by Christina Vermette and David Portney
Stiles Associates
Executive recruiting firms don’t reach out to just anyone, only to those individuals who are uniquely qualified to talk about a particular role they’re hiring for on behalf of a client organization. You might be happy to stay in your current position, which is great, but speaking with recruiters can lead to doors you didn’t previously think could open.
Fewer individuals have more current and unique perspectives of an industry than recruiters, so why not use that opportunity to pick their brains? The individual can offer insights on the job market while giving potential candidates a chance to expand their networks and help peers and companies build additional relationships. According to the U.S. Bureau of Labor and Statistics, 85 percent of all jobs are filled by networking, and recruiters are famous for having industry leaders at their fingertips.
For discussions on the job market itself, recruiters have real-time data on market value; salary ranges; benefits packages; negotiation tips and tactics; and which organizations have challenges and which ones have bright futures. The marketplace can be overwhelming, especially for executives who are already busy with their day-to-day responsibilities. Recruiters can help you navigate the landscape and provide insights on industry trends, hiring practices and other valuable information that can help you stay ahead of the curve.
While it’s a more casual conversation at first, it’s a way to improve professional and interview skills. Because after all, how often do executives get a chance to really talk about these things in low-stakes environments? Even if you as a candidate may not be a fit for the role you were contacted about, the acquired knowledge can be used to improve your own leverage for wherever your career takes you. As an example, a recruiter can recommend additional training and particular certifications to move up the corporate ladder.
Candidates might believe it’s selfish to accept a phone call from a recruiter even though they have no intention of seriously considering the proposed role. While we can understand that, trust us when we say not to worry – it’s never selfish to learn and grow as a professional. We routinely have conversations with executives who simply want to check in and network, and that includes tapping into their own connections to recommend someone for that role. Plus, even though there may not be an interest that day, recruiters typically work on a handful of searches simultaneously and are constantly adding new ones, so perhaps there may be a fit for a different career opportunity either at the time or in the future. The bottom line is that every conversation can be mutually beneficial – don’t be shy!
Recruiters routinely give a role’s elevator pitch in a voicemail, email or LinkedIn message, and it’s natural for the recipient to think the role or sector isn’t right for them. After all, if they’re already happy in their current place of employment then the potential of leaving can feel daunting and dangerous. However, it’s a common occurrence for minds to change once the follow-up conversations occur. Candidates can quickly – or sometimes slowly – realize the potential this new career opportunity has, and they’d like to explore it a little further. In circumstances where the initial hesitations are realized in those conversations, it’s perfectly fine to communicate that. In fact, we’d recommend it!
The same goes for recruiting firms. Stiles Associates strives to place executives in critical roles for the long haul in retained searches, but sometimes it’s just not a good fit for any number of reasons, none of which are anyone’s fault. Forcing a square peg in a round hole doesn’t serve the candidate, client or us well, and will only lead to greater heartache down the road.
Executives are busy. They’re often spinning several simultaneous plates high in the air and can’t look out for and reach back out to recruiters popping into their voicemails and inboxes – but for the ones who do, the rewards are there for the taking.
The executive recruiting team at Stiles Associates has over 30 years of experience working with clients to attract the A-players. If you have a hiring need – whether now or in the near future – contact us right away to get the process started.