This week has been wonderful. I say that because this is the week that all of my firm's hard work is starting to payoff with a Chief Level position we have been working on. For the past 8 weeks we are now to the point of having (3) Chief level finalists for a great executive [...]
Took a broad and bold written stroke today with a very general statement that candidates are insecure. Keep in mind, they are insecure for great reasons: 1) Candidates do not know who they are competing against. 2) Candidates don't know if they are a truly great fit for the company culture (but are hopeful that [...]
The words flew right out of my mouth. Wasn't sure if I should have said what I said. In the end, however, it provided for a wonderful piece of candid coaching for a candidate. I was on the phone yesterday with a very talented Chief level executive who was not moved on to the next [...]
I am often asked what makes for a great cover letter? A simple, concise, to the point cover letter is always appreciated. Candidates should understand that most recruiters spend less than a minute speed-reading a cover letter. Creating a document that is reader friendly is extremely important. Insure that you, as the candidate, examine the job [...]
Last week I had a great interview with a female executive and it was a great experience for both of us. The candidate truly brought energy, enthusiasm and passion for her work to the interview. I was pulling for this candidate but she ended up a little short on the experience side and she did [...]
If you are an experienced executive recruiter, you know that the time between a new hire's acceptance and the actual start date can last from 2 to 4 weeks. I call this the "Twilight Zone" as anything can still happen i.e. the candidate decides to stay with their current employer or they decide that the [...]
So your candidate just interviewed for the last time with your client company and you are waiting on feedback from the company. Will it be a "yes" or "no" related to the next step offer stage? In this particular situation (that I am actually working on today), the candidate interviewed yesterday and his feedback was [...]
When candidates interview with our firm or directly with our clients, we always close the loop with them. Obviously, if there is big interest, we will work with the successful candidate all the way through the offer and hire with our client. How about candidates that don't do as well i.e. candidates that don't make [...]
As an executive search professional, I am often asked how to get the attention of people in my field who are working on VP and Chief level positions for clients. One area to make clear is that executive search professionals are similar to realtors who look for the listing. "Headhunters" or executive search professionals work [...]
I know. This sounds very boring and dry. However, there is an "art" to making the job description interesting so that it sells in a genuine way to candidates and it informs them. The job description (if a non-confidential search) that is publicized to candidates should include the following: 1) Position Title, Reporting To Whom, [...]
