volume of roles and rely on a database of candidates, advertising and networking to ‘fill jobs’ as they arise. This type of recruiter is easier to contact and engage with, as they may be trying to build a large and varied talent pool, and they will be happy for you to be part of their database until such a time as they have something suitable to present as a career option.
8. Understand executive search
In contrast, executive search campaigns are intended to identify the best possible talent for a specific role and then persuade these individuals to consider applying formally for the position.
Whether or not someone is actively seeking to change jobs is normally irrelevant. The norm is for the consultant to make the approach - as opposed to the other way round - and this explains why you might not find it quite as easy as you’d like to get into direct touch with them.
The best executive search professionals are specialists, operating in a niche space. If you are highly relevant to their area of expertise, your paths are likely to cross and they will very likely to be happy to talk to you. Conversely, if you are not of direct relevance to them and/or they are not handling a suitable mandate, you may find that they will struggle to find time to meet you.
9. Use a search firm for your own recruitment
One of the simplest ways of developing a relationship with an executive search firm is actually to use them to recruit for you in your present role. The strongest professional relationships are those that are truly beneficial to both parties: if you have discovered a search firm relevant to your own career development, contact them when you are hiring other staff: they will definitely take your call later. If you are already known to the them, they will also be more likely reach out to you on the occasion of a future search.
10. Are you a client or a candidate?
The answer to this question is usually ‘both, but not always at the same time’.
Executive search consultants frequently end up placing people that they have first met as clients, and they often work for clients they first met as candidates.
It's worth remembering that a talented consultant may well be able to help your career as well as helping you find professionals for your organisation.
If, in the past, you decided not to take a call from a search firm in case they were looking for business, be aware that they might not take your call when you are on the hunt for a new job. The same is true in reverse, of course, so the best advice is to invest time in communicating with each other.
In concluding, if you adopt a few of these recommended practices, your profile will improve. So be prepared to 'sell yourself' when the inevitable contact from a headhunter comes your way. It's worth it. Whether it’s for a lateral or vertical move, executive recruiters and search consultants can often get you through a corporate door that might otherwise remain closed
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