Career Briefs
Inside Executive Search
The Process and How to Influence It
How do executive search firms work? It’s well known that most senior management, CEO, and board positions are filled by these organizations, but given the confidential nature of their work, they often conduct their business with utmost discretion. Influencing the search process to one’s advantage is a delicate feat that first requires a basic understanding of how these firms work. In The 5 Patterns of Extraordinary Careers (Crown Business), James M. Citrin (MBA ’86), a senior director in the Stamford, Connecticut, office of executive search firm Spencer Stuart, outlines four key aspects of executive search with tips on how to make each step work for you:
Defining the Need. Once we are awarded an assignment, we meet with the client to find out what is required of the new employee. This input becomes the foundation for a detailed candidate specification, including the key selection criteria against which candidates will be evaluated.
Tip: Try to get ahead of the search. If you can make your interest and relevant skills known to the hiring manager, the company may try to fill the position without a search.
Researching and Prospecting. The search firm starts by identifying the leading companies in the relevant industry sectors, then works to identify the managers most responsible for the success of the relevant business. We want to learn why a prospect may be an appropriate candidate before making the first phone call. The end product of this phase is a list of potential candidates that we will review with the client.
Tip: Be a good source. Helpful sources who give candid, insightful comments about potential candidates will be contacted time and time again. These types of reference calls build trust with the recruiter and demonstrate how you think. At some point, a good source will become a candidate for a search.
Developing and Presenting Candidates. After determining a candidate’s potential interest, we arrange a confidential meeting to assess the person against key selection criteria. We then write detailed reports and organize meetings for the best candidates to meet the client.
Tip: Be honest about whether a situation is of potential interest, but also try to be open-minded. Even if it does not initially seem like the right thing at the right time, it could turn out to be a great opportunity. In the interview, it is to your advantage to play just a little hard to get, to make the search firm and client recruit you. Finally, prepare for the interviews by writing notes about your relevant responsibilities and achievements against the key selection criteria outlined in the position description.
Negotiating and Hiring. At this point, the search consultant’s role is to keep the dialogue open and positive as we guide both sides through the tricky compensation issues. We’re trying to make the deal happen in a way that pleases everyone.
Tip: If you play hardball, this will likely impact your relationships at the company later on. In some cases, however, the client expects you to negotiate. Figure out where you stand with the search consultant’s help.
— Julia Hanna
