What Is Meant by an Executive Search?

Definition: Executive search involves finding potential candidates for high level positions within an organization. Various methods for recruiting senior-level executives such as posting vacancies on job boards or running ads are available but they are now considered as outdated. Therefore, various companies hire an executive search firm to recruit such candidates from outside the company.

Process: The organization has to provide a detailed description of the position for which the recruitment process has to be carried out to the executive search company. This description should include the qualification details as well as the knowledge and skills required in the candidate. The hunt for the "deserving" candidate begins with a deep search of the database for professionals with the required skills. They inform the eligible candidates about the vacancy. These candidates are interviewed and a written report on each individual is created by the executive search company and is given to the hiring firm. Then the short-listed candidates are interviewed by the hiring firm. If the appropriate candidate is found then the search is ended otherwise it is continued until a suitable match is found.

Types: Mainly there are two types of executive search firms- contingency and retained. This division is done on the basis of payment. Contingency firms are paid only and when they find the required candidate. While the retained firms are paid on the basis of number of hours spent by them in the search process and are paid regardless of whether they find a suitable candidate.

Delimited: Hiring firm has to pay a small fee to initiate a delimited search. However, if the executive search company cannot fill the position or meet some other condition as mentioned in the contract then it is liable to refund the fees to the hiring firm. The final placement charge is usually 30 to 35 percent of the successful applicant's first year compensation. Also, delimited search agreements include the last date by which the search has to be completed. It means that the fee should be refunded to the client if company does not get success in recruiting a potential candidate till the specified date.

Benefits: Hiring executive search companies is an efficient way to extract the best candidates for top management positions in a firm. They have an experience of assessing the skills. Simply advertising the job opportunities is not enough to get the best candidates for such high positions because suitable candidates may not be interested in searching a new job due to their satisfaction with the ongoing jobs. In that case executive search companies can approach directly to potential candidates with successful careers. They can conduct the search more confidentially and can provide thorough reference and background checks.

Executive Search Process - A Step by Step Guide

Any organization can greatly benefit from hiring the right candidate for their top positions. But, the question here is, how do you hire the right executive? Desperate and haphazard hiring of executive can risk sinking even the strongest of companies. Here is a step by step guide to finding the right executive for your unique needs and each position.

Executive search process:

A successful executive search is tied to well-conceived planning and research, as well as flawless execution of it.

Step 1: Create a position profile:

The first step in the search process is gathering and analyzing in-depth information of position specifications, key performance indicators, and critical success factors. This is because; no employer can identify and locate a highly talented, and quality individual to fill a position, without knowing what it required from a position in question and what knowledge and skill set it will take to meet these needs. Careful gathering of all this information helps to craft that position profile, based on which the necessary search will be initiated.

Step 2: Identify and assess candidates:

Using a combination of expert referrals, personal networks, computer database, advertisements, and organizational mapping, suitable candidates are located and identified. These candidates are then screened, evaluated, and shortlisted before deciding upon the final list of candidates to be called for the interview.

Step 3 Interviews:

The most qualified candidates are made to go through a rigorous interview, where not only the candidate background information is dug but also their thought process. Digging deep into the candidates thought process will help to understand what they are looking for in their next career move, do they know themselves well, how they conduct their business, what is their performance track record, are they a "high potential", and what motivates them. Evaluation report of candidates is prepared and the shortlisted candidates are will be further invited for extensive interviews.

Step 4: Reference checks:
To generate a comprehensive profile of the candidate's strengths, weaknesses, and qualities, two reference checks are consulted with managers and peers.

Step 5: Selection of executive and salary negotiation:

Once the best suited candidate is selected, salary factor will be negotiated so that both the employer and employee will reach a fair and successful term with regard to cost.

Executive search firms in the search process:

Executive search firms are types of company that specializes in the recruitment of candidates for executive, senior, or highly specialized positions in organizations. They have a wide range of personal contacts in their field of specialty or industry; specific, detailed knowledge in the area; and operate in the most senior level of executive positions. They involve themselves throughout the hiring process, conducting interviews and presenting selected candidates to their clients. With high level of professionalism, evaluative skills, networks, internal research resources, these executive search companies identify potential candidates that match clients' requirements, and also that would fit into the culture of the hiring firm.

Hiring executive search consultants provides a structured professional approach to recruiting that gives hiring companies a number of benefits, some of which include:

a. Insulation from unqualified professionals

b. Precise targeting on potential candidates only

c. Time saving, as all the initial search aspects are done by the search firms

Executive Search Firm in India

Executive search firm is the term used for define a recruiting or placement firm that does active search and in most cases has a few consultant employees. The search may be performed by an organization's board of directors, by executives in the organization, or by an outside executive search organization.

The fraternity of executive search firms in India offers all job seekers a gateway to submit their resume for consideration in their many job searches. Since the last few years, the concept of executive search firm has dominated the Indian recruitment market. In fact as India is now one of the hottest labour markets Clients are increasingly adopting this method and with good reason.

It would be highly difficult and time consuming to analyze all the jobs or fulfill all vacancies by any company internally. So the company assigns this to an Executive Search firm who present the open position to job seekers. Executive search firms in India play a vital role in this whole process. From developing the job description along with the personnel of the client, which involves describing the contents of the job in terms of functions, duties, responsibilities, and operations to sourcing names of potential candidates, creating interest in the position of the candidate to assisting in scheduling interviews as well as making the offer and successfully tackling the counter offer, if any.

In India, the search executive firm fills the gap between the jobseeker and the Company. Other than its own databases it combines with several job portals such as naukri, timesjobs, jobsahead and monsterindia and sources candidates from them for hiring executives. This way, they service both the job seeker and the employer. The reach of these executive search companies is far and wide so the information is rich and very valuable for the employer.

The compiled database of every executive search firm is organized in such a way that it will be easy for the employer and job seeker to obtain specific information about the company profile, as well as the future of their job in the respective company. This assures a perfect match. An employer can search by criteria like work experience, age, skills, work history, educational background, salary expectation, and so forth. It can be accessed anytime and anywhere as long as the employer is connected to these executive search firms. Companies that offer executive search solutions usually require a small fee for the millions of viewable resumes available in their database.

Executive Search Firms Can Lead Their Segment By Publishing Quality Outcomes Data

Executive search firms tend to keep the quality outcomes they provide to their clients private. However, superior quality levels provide a significant competitive advantage if customers understand the data and if they see value in the benefits. The retained executive search industry and each respective firm needs to be asked to make the decision to be among the first or last firm to measure, report and leverage superior quality outcomes.

Every executive search firm has performance data readily available that defines their recruiting effectiveness. However, most firms do not divulge this information to anyone outside of their inner circle. After all, releasing detailed information that defines the firm's recruiting efficiency, twelve-month post-hire retention rates, and repeat client information could adversely impact a recruiting firm's image and sales momentum if the results are less than outstanding.

What's the solution? In a recent interview Mr. Yvon Chouinard, CEO of Patagonia, a $230 million privately-held leader of high-quality outdoor goods stated, "The answer for many problems is to improve the quality." Executive search firms can and should actively manage and report their quality levels. And, it should be done with a strong focus on client needs rather than on the recruiting firm's historical business model. Then, those who are able to demonstrate a track record of superior quality results will see accelerated new client growth and improved client retention rates. It's a simple formula. Improved quality benefits each search firm client and generates improved sales and profits to the search firm.

My commitment and passion towards measuring and providing high-quality retained search service is in part due to the obvious alignment created with healthcare clients. There is an increasing trend towards healthcare providers effectively monitoring, managing and reporting on a variety of metrics pertaining to key quality outcomes. It's happening in more and more segments of the Healthcare industry and it will continue to expand. As a result, clients should expect, and receive, the same level of accountability from their service providers of high-value executive talent as they require of themselves. It seems all too obvious to create true alignment as search firm success requires linking a client's business strategy to the executive search process and outcome.

Three measures clients and search firms can begin with: twelve-month candidate retention, timing from search initiation to client interviews and search firm revenues from current and previous clients. First, twelve-month candidate retention rates are significant as it is an appropriate time for the newly hired executive to learn and gain momentum and develop an understanding of the organization's culture, systems and operating strategy. Secondly, timing needed for the search firm to start a search until candidates are interviewing with the client demonstrates the search firm's knowledge of the industry and ability to identify and recruit global leadership for a specific search. This metric is also a good indication of a client's commitment towards the search process. Client firms consistently urge search firms to quickly produce respected individual candidates. These same client firms need to ensure their ability to drive internal hiring processes to successfully recruit and hire the successful candidate. Finally, the percentage of annual revenues search firms receive from long-standing clients, repeat business, tells clients, candidates and prospects the level of thoroughness in the search process and overall customer service levels provided. While no firm will be looked upon for a percentage less than 100%, a high percentage of repeat business, especially over multiple years, provides real insight to the search firm and the search firm's quality commitment.

Quality results do provide a competitive advantage and it is my commitment to remain one of the top performing executive search firm in terms of our ability to consistently deliver high-caliber retained executive search services to investors and operators throughout the Healthcare industry. I believe the retained search industry should become a leader among healthcare service providers to improve and deliver quality to our clients. This alignment will serve clients best for the long run.

What to Look for When Dealing With Recruitment Agencies

It is well accepted that having the right staff in an organisation is the key to organisational success. Unless you are able to make smart staffing decisions, it is unlikely that you would be able to recruit human resource that gives your organisation an edge over competition. The staff your recruit should be of high caliber, possesses the right attitudes and be able to fit in with your organization's unique culture. Only when all these aspects are considered in recruitment decisions, will the right choice be made. What it boils down to is that recruitment itself is a specialized task which is best handled by someone with proper HR management experience and knowledge. While some large scale corporations may have the luxury of having their in-house HR team to make effective recruitment decisions, most do not have this benefit. This is why it pays off to enlist the services of a recruitment agency when it comes to your staff hiring needs.

Why Use a Recruitment Agency?
Some small to medium companies believe that using the services of a recruitment agency is a waste of money or an added cost which they don't need to incur. While it may just look so in the short run, think of all the wrong staffing decisions that you may have made. The cost of a wrong recruitment can be fatal at times, especially if the post filled is at high up in the organisational chart. Wrong strategies, failed implementations, bad customer handling, fraud, de-motivated staff can all be repercussions of recruitment decisions gone bad. Recruitment is a key function of human resource management (HRM) and should not be treated in ad-hoc manner. It should be integrated in to the overall company objectives, the culture and the job functions desired. The new recruit should possess the required competencies, skills and qualifications so that they can easily take over the duties and responsibilities with minimal training. To ensure all this, it is best that a professional recruiting agent is entrusted with the task.

Benefits of Enlisting a Recruitment Agency
There are many benefits that firms can enjoy by enlisting the help of a professional recruitment agent. These benefits will far exceed the costs of professional fees you would have to pay for the recruiting agency. Below are some of the main benefits worth noting.

Greater HRM Expertise - recruitment agencies have professional recruiters who are well qualified and possessing the right knowledge of HRM competencies relevant to recruiting. For instance, they are well versed in the techniques to apply in 1st, 2nd and last rounds of screening to get the best applicants selected. Various interview methods, group interaction observations, team skill tests, personality tests etc. are applied by professional recruiters to see the fit between the applicant and the company for which they are being selected. A manager or an owner of a small or medium scale company is unlikely to have such competencies related to HRM function.

Better Experience - A professional recruiting agency handles recruitment for many clients. Hence, they are well experienced with the task. Years of recruiting has sharpened their senses when it comes to detecting genuine applicants from frauds. They are also more capable of checking out references and seeking out job histories of applicants.

Greater Accessibility to prospective candidates - Recruitment agencies subscribe to job banks, take part in job fairs in colleges and universities and have greater access to prospective candidates. They also advertise a number of posts in one large news paper advertisement which gains better attention than small classified ads which your firm may put for a single position. Greater the number of applicants, better the chance of recruiting someone more suitable for the post.

Application of effective recruitment procedures - A professional recruiting agency will guide their client organisation on proper recruitment procedures as well. In addition to handling interview process, they will issue template appointment letters, probation guidelines and employment contracts to the client agency, to ensure effective appointments of those selected by the agency.

In conclusion, one can see clearly that a recruitment agency is in a better position to make a recruitment decision that is more effective than an ad-hoc hiring of an applicant. By spending a small fee on a professional recruiting agency, your company stands reap many benefits that have long range implications, if the selected applicant proves to be a star performer that can take your company to new heights.

Using Graduate Recruitment Agencies to Search for Graduate Recruitment Jobs - An Eye Opener

Graduate recruitment agencies are a great tool for students who recently graduated from university. In this ever changing job market, it's often hard to find job vacancies. Some companies only post jobs internally or only post them through job boards or recruitment agencies. Recruitment agencies were once looked at as an easy way out for recent graduates. However, recently they've been considered legitimate resources for people seeking jobs. Graduate recruitment agencies hire recruiters who utilize their skills to place each graduate in a great company. Agencies make the employment process smoother for both the graduate and the company that hires them.

Of course, while there are many positive aspects about graduate recruitment agencies, one downfall is that many agencies post the same job vacancies. These job vacancies are often the same vacancies that you'll find on common job boards. The reason these jobs are posted through multiple agencies is that the hiring company prefers to maximize the search potential instead of concentrating it through the resources of one or two agencies.

While it's frustrating to see the same job posted in multiple places and on multiple agency sites, you can use this to your advantage. Repeat job postings can lead you to different agencies. While it's good to focus on one recruitment agency during your job search, it also doesn't hurt to check out other agencies. New graduates should especially keep their options open and take advantage of researching alternate agencies. Only if you keep your options open, you stand a real chance to get placed on a job.

Using a graduate recruitment agency to search for other agencies might seem counterproductive, but it will provide you with more information. For instance, if you're looking for a marketing job and your current agency isn't providing you with any interviews, a new agency might have dozens of job vacancies. If you're following a repeat job posting link to a new agency, take a look around and see what services they offer and what job vacancies they have posted.

Additionally, check out the "Information" or "About Us" sections of each graduate recruitment agency website. They'll often include links to agency partners, subsidiaries, or alternate locations. Some of these subsidiaries or alternate locations specialize in recruitment in specific locations or industries. Some agencies are spread across various locations whereas some only focus on marketing, advertising, and administrative work and leave more technical and scientific based jobs to other agencies.

Recruiters often provide new graduates with information on the job seeking process, such as telephone hotlines, blogs, newsletters, or brochures. These usually include information on where to find additional agencies. Graduate recruitment agencies are usually tightly interlinked. However, it's easy to discover which agencies will be the best for your location, job sector, skill set, or education background.

Graduate recruitment agencies are a wonderful way to break into the job market. For new graduates, it's important to know all available resources. The first agency you find might not be the best for your specific needs, but it might be the one to give you information on another agency.

Recruitment Agencies - Why Use Them?

You have heard about recruitment agencies, but you may not be aware of what these firms do. Just as the name sounds, recruitment agencies are companies or firms that have a list of job vacancies and a database of people who are looking out for jobs. They match their database of job seekers with job vacancies as and when they come up. These agencies sprung up in America in the year 1893. Fred Winslow started an engineering firm in 1893 and that later on became part of a much broader network called the General Employment Enterprise. The mode of operation of this firm was similar to what recruitment agencies do nowadays. The basic aim of recruitment agencies is to identify, locate and then hire workers on permanent or contractual basis. The temporary agencies handle the recruited people on short term contracts. Many companies like to outsource some of their workload during the peak season or when permanent staffs are on holidays. It is to fill this gap that temporary agencies hire people. There have also been situations where temporary staffs have been upgraded to full time jobs if proved efficient.

There are recruitment agencies that provide services within their country and agencies that provide services to employers abroad. International agencies are known to be present in larger numbers than local recruitment agencies. This is due to the fact that there is always a demand for employment abroad and there are more takers for jobs that come from another country. In fact the highest number of recruitment agencies is sourcing employees for the Middle East, where there is a high demand for foreign workers. The agencies in UAE are on the lookout for persons with varying skills and they usually have a job for people from most backgrounds. With the popularity of internet growing there are many agencies that operate online. Such online recruitment agencies are known to be very successful as the information gets across to the prospective employer and the employee at a much shorter time. There are also many recruitment sites where employers can post their requirement and job seekers can post their bio data onto the website. This gives both the employee and the employee a platform to interact before the final decision is taken. Many such online websites are springing up and are proving to be very successful.

In this modern world, many companies rely on recruitment agencies to find the right person for the job. In general, the agencies do not charge a free from the job seeker. It is the employers who pay the recruitment agencies a fee for finding them an employee that suits their requirement. So as a job seeker you do not end up paying for the agencies services. By going through an agency, you can save time that you would otherwise spend going through classified sections. If you are looking for a job in a particular sector, these agencies are your best bet as they will have a list of jobs that you are looking for and that will help you to land up with a job of your preference. These agencies will also be able to help you in preparing your CV and in preparing for interviews. They can also provide you with valuable feedback on the interviews that you attend and help you by doing mock interviews. Many employers prefer to go through recruitment agencies as they are a one point contact for their recruitment needs. Such employers may not entertain you if you apply to them directly. With so many advantages that a job seeker can avail with the help of a agency, it is a good choice to utilize their services.

With a host of recruitment agencies operating in the market, a job seeker has to exercise some caution before entrusting their future with a recruitment agency. Past records of the agency has to be checked properly and it is better to approach one that has been licensed to recruit people. In the case of online sites, go for reputed sites and check their disclaimer before moving forward. There are many bogus agencies that operate in the market and one has to aware of such agencies. These agencies often request job seekers to pay a nominal amount as registration fee and this is a sign for you to be cautious when dealing with the agency. Be smart and be aware otherwise bogus recruitment agencies can take you for a ride.

Recruitment agency Brightwork acquired by Staffline

Scottish recruitment agency Brightwork has been acquired by a Nottingham-based staffing group.

Staffline bought Brightwork, which runs offices in Glasgow and Edinburgh, for an undisclosed sum.
Brightwork specialises in temporary and permanent jobs in the drinks, warehousing, manufacturing and distribution sectors.

Staffline said the acquisition was part of a drive to develop its business in Scotland.

Staffline chief executive Andy Hogarth said: "We have been increasing our capability in Scotland in recent years and this acquisition will accelerate the growth of both businesses as it provides scale, as well as greater geographic coverage and value-added services.

"We can offer our clients a greater national service."

Staffline, which was established in 1986, specialises in logistics, e-retail, manufacturing, driving, food processing and white collar recruitment.

Its portfolio of more than 1,600 clients includes major supermarket chains, logistics and distribution centres and customer service organisations.

iPad For Cheap: How Cheap Can You Expect To See An iPad?

Are you looking to find an iPad for cheap? How cheap can you really get an iPad for? You might be surprised at what some iPads are going for. We will talk about how low you can expect to see an iPad sell for, as well as the best places to find one at.

The iPad has been the most popular tablet PC as of yet, and it's no wonder, it basically was the first of its kind that helped pave the way for all other tablet PC's. The iPad is a revolutionary mobile technology device that is an ultra thin computer with virtually no buttons or a physical keyboard.

The only thing that consists of the device is a single sheet of multi-touch glass that is 9.6'' tall, 7.5'' wide, and 0.5 inches thick. There is one navigation button at the bottom center of the computer that lays even with the front surface, and a power button that is located on the top left of the device.

The entire user interface of the computer is based on its cutting edge Multi-Touch display with IPS technology. You navigate almost entirely with your fingers as you pinch, squeeze, and flick pages around to get to where you want. Browsing the web gets up close and personal as you can zoom in or out of web pages to see text and font magnified up to 50-100 times if you so desire.

There are hundreds of thousand of apps, movies, songs, games, and books to download on the iPad - all at the tap of you finger. Depending on what model you get will greatly determine how much content you can store as well as its price.

There are currently 3 different capacities with 2 different styles. The 3 different capacities are 16GB, 32GB, and 64GB of flash drive memory. The 2 different styles are Wi-Fi, and Wi-Fi + 3G.

Prices for new models with Wi-Fi range from $499 for 16 GB, to $699 for 64GB of memory. Units with Wi-Fi plus 3G start at $629 for 16GB, to $829 for 64GB of flash storage.

So where can you find an iPad for cheap, and how low can you expect to see one sell for?

You can find cheaper iPads on-line. The iPad is still a very new product that just came out at the beginning of 2010, so finding one for cheap could be a little challenging. However, if you know where to look you can find some quality used and refurbished iPads on-line for $50 to $70+ cheaper than retail prices.

Keep in mind though, you must be careful when shopping on-line. Yes, you could find some cheaper iPads on-line at places like eBay and Craigslist, but most savvy people who buy electronics and technology devices don't usually buy from these places.

The items being sold at these places are typically from regular people who are just trying to get rid of their items for a quick dollar. Sometimes the devices being sold at sites like these can be defective or even broken. You could be able to find some legitimate items from on-line classifieds sites such as these, but typically they wont be in as good of shape or quality as compared to if you bought them from a reputable on-line dealer.

There are many other reputable sites who sell items for less that work with the original companies and businesses that make the particular product. As in this case it would be Apple Inc. that would be selling the iPad.

Finding cutting edge electronics for cheap, such as the renowned iPad, can be challenging if you don't know where to look. However, if you know where to find the best deals from legitimate places, you could end up getting a great quality iPad for much less than the average retail prices.

Where Can You Buy iPads For Cheap?

Are you looking where you can buy iPads for cheap? If so, this article will mention where you can find iPads cheaper than normal retail prices. iPads have become the most trendy of the modern computer tablet devices and have renowned popularity with the people who own them.

But who carries iPads, and is it possible to buy iPads for cheap? Yes, it is possible to get iPads cheaper than retail prices, but first you should know what you want your iPad to do and the general price range your willing to spend.

There are two basic ways that you can buy nowadays and they are off-line and on-line. It's no surprise that buying on-line has become more fashionable and modern than buying off-line, especially when it concerns cutting edge electronics such as iPads.

However if you are thinking about going to a store in your town you should first at least consider the different options you have in both the off-line and off-line worlds and what they offer.

Off-line / physical retail store prices start at $500 - $1,000+ for an iPad.

By going to a physical store such as a Best Buy, RadioShack, or Wal-Mart you have the opportunity to see a product with your own eyes and it and take it home with you that very day. However by going this route you will be paying top dollar for a new product line that will be selling for premium retail prices.

Also the store will most likely have a limited selection and not much information to choose from for a smarter buy like you could do online. Additionally physical retailers may or may not have a certain product line or a specific model in stock because of its popularity in demand, especially as with cutting edge electronic devices like the iPad. If you are looking to by cheap iPads you wont find them at any retail stores

On-line retailers and dealers can start from under $500 for an iPad.

The reasons why purchasing virtually has become more common as compared to going to a physical store and buying it is obvious. By going to reputable online stores you can select from a range of hundreds or thousands of times more product lines and inventory that are new, used or refurbished.

Many online dealers and stores have much more product information and user reviews about both the product and the dealers so you can make much more informed and complete purchasing decisions. If you are trying to find iPads for cheap this is by far the easiest and best way to go.

When Will the iPad 3 See the Light of Day?

It's hard to believe but the iPad 2 has only been released for a year. It seems like it's been with us forever already. Everyone's been talking about it since the day it was released.

Even today, everyone is still drooling over the iPad 2. More and more apps are getting released each day and more and more people sign up for an Apple ID. Apple's hold on the tablet market is tremendous. It seems like even if Apple does release the iPad 3, the iPad 2 will continue to sell well into next year. In fact, an iPad that has been refurbished or just well taken care of can have a resale value of at least $300! That's an impressive price.

If you don't remember, Steve Jobs introduced the iPad 2 to the world back in March 2011. Now, people are speculating that the iPad 3 is coming in March, to coincide with the first anniversary of the iPad 2.

There are many reports that say the iPad 3 will arrive in March. The news website "allthingsd" reasons that since Apple still isn't holding an event this February, expect that there will be something in March. Here's what they had to report on the matter:

"Sources say the company has chosen the first week in March to debut the successor to the iPad 2, and will do so at one of its trademark special events. The event will be held in San Francisco, presumably at the Yerba Buena Center for the Arts, Apple's preferred location for big announcements like these."

There are plenty of rumored features of the iPad 3. One of the most notable rumors is that the tablet will feature a screen all the way to the edge. Other speculations to be included on the iPad 3 are a sharper screen resolution with Retina Display, 4G speeds, NFC connection and 3D features.

Will 2012 be the year of the iPad 3? We can only wait and see what Apple has to say. The March event might even be delayed, as the company has recently been under a lot of fire for their labor practices. When the New York Times reported the harsh working environments of Foxconn employees in China, the world took notice. CNN even interviewed an 18 year old employee, describing the working conditions there.

One group even campaigned against the cruel business practices of Apple. It garnered at least 300,000 signatures. Because of tremendous pressure, Apple's current CEO, Tim Cook took action against these allegations.

He said that he would coordinate with the FLA to conduct audits on their Foxconn suppliers. This will show transparency for Apple, because they're famously known for being a secretive company. We'll see an update in the coming weeks regarding this matter.

If you're waiting for the iPad 3, then it's just around the corner. If everyone's hunch is right, then Apple will announce something big in the following months. Expect the world to change again this year.

It Was Easy to Sell My iPad For Cash

When I said I was looking to sell my iPad my friends all said it would never happen, that everyone who wants an iPad would rather buy one new anyway. Instead of getting discouraged, I decided to get online and figure out who might be my ideal target buyer. There's always someone out there who can benefit from old electronics, and I knew that it was possible to sell other kind of technology like digital cameras, iPods, laptops and more online for cash, so why not iPads? Most of the time when you sell your old electronics to these places they are either able to refurbish and resell them, or even sell them for parts. That means it doesn't matter too much if your device is a little scratched, bruised, or even outright broken. What really matters is that you're willing to sell it so someone else can benefit!

Within a few minutes I found out exactly how easy it would be to sell my iPad. I went online and filled out a little bit of information about my iPad including the features and condition, admittedly a little banged up, but hey, it's meant to be a mobile device that fits right in your purse or bag. They sent me back a quote for how much my iPad would probably be worth, and I accepted. The price sounded right for the condition of my machine. A few days later prepaid packaging arrived in the mail, into which I put my iPad and sent it to the company. They confirmed the amount I was quoted after a few days, and then all I had to do was wait around to get my money back.

After I found out how easy it was to sell my iPad I started thinking about all the other stuff I had lying around that I could easily sell for cash. For whatever reason I never think to throw out electronics, so I have a bunch of old cell phones, digital cameras, iPods and more lying around. Some were broken so I figured they were worthless, while others I simply forgot about. It's far better for the environment to give old electronics to a company like those that buy used iPads and electronics since they don't sit in landfills leaking dangerous chemicals into the soil and ground water. You can always send these things to special electronics recycling agencies, but you'll have to pay the postage and certainly won't get any cash back, which is a big perk! Why not get a little extra cash to put towards the purchase of more new electronics the next time you need an update?

Don't sit around collecting used iPads and other electronics until you look like you've started a small ancient technology museum! Instead, start getting cash rewards for doing the right thing and effectively 'recycling' your old electronics. By reusing the various parts of your old, used and even broken electronics more people than you can image benefit from each item sold. It was easy to sell my iPad online, and it will be easy to sell yours too!

Fine-Tune Your Physician Executive Search

The recent evolution of health care has changed the role of physician executives-making the job even more critical to a health care organization's success and survival. A qualified physician executive should have a skill set that includes the ability to secure referral and payer networks, build new programs and fix ailing ones, recruit new talent, manage a professional staff, understand and plan for budget challenges, and more. The process of finding the most qualified physician executive can be a difficult one, but if done right, you can optimize the interview process and end up with a set of prime candidates.

The first step is to establish an Executive Search Committee that is dedicated to staying involved every step of the way. It's important to retain the same committee members for each search to maintain consistency in the organization's vision. A group like this will better understand the organization's leadership needs.

Before your Executive Search Committee begins its search, its members should meet to discuss the qualities and experience that each candidate should have to best serve the organization. These qualities should be separated into two categories: required qualities and nice-to-haves. When the committee outlines these qualities, assign one quality to each committee member to use as a focal point during interviews. This will make the interviews efficient and interesting for the applicants. Before any interviews begin, spend time reviewing the criteria for legal interviewing. Your HR department can act as a great resource for this information.

The hiring manager should compile what some call a "resource compendium," outlining all the information a potential physician executive would need to know about the job. This information may include the staff's CVs, hours of operation, budget reports, research activities, a full outline of the services and programs provided, etc. As you begin the process, keep in mind that a large candidate pool is a good thing. It provides your committee with a chance to effectively compare candidates; it also helps the committee remain open to more options and possibilities.

With each first phone interview, cover all of the items on your Executive Search Committee's quality list so that you can determine if the candidate is qualified for the second phone interview. Assign a member of the committee to conduct each second interview and make sure he or she structures the interview around the list of criteria that the entire group agreed upon.

After the second phone interviews, each committee member should present his or her candidates to the full Executive Search Committee. The information shared here should include notes made during both the first and second phone interviews. Collectively, the full committee should decide if the candidate is qualified for an on-site interview.

Arranging for on-site interviews can seem challenging as interviewers' and candidate's schedules are difficult to coordinate-which is why it's important to choose an Executive Search Committee that is truly dedicated to doing whatever it takes to find the perfect physician executive. As the interview process continues, encourage every committee member to fill out an interview evaluation form the day of each completed interview.

As your candidate review continues, you will begin establishing a group of applicants who have an impressive skill set. Remember that with these qualified candidates you are likely not the only organization they are considering. This is when selling your organization and location as desirable and one that would be a good fit for a successful physician executive and his or her family matters most.

For the physicians who are not single, family plays a major role in making the overall decision as to whether or not the position will suit everybody. This is where spouse recruitment and savvy Realtors come into play. During the on-site interviews, invite the candidate and his or her spouse to tour the community. Selling the job to the spouse is nearly as important as selling it to the candidate.

Before you begin your on-site interviews, develop a process that will impress your candidates. This will help each applicant feel as if he or she is an important candidate in the eyes of your organization. Schedule at least 45 minutes for each interview with a 15-minute buffer period between each. Assign a host to greet the candidates and answer questions while they wait for their scheduled interview time.

The Executive Search Committee should conduct the first round of on-site interviews. If a certain candidate shows specific interest in an area of your organization, add an ad hoc member who is a part of the candidate's area of interest. As on-site interviews continue, meet regularly-if not weekly-with the full Executive Search Committee to discuss the interviews' outcomes.

The second round of interviews should include different Executive Search Committee members and also members of your organization's executive leadership team such as the CEO, CMO or COO. Also, continue to involve the Spouse Recruitment Committee members. Once again, after the completion of this second round of on-site interviews, the members of the Executive Search Committee should meet to discuss their feelings about the candidates' qualifications.

As the final step of the interview process, ask each candidate to prepare a Vision Statement that outlines his or her career goals-especially those he or she hopes to attain in the next three years. This Vision Statement may also include ways that he or she hopes to influence your organization such as revenue projections, overcoming potential obstacles or challenges, and plans for more program development. Although this seems like a major requirement, this is often the step in which Executive Search Committees clearly see who the very best fit for the job is.

When you make an offer, explain that no paperwork will be provided until the chosen candidate and hiring manager reach a verbal agreement. This is suggested because often candidates will shop around with your written agreement, which can be risky for your organization. Once negotiation has been finalized, send out the necessary paperwork with a seven-day expiration date. This will again help protect your organization. Although this seems like a short expiration date, you can always extend it if needed.

Five Overlooked Questions to Ask Executive Search Firms

When hiring an executive search firms everyone always focuses on the recruiter's background and experience. While these are important topics many people overlook some basic questions that can reveal potential issues. Here are five areas that you should explore when deciding on which executive search firm is right for your organization.

First, ask about how the firm reaches potential applicants. Executive search firms should be able to explain how they attract a diverse but highly qualified applicant pool. Look for firms that mention that they exploit the latest technologic gains in the job search industry enabling them to both broadly advertise your opening cheaply while focusing the majority of the advertising budget on niche markets that are directly related to the opening. Additionally, executive search firms should be actively identifying and reaching out to passive candidates. However, outreach to passive candidates should extend beyond just mining their internal database. Ask potential executive search firms how the exploit online databases to reach applicants. During your conversation feel free to inquire on approximately how many applicants the executive search firm expects for your open position. However, you should beware of executive search firms that focus on just the number aspect of the question. Instead, look for responses that demonstrate that the firm focuses on finding high quality candidates and not as many applicants as possible.

Second, ask about how the firm assesses applicants? Be on the lookout for firms that just review resumes and conduct interviews. The executive search process has involved and includes quantitative assessments and extensive reference checks. During your conversation, be sure to ask how the firm translates interview responses into numerical scores. Examine the firm's to transcend the art of recruitment and translate the search results into scientific and quantitative results. Firms that focus on the science of recruiting produce better short listed candidates because such actions prevent hidden bias.

Third, ask about how the firm has integrated technology into their search process. A red flag is a search process that requires applicants to send their materials via email to a recruiter who then prints out the materials and reviews them by hand. Every reputable executive search firm will have applicants apply online, via their job portal, which captures and stores all applicant materials in their applicant management or tacking system. Firms without an integrated system will not be able to handle the volume of applicants that one usually finds in a successful search. Quality applicants will be overlooked or their materials will be mistakenly lost. Unrelated to the actual system that a firm may use, the presence of an integrated applicant management system also informs the client that the firm has remained up-to-date on changes in the recruiting environment and keep up with changes in technology is a good indicator that the firm has keep up with other non-technology related changes and advancements.

Fourth, ask about previous clients. This sounds counterintuitive, but if executive search firms provide you with a list of previous candidates beware. Either, this is a list of cherry picked candidates that will give glowing reviews based on their relationship with the search firm or be prepared to receive never-ending phone calls from future potential clients. Most organizations, prepare to be discreet about their relationship with an executive search firm, as they do not want investors, donors or other interested parties knowing about the search for political or financial reasons. Make sure that executive search firms include a non-disclosure statement in their contract and that they will never use your organization's name or trademarks in their marketing to other potential applicants.

Finally, make sure that the executive search firm that you select has a focus in your industry. For example if you are a nonprofit organization, it is better to retain a medium size firm that works only with nonprofit clients over an international firm with a better brand name that mainly works with corporate clients. You will greatly increase the likelihood of finding an excellent candidate for your open position if you work with a firm that is experience in your field. Not only will the recruiter have more contacts within your industry, she will be able to identify the personality characteristics that are vital for success in your industry.

If you use the above five questions when interviewing executive search firms you will not only find the right firm for your organization but you will greatly increase your chances of finding the right candidate for your opening.

Benefits Of Using An Executive Search Firm

The name as it indicates is an agency which helps companies to find suitable candidates for position of executives. Every year there are lots of requirements for executives, in various organizations. But the task of hiring becomes more difficult if the company directly tries to search for candidates through a traditional advertisement medium. The executive position is a highly responsible position, which cannot be risked with incompetent people.

Executive firms are recruitment services that are well known for expertise in finding executives. They take all your headaches of recruitment and provide the best person for the vacant place. Since, they are professionally trained and already equipped with the skills, so they can save lots of time for your company.

The whole cumbersome task of short listing candidates, arranging the venue for the interview and selecting right candidates are taken care by these executive search firms. They have the competency to choose the perfect person from hundreds of applications.

There are so many benefits to hiring such companies for the purpose. Here are some interesting details of such services.

Fixed Charges Executive Search-

In this type of search setup, the company offloads the executive recruitment work to the executive search company. These firms charge a fixed percentile of the selected candidate's annual salary.Usually it is paid in three installments. This is one of the most popular formats of hiring such recruitment agencies.

Advance Charges Executive Search -

In this type of set up, the company has to pay the executive search firm in advance as recruitment charges. But here there is a slight difference between fixed charges model. The fees are refundable if the firm fails to provide the suitable person for the post. This is a safe way to try the new agencies in the market.

Reliant Executive Search-

This set up is totally different from above too. The search firms start receiving 20% of annual salary once the selected candidate is finalized. This is not a one time fee. It is a recurring income for such firms. The fee is paid by hiring company not by the candidates. Executive search firms are the professional services suitable for all types of business houses.

They have qualified staff and high class customer service. The most important thing is the time and engagement of companies for the purpose, which can be saved easily by hiring third party at very low cost. They can provide custom searches as per your needs. So, next time when you require an executive for your company then does not hesitate to contact one of them.