You're only as good as the people you hire - Ray Kroc, founder of McDonald's, 1902-1984.
If you are a candidate in a recruitment / search process with a professional search firm (executive, management or general staffing), you might be wondering exactly what a good search process is, how it will unfold, how long it will take and what you can expect from the search professional. Although I am a search professional who works on behalf of my clients, you as a candidate are equally as important and certainly have rights.
First of all, just by letting your name stand in a competition puts you at risk especially if your current employer is somehow made aware of your intention to leave their firm. In other words, confidentiality in a search process is extremely important. Therefore, we will always ask for your personal authorization prior to releasing your name to the potential new employer. We will also be sure to request further authorization from you prior to contacting any of your references.
It is important that you too, keep your confidentiality with respect to your participation in a search process. While many candidates have access to an assistant, our preference is that you provide a private telephone and email address where you can be contacted when necessary. Keep in mind that confidentiality is also a concern for our corporate clients and therefore we may not be able to release all the information you might desire at this time.
Applying for a position is as much about you and your likes/dislikes and preferences as it is about the corporate client. During the initial steps in the search process, we try to learn as much about you as we can. we would ask for a summary of your work history, your interest in the position at hand and what skills, expertise and experience you have to offer my client. On the other hand, if I am permitted, I will provide you with information on my client, the nature of the position, the compensation package and any other information that is appropriate.
With respect to the time it takes to complete a search assignment, the best that can be said is approximately 6-12 weeks and/or three months. National search assignments as you can appreciate will take longer. In our practice, we make every attempt to give you an honest appraisal of the match between your skills and my client and I do our utmost to keep you posted on the progress of your candidacy.
Most search assignments, especially managerial or executive, require several layers of interview process so that any decisions are well thought out and measured. You can expect a telephone interview and one to two face to face interviews prior to being presented to the client. Once a decision has been made to move you forward, several other interview strategies will be employed. This could include a panel interview, one to one interviews or the request for candidates to make a presentation on some matter of concern to the client. In being considerate of your own current job requirements, we make every attempt to schedule interviews when it is convenient for all parties.
As a candidate, it is critically important for you to be completely honest about your credentials and experience and how this will enable you to be successful in the new job role. You've probably heard that new employees often fail within the first 18 months of a new assignment and you don't want that to happen to you. Even if you are not successful for a particular assignment, it is important that we develop a trusting relationship as other opportunities will certainly come along.
Once you have been offered the job, salary negotiation is often the next tricky issue. In our practice, we make sure we have a good understanding of what your needs are so be fully prepared to discuss this. There is nothing worse in my mind than a candidate who increases their demand for salary when in discussions with the client. A no-no to be sure!
Yet, where do most search consultants fail from a candidate's perspective? In my mind, the biggest issue is a lack of communication. There is nothing more frustrating for a candidate than being interviewed and then never contacted again. Keeping in touch with candidates is important. Failing to provide feedback is also seen as an insult. In some cases as well, candidates have not felt respected because the interview time was so short that careful consideration was obviously not possible. Then again, candidates are insulted when they are not told the truth about the opportunity.
In closing, let me say once again that working with a search consultant requires the development of a trusting relationship. Both parties must be honest about the opportunity, keep in touch, communicate and carefully work through the process so that the best decision is made for all parties.
If you are a candidate in a recruitment / search process with a professional search firm (executive, management or general staffing), you might be wondering exactly what a good search process is, how it will unfold, how long it will take and what you can expect from the search professional. Although I am a search professional who works on behalf of my clients, you as a candidate are equally as important and certainly have rights.
First of all, just by letting your name stand in a competition puts you at risk especially if your current employer is somehow made aware of your intention to leave their firm. In other words, confidentiality in a search process is extremely important. Therefore, we will always ask for your personal authorization prior to releasing your name to the potential new employer. We will also be sure to request further authorization from you prior to contacting any of your references.
It is important that you too, keep your confidentiality with respect to your participation in a search process. While many candidates have access to an assistant, our preference is that you provide a private telephone and email address where you can be contacted when necessary. Keep in mind that confidentiality is also a concern for our corporate clients and therefore we may not be able to release all the information you might desire at this time.
Applying for a position is as much about you and your likes/dislikes and preferences as it is about the corporate client. During the initial steps in the search process, we try to learn as much about you as we can. we would ask for a summary of your work history, your interest in the position at hand and what skills, expertise and experience you have to offer my client. On the other hand, if I am permitted, I will provide you with information on my client, the nature of the position, the compensation package and any other information that is appropriate.
With respect to the time it takes to complete a search assignment, the best that can be said is approximately 6-12 weeks and/or three months. National search assignments as you can appreciate will take longer. In our practice, we make every attempt to give you an honest appraisal of the match between your skills and my client and I do our utmost to keep you posted on the progress of your candidacy.
Most search assignments, especially managerial or executive, require several layers of interview process so that any decisions are well thought out and measured. You can expect a telephone interview and one to two face to face interviews prior to being presented to the client. Once a decision has been made to move you forward, several other interview strategies will be employed. This could include a panel interview, one to one interviews or the request for candidates to make a presentation on some matter of concern to the client. In being considerate of your own current job requirements, we make every attempt to schedule interviews when it is convenient for all parties.
As a candidate, it is critically important for you to be completely honest about your credentials and experience and how this will enable you to be successful in the new job role. You've probably heard that new employees often fail within the first 18 months of a new assignment and you don't want that to happen to you. Even if you are not successful for a particular assignment, it is important that we develop a trusting relationship as other opportunities will certainly come along.
Once you have been offered the job, salary negotiation is often the next tricky issue. In our practice, we make sure we have a good understanding of what your needs are so be fully prepared to discuss this. There is nothing worse in my mind than a candidate who increases their demand for salary when in discussions with the client. A no-no to be sure!
Yet, where do most search consultants fail from a candidate's perspective? In my mind, the biggest issue is a lack of communication. There is nothing more frustrating for a candidate than being interviewed and then never contacted again. Keeping in touch with candidates is important. Failing to provide feedback is also seen as an insult. In some cases as well, candidates have not felt respected because the interview time was so short that careful consideration was obviously not possible. Then again, candidates are insulted when they are not told the truth about the opportunity.
In closing, let me say once again that working with a search consultant requires the development of a trusting relationship. Both parties must be honest about the opportunity, keep in touch, communicate and carefully work through the process so that the best decision is made for all parties.
Paul Croteau, managing partner, is known as one of Manitoba's leading executive search professionals. His more than 25 years of experience in the recruitment of senior management and executive leadership professionals are the foundation to his solid reputation for developing a deep understanding of his clients' needs, enabling him to provide exceptional service and successfully meet the complex challenge of matching the right leader to his clients' business needs. Article Source: http://ezinearticles.com/?expert=Paul_H._Croteau |
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