Have you ever wondered how does the executive search firms find great candidates? Whether you been responsible for leadership hiring in your organization or a candidate, you would have heard the terms like "headhunters", "executive search firm" etc. These headhunters use a number of different tactics to ensure their client receives only the best candidates.
So how does this whole situation work, and what steps can you take to maximise your return with one of the best executive search firm in India?
Let’s take an inside look desire in a candidate, and how to give yourself the best shot at catching the eye of the recruiter and leveraging that authority into an augmented executive position.
Looking Beyond the Traditional CV.
The main role of the search firm is to identify the best passive and active candidates for their client. Often, real-time interaction or referrals are used to complement prior accomplishments. Your CV may state that you bring a firm grasp of life sciences industry ethics, but what does your personality do to complement that claim? Will people put faith in your decisions without knowing you personally?
Industry Blogs, Events, and Social Activities Regularly Turn Up Candidates.
Recruiters also regularly monitor industry blogs related to their clients. Frequent guest posting, social sharing, or comment board discussions will not only lead to interaction and learning among industry professionals, it just might catch the eye of the right recruiter.
The same goes for social interactions outside of the workplace. We can’t stress this enough: those who regularly attend seminars and other industry get-togethers develop connections and referrals that fly right by those who opt to stay on the couch. From the interview room, down to the casual blog post, this is a surefire way to command attention and respect from recruiters and corporations. We like to see these traits in a candidate:
- Able to maintain thoughtful, knowledgeable discussion on a specific niche or topic.
- Shows passion for his or her field, posting and commenting for the betterment of the community.
- One who can present new angles or add relevant points to a controversial discussion.
They Work Closely with Clients to Specially Qualify the Position.
Large companies typically don’t need a executive search firm for commonplace roles and complete mundane tasks. We are there to help them identify candidates who can really take a project or team to the next level. The goal is finding an efficient, successful candidate with a burning passion for progress. Companies use executive search firms for a smart, quick hire.
Networking – and Lots of It.
It’s hard to find someone more socially active than a recruiter. Headhunters, are regularly attending events, monitoring work-related social media and apps, and generally keeping their nose in as many people’s business as possible. Here are a few ways to familiarise yourself:- When attending a conference or other work function, find meetups, happy hours, or breakfast meetings built around the event but not necessarily affiliated with it. This is where you’ll have the best shot at a one-on-one time with people outside your inner circle.
- Handshakes and social media. When you meet someone in a professional setting, maintain that contact. They may have a recruiter in their network.
- Keep your name in a recruiter’s mind by following up on email and phone contacts. Keep your social profiles active and professional.
Online Searches Return Results.
A headhunting firm looking to find the right candidate from abroad for a Indian company may head to Google. By typing in ‘CV and (KEYWORDS)’ they can instantly peruse resumes and put together a list of potential candidates for further investigation.
Following this, the firm may contact candidates directly, or begin with the afore-mentioned steps for further vetting. There are two important things to note here:- First, having a current CV on job boards, LinkedIn, and other sites including common keywords and job descriptions optimise your chances of being discovered.
- Maintaining a positive online reputation is critically important for executive candidates. You can never be sure which link the headhunter will elect to click when searching your name on the web.
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