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.

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

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.

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

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.

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

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.

Searching for headhunters or want to become a corporate headhunters, visit Recruitplus today. Click Here