| Home | Free Articles for Your Site | Submit an Article | Advertise | Link to Us | Search | Contact Us |
This site is an archive of old articles

    Custom Search

vertical line

Article Surfing Archive

What Is An Executive Recruiter - Articles Surfing

What is an executive recruiter? An executive recruiter is an individual that is knowledgeable about varied executive job positions, who is hiring and how to choose the right candidate for any given position.

In retainment firms, executive recruiters work to find candidates for varied job positions in specific industry areas that they specialize in. They gather information about varied candidates and their resumes and keep in varied databases that can be used to match candidates in a more defined fashion with varied job openings. They are constantly updating their databases and contact people on their lists even when there is no position suited to them at the time, but need information or referrals for people who might potentially fit the criteria for job searches supplied to them by varied employers.

Executive recruiters are not generally there to serve the candidate, but to serve their client. Their job is to use all professional and legal means possible, online and offline and conventionally and unconventionally to find the perfect matches needed. They will do initial phone interviews with potential candidates to vet not only their suitability, but their interest in any positions available. Then, with the permission of the candidates, they will forward their details and resumes to their clients as part of their searches.

These recruiters are considered professional human resources people, rarely headhunters. They have the ability to understand the need to not only help executives and employers find each other for permanent working relationships, but to ensure complete privacy and confidentiality at all times. They are also keenly aware of industry criterion, industrial developments and the changing work market.

Ultimately, recruiters work for a hiring agent or employer. Their first priority is to meet the needs of the employer, developing a solid and working knowledge of that employer, their needs and the goals they are trying to achieve. It is therefore important for candidates to understand that recruiters are not there to wait on them.

Executive recruiters are professionals who do move from firm to firm to also better their careers. It is not uncommon to find that a recruiter has been employed by multiple firms and may no longer be reachable at the last known firm.

Therefore it is very important that any contact with recruiters is made directly to them versus the company that they are employed by. Most recruiters do not advertise themselves under their company names, but choose to be listed in varied recruiting directories under their own names. This enables employers and potential candidates to maintain continued contact with the recruiters and reuse their services in the future.

Executive recruiters can specialize in varied management, financial or other high level administrative areas. Others may deal only with other forms of professional candidates like doctors, lawyers and bankers. However, it should be noted that most employers will not hire an executive recruiter unless they have had trouble in doing the job themselves. Some of these employers choose recruiters in larger and better established agencies, but others do differently. Generally speaking contingency recruiters deal with middle professional and management jobs. Retainment recruiters manage positions at the highest levels. Therefore the more prestigious and valued the position is, the better the chances are that the retainment recruiter will be doing the needed searches.

Executive recruiters can work as individuals or within varied sized and types of agencies, being listed in directories under their own names. Though middle level positions are mainly dealt with by contingency executive recruiters, it is always best to use retainment executive recruiters, who will take on all levels of positions and are more adept at refining their lists of candidates in more specific ways. However, some will combine both types.

Submitted by:

Greg Heslin

Greg Heslin is a best selling career advice and "street smart" tips author on how to survive in the 21st Century workplace.To learn more about FREE cutting edge career tips and techniques, you can visit his web site at http://www.My-New-Career.com



Copyright © 1995 - Photius Coutsoukis (All Rights Reserved).


Arts and Crafts
Auto and Trucks
Business and Finance
Cancer Survival
Computers and Internet
Computers and Technology
Education #2
Food and Drink
Food and Drink B
Gadgets and Gizmos
Home Improvement
Home Management
Kids and Teens
Learning Languages
Legal B
Marketing B
Medical Business
Medicines and Remedies
Music and Movies
Online Business
Parenting B
Pets and Animals
Politics and Government
Real Estate
Recreation and Sports
Self Help
Self Improvement
Short Stories
Site Promotion
Travel and Leisure
Travel Part B
Web Development
Wellness, Fitness and Diet
World Affairs
Writing B