- Be competitive; assume that the recruiter has plenty of viable candidates.
- Present a resume that includes your complete work history; it is relevant and important.
- When you are scheduled to talk with the recruiter, be prepared.
- Make it easy for me to find you and don't make me chase you down when I need you.
- Check in from time to time to reaffirm your interest and receive updates.
- Why don’t executive recruiters call you back?
- Why is it so difficult getting through to a recruiter?
- After all these years, why are educational credentials still an issue?
- How much information should I include in my LinkedIn profile?
- How does one find an executive recruiter that specializes in my professional niche?
My second point is to present yourself as a specialist as employers are looking for people to solve particular problems during their tenure. Even if you have what appears a generalist background, you will find that you have specialized skills that have shaped your career.
Presenting yourself as a specialist aligns well for the Digital Age. Job tenures are decreasing as people are hired to work on specific projects and then transition out of the company. This is particularly true of private equity groups.
We also discussed the value of resumes presenting only the last ten or twelve years of employment. Whereas that might be a useful strategy when talking to an in-house recruiter, it is just irritating to executive recruiters. We are interested in your total package. We want to know where you came from, the foundation for your career. It is important to understand where someone received their initial training and development. It is a predictor of your habits supporting continued success. Eventually, I will get your entire work history, so why not save us both some time?
As most of the folks in the room were Baby Boomers with established careers, one would expect they had developed relationships with a few recruiters. I have my doubts, however, as they seem not to understand the differences between recruiters and how they work. That might be an interesting topic for another blog post.
My presentation was well received and generated a lot of discussions. I am grateful for the help I received from Kerri, another recruiter, Beverly, an employment professional, and Julie who hosted the meeting. I could write a book about working with executive recruiters based on our dialogue. Next month I will make the same presentation to the Financial Executives Networking Group, (FENG).
3. Payroll-Benefits Manager, Atlanta-based Retail Company: Complete
4. Senior Accounting Manager – Atlanta-based Manufacturer. In Process
5. Controller - Atlanta-based Restaurant Company: New