1) Individuals don’t pay charges to search firms.

Executive search firms are paid by the companies who hire them to fill a position, typically a fee of one-third of the job’s first-yr compensation. Search firms will not be working for you, but for their paying clients. Therefore, do not expect firms to be overly responsive whenever you contact them. If your resume is spectacular, they might add you to their database of executives. Recruiters might contact you if they have a position that fits your profile or to ask you to advocate other individuals who is likely to be interested in the job. In either case, you will be starting the process of building a relationship with the recruiter. Every phone call or meeting will probably be noted in the firm’s database.

2) The difference between retainer and contingency search firms is important.

There are types of recruiters: Retainer and Contingency. Each charge the shopper employer a payment and neither ought to ever cost the prospective employee. The distinctions between retainer and contingency firms are:

Retained Search Firms: Retainer recruiters are hired by a consumer firm for an assignment, typically for ninety-120 days, and are paid regardless of the outcomes of the search. They could even be kept on retainer by their clients, to fill whatever assignments they have. One retainer firm is hired by a consumer firm for a given job opening. They are more usually used to fill higher-level positions with salaries of $75,000 and above. For these assignments they will assemble a short “slate” of candidates. Subsequently, if a retainer firm significantly considers you for a position, you will probably be part of a small group of candidates. While your file is being utilized by a retained recruiter for an assignment, no other recruiter at that firm can contact you, even for those who could be the perfect candidate. Consequently, you might be unlikely to be contacted by a firm for more than one or two positions a 12 months, at most. When you work for a corporation that has hired the search firm during the last year or , you will be “off-limits” for every other position it might have, no matter how well qualified you are. For this reason alone, it is essential to be known to multiple search firms.

Contingency Search Firms: Contingency recruiters are more often used for junior and mid-level executives, typically for positions with salaries below $seventy five,000. Contingency recruiters receive payment only when their candidate is hired. Contingency recruiters do not normally work on an unique basis with their clients. Since they are competing with other recruiters to provide candidates for every assignment, they have a tendency to work fast and to submit to the consumer company as many candidates as they can. This means chances are you’ll be one among many candidates for a given job. Contingency recruiters provide you with quite a lot of publicity, since they ship many resumes to their clients. This may be helpful to you early in your career or if you’re unemployed. Nevertheless, bear in mind that you could be not always want your resume widely distributed if you are completely satisfied in your present job. When a headhunter calls you, it may be hard to inform whether or not they are from a contingency or retainer search firm. Kennedy’s Directory of Executive Recruiters will clarify that information. Even so, contingency firms sometimes work on a retainer basis and a few retainer firms do contingency work from time to time. Our advice is to ask explicitly the nature of the assignment before giving your permission to any recruiter to distribute your resume.

3) Some search firms specialize, while others don’t. Consider each kinds.

Recruiting firms are often generalists, covering many different management features (e.g. sales) and industries (e.g. textiles). Quite a number of firms and lots of individual recruiters, however, do specialize. To make your search as effective as potential, consider recruiters who cover your perform and concentrate on your industry. Generalist firms should not be ignored, especially at the higher executive ranks. The most important multiple-office search firms are likely to cover all capabilities and industries, however will often have practice areas for particular areas of expertise.

four) Most recruiters work nationally, so don’t limit your search by geography.

At the decrease wage levels, corporations could also be reluctant to consider out-of-town executives because of the expense of interviewing and relocating them. In these situations, search firms might concentrate on native candidates. However, for many executive appointments, search firms will look nationally or even internationally. It’s in your curiosity to be known to go looking firms who fill positions in your industry, perform and salary range, no matter the place they are. A New York recruiter is as likely to have an assignment in Los Angeles as in Boston.

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