Question: How can I find executive recruiters who will help me to advance in my career? And if a recruiter contacts me, is it customary to work with just that one or keep trying to find others?
Answer: It's rare for an executive candidate who contacts a search professional out of the blue to actually find a job through that recruiter. In fact, of the many headhunters I've asked, none have said they've filled a job with a candidate who made an unsolicited overture.
"I am looking for the elusive gem, the exact match for a job, and the chances of that person approaching me are remote," says Tim McIntyre, managing partner of Infonet Resources LLC, a retained search firm based in Glastonbury, Conn.
Companies hire search firms to find candidates for hard-to-fill positions. Retained headhunters typically work only on top-level and high-paying openings and are paid regardless of whether the job gets filled. Contingency firms generally find candidates for less-senior roles and are paid only when someone they locate is hired.
Often, candidates who want to get on a search professional's radar screen are looking for shortcuts to their job hunts, says Tony Cinello, president of Anthony Andrew LLC, an Addison, Texas-based retained recruiting firm. Among unsolicited candidates who call or email Mr. Cinello, more than three-fourths don't know how to job hunt effectively and are hoping his clients will have openings that might fit them, he says. "Usually, I can't help them," says Mr. Cinello.
The best way to get a search executive to notice you is to be visible and successful in your current role, says Mr. McIntyre. Recruiters will find you if you speak at industry conferences or professional meetings, write articles for journals and network with colleagues, he says.
"Asking how to approach a headhunter is the wrong question," he says. "The right one is 'How do I make myself accessible, visible and valuable?' and that means talking to people and doing good work."
Typically, the best way to advance in your career is by networking to learn about new opportunities that match your skills and interests. Adding search professionals to your network by offering to help them with referrals may be a smart move. The best way to become a resource to a recruiter is to attach your resume to a short note, saying you don't expect to fit current openings but would like to help the recruiter with referrals, says Mr. McIntyre.
Before contacting a search firm, do some research to ensure that it specializes in your industry and profession. "The Directory of Executive Recruiters" ($60) published annually by Kennedy Information Inc. lists recruiting firms by industry, specialty and geographic location. An online database version of the 2007-08 book also is available for $60 at www.recruiterredbook.com.
"Do the homework to target the right type of firm," says Mr. Cinello. "Far too many candidates have no rhyme or reason about who they call."
As a contingency recruiter, Terry Hunter of Talent Scouts Inc., a Lenexa, Kan., firm specializing in information technology, says he likes hearing from job seekers whose skills match his niche area, which includes business intelligence.
"If someone has the skills and background in this area, we would like them to call us because there are never enough candidates to fill the opportunities we are working on," says Mr. Hunter.
If you're contacted by a search firm, ask questions about the background and experience of the recruiter and the company to evaluate it, just as you would with any other professional vendor. Nothing would prevent you from working with more than one firm, says Mr. McIntyre. However, relationships between candidates and recruiters typically are based on trust, and Mr. McIntyre says he'd likely lose interest in a candidate who wasn't committed to working only with him.
SAN FRANCISCO (MarketWatch) -- "Shut up, already?" That might be what some hiring managers are thinking when they conduct job interviews, according to a new survey of executive recruiters.
Thirty-six percent of the recruiters said the most common mistake job applicants make is talking too much, according to a survey of 212 of its recruiters worldwide by Korn/Ferry International, a global executive-search firm based in Los Angeles.
But being a big talker often indicates a different problem, said Scott Kingdom, managing director of industrial markets at Korn/Ferry International.
"Talking too much is, in some ways, code for not listening very well," he said.
"Most people, particularly if they've been a successful executive somewhere ... they want to tell you how good they are and what they've done and how they've done it, instead of listening to the issues at hand, what does the client want, and relating that to what skills they have," Kingdom said.
"You always do yourself a service by listening more than you talk. Listen thoughtfully, and when you talk have something meaningful to say on topic, on point," Kingdom said.
Kingdom said recruiters are in prime position to know: Some sit in on interviews, and recruiters' clients -- the employers -- often offer feedback about how job interviews with prospective hires went.
Be prepared, but not too rehearsed
The next most common mistake: A lack of knowledge about the company or the position, according to 22% of the recruiters, who are located in various countries.
"It sounds ridiculously simple, but it's stunning how many very senior executives, very successful folks, show up and get into conversations that they're not prepared for," Kingdom said. "You have to assume your competition is going to be wickedly well prepared. If you're not, it will show immediately."
But be wary of being coached until you are too smooth, others warned.
"One of the things I'm hearing from our clients recently is people are maybe too rehearsed, too prepped," said Dale Klamfoth, senior vice president of WJM Associates, a New York-based consulting firm that works with companies on organizational effectiveness, including hiring decisions.
"I've heard hiring managers say, 'well, they've been coached' or 'they don't ring true,'" Klamfoth said. "If they're coached, they have all these pat answers."
Often, a coached applicant's chances are ruined by a follow-up question, because the formulaic responses don't work.
For instance, if you're asked what's your biggest weakness and you offer a standard favorite such as "I'm a workaholic," a follow-up question of "how many hours a week do you work?" could get you into trouble.
To combat that problem, use examples from your own experience, Klamfoth said.
For instance, when asked "what's your weakness," you could say "I'm not as technologically savvy as I ought to be, but I just enrolled in a course and I've gotten some new equipment and I'm really getting into it," he said.
"Obviously, it has to be true," he added.
Isn't this all about me?
Sixteen percent of the recruiters said an overinflated ego is the most common mistake in job interviews, while 9% said appearing overly confident was the top problem, according to the survey.
"The overinflated ego 'shows itself in talking too much, and in the me, me, me conversation,' Kingdom said. 'I did this, I did that. You certainly want to be assertive and able to convey your skills, but nobody ever does anything by themselves in any company.' For instance, discuss how you led a team of people who accomplished something, Kingdom suggested. Of course, the perception of 'overinflated ego' varies in different cultures. 'You would be very deferential in certain Asian discussions and in the U.S. there's still a lot of 'I can do this' and 'I can do that,'' Kingdom said. Consider shifting focus, Klamfoth said. 'My advice to people interviewing is show up as a solution and not as an applicant. Understand who you're meeting with, understand the company, understand the competitive landscape that they're in, understand the role that you are interviewing for, and how that role contributes to the core mission [of that company], and talk about how you would approach the position as a solution to an organizational problem or issue.' Don't talk money too soon Another 8% of recruiters surveyed said inquiring about compensation too early in the process is the top mistake applicants make. 'You give the wrong impression, that you're not going to be focused on doing a good job and making a contribution,' Klamfoth said. 'Certainly you have a right to know, but it's timing and etiquette.' Plus, waiting may help to increase the employer's salary offer, he said. 'Once they like you and they want to hire you, you can get more,' he said. Be warned: Sometimes, companies set you up by asking early on how much you hope to earn, Klamfoth said. 'If you say too low, you'll sell yourself short; too high you knock yourself out. It's important to say, 'Well, before I answer that I'd like to know a little bit more about your compensation philosophy,'' he said. Or, "
What not to say in an application: "Never say 'never' but always mention your 'achievement', is the advice for job hunters trying to fill in application forms.
Admissions advisers and psychologists at the University of Hertfordshire have drawn up a list of the 10 top words to make a good impression in applications.
They have also listed the 10 worst words, including 'hate' and 'nothing'.
This advice also tells applicants not to say 'mistakes' but to mention their 'valuable lessons'.
If applicants are worried about having too many valuable lessons, the Hertfordshire academics also recommend avoiding other less than positive words, such as 'panic', 'problems' and 'awful'.
None of these words are good ways of selling your skills to employers.
If you want to push more positive buttons, there is a list of feel-good words for applications, which will produce a more appreciative reaction.
These good words include 'experience', 'involved', 'planning' and 'developed'.
The advisers say companies or universities will see many similar application letters - and that the choice of language generates a positive or negative impression.
For instance, over-emphatic words such as 'never' and 'always' could give a negative impression that 'the applicant is making an exaggeration which is seldom true'.
'Every recruiter and admissions officer will have to assess hundreds if not thousands of personal statements from hopeful applicants and will make their decisions based on what they can see on paper.
'Choosing the right words is therefore vitally important if your application is to stand out from the rest,' says Karen Pine, a psychologist at the University of Hertfordshire.
Senior trading systems developer: How much am I worth?
IT jobs in finance and banks: C , Java, .Net, J2EE: "Senior trading systems developer: How much am I worth?
By Sarah Butcher
14 Jul 2005
A panel of headhunters gives its assessment of typical London pay packages. Basic: �70,000 to �75,000. Bonus: highly variable, between 25% and 100%
What’s bad news for one person is often good news for another. The latest example of this immutable law of nature is the rise of the electronic trading system. Last month Goldman Sachs made 30 US equity traders redundant, citing increased demand for algorithmic trading and direct market access.
While electronic trading systems may be bad for traders, they should be propitious for systems developers, whose skills are needed as banks rush to satisfy the electronic trading trend.
“There are a number of initiatives around at the moment,” says Winnie Wong, an associate director at McGregor Boyall, “A lot of banks are trying to upgrade their electronic trading platforms to make them more robust and competitive.”
What do you need to participate in the latest IT gold rush? 'Trading systems developers will typically need to be familiar with programming languages like C# .NET and SQL,' says Wong. 'They will also need prior experience of working with derivative products.”
“You’ll need demonstrable commercial experience,” says Alistair Singleton, a recruiter at 7 Fifty Two Solutions, “It isn’t a question of getting someone in to do a training course. Banks are looking for people who can hit the ground running, and they’re prepared to pay the premium necessary.”
So, how much can you earn as a trading systems developer? James Murphy, managing consultant at Imprint Technology, says senior developers with three to four years’ experience and knowledge of C# and .NET can command a basic salary of �65,000 to �70,000 max, plus a highly variable bonus of 25% to 100%.
Wong at McGregor Boyall puts average bonuses at around 40% on a more generous base salary averaging �75,000. Single"
Do You Have any Questions? by Carole Martin Monster Contributing Writer
Surprisingly, the most common answer to this question is "no." Not only is this the wrong answer, but it's also a missed opportunity to find out information about the company. It is important for you to ask questions -- not just any questions, but those relating to the job, the company and the industry.
Consider this: Two candidates are interviewing for an inside sales position.
Henry asks, "I was wondering about benefits, and when they would become effective? Also, what is the yearly vacation allowance? And, does the company match on the 401K plan?"
Assuming this is the first interview, it is premature to ask about benefits. "What's in it for me?" questions can be interpreted as self-centered and a sign of your lack of interest in the job.
The next candidate, Chris, says, "No, I think you just about covered everything I wanted to know. I'm sure I'll have more questions if I get the job."
This is a very passive response that doesn't demonstrate interest or imagination. Once you get the job -- if you get it -- may be too late to ask questions.
It is important to ask questions to learn about the company and the job's challenges. In some cases, the interviewer will be listening for the types of questions you ask. The best questions will come as a result of your listening to what is asked during the interview.
A good response to the interviewer asking, "Do you have any questions?" would be: "Yes, I do. From what you've been asking during the interview, it sounds like you have a problem with customer retention. Can you tell me a little more about the current situation, and what the first challenges would be for the new person?"
This answer shows interest in what the problem is and how you could be the possible solution. It is also an opportunity to get a sense of what will be expected.
Be Prepared
What information do you need to decide whether to work at this company? Make a list of at least 10 questions to take with you to the interview. Depending on who is interviewing you, your questions should vary.
* If you are interviewing with the hiring manager, ask questions about the job, the desired qualities and the challenges.
* If you are interviewing with the human resources manager, ask about the company and the department.
* If you are interviewing with management, ask about the industry and future projections. This is your chance to demonstrate your industry knowledge.
Timing Is Important
You will have to use your judgment about the number of questions you ask and when to ask them. Think of this as a conversation. There will be an appropriate time to ask certain types of questions, like those about benefits and vacation. To be on the safe side, it is best to concentrate on questions about the job's responsibilities and how you fit the position until you get the actual offer.
When you begin to think of the interview as a two-way process, you will see it is important for you to find out as much as possible about the company. Questions will give you the opportunity to find out if this is a good place for you to work before you say "Yes."
A good relocation depends on your negotiation skills
A good relocation depends on your negotiation skills By Dona DeZube 19 Apr 2005 You live in London and you’ve just been offered two jobs: one in Paris and the other in Milan. The jobs pay the same, but the firm in Milan offers relocation benefits, while the one in Paris does not. How hard will your wallet be hit if you take the job without relocation benefits? Whether it’s a big-ticket item like selling your existing home and buying another in the destination country, or the little ticket-items like paying a deposit to get telephone service, relocation costs quickly add up. That’s why it’s so important to negotiate for the biggest relocation package you can get when you’re considering taking an out-of-country position.
European companies aren’t particularly creative when it comes to solving relocation challenges because most companies move fewer than 25 people a year, says Ellie Sullivan, SCRP, director of consulting services for Weichert Relocation Resources, Inc., a US firm that recently surveyed about 50 international firms about their relocation policies.
“That [25 moves per annum] is not a critical enough mass of employees to create programs that overcome reluctance to relocate,” she explains. Another problem the survey uncovered: pensions differ from country to country and it can be difficult to sort out what the employee and employer must pay in the home and host countries.
Cross-country isn’t easy, either
Even when you’re staying in the same country, relocation can be a costly headache. Des McKell, senior relationship manager for Cendant Mobility’s UK relocation services, says most organizations offer these intra-UK relocation benefits to new hires:
* Estate agent fees * Survey costs * Household good shipping * Stamp duty when purchasing a home * Legal fees
“That said, you will find that these costs will often be capped and in many cases, the use of suppliers restricted to pre-approved panels of suppliers who will offer the corporation a competitive fee and agreed service standards,” McKell says.
When baby’s not happy, nobody’s happy
While most European companies cover the basics, they don’t offer the relocation frills that you’d get if you were working for an American firm. If you’ve got a spouse and children tagging along on your move, your employer is going to ship your household goods to the new country but won’t be as likely to make your family happy they’re being shipped, too.
The Weichert survey found 100% of companies pay for household goods shipment, but only 60% provide spouse or partner assistance. And if you want to take Rover, get out your wallet. Only 9% of companies pay for pet passports.
What do companies typically provide?
* About 90% offer help with immigration and travel documents, pay for temporary housing, ship household goods, pay for a preview/home-finding trip, pay something toward housing and offer help with tax issues. * You’ll get help with repatriation from 85% and language instruction from 80% of companies. * About three-quarters of companies offer cost-of-living differentials and help settling in the destination country. * Other benefits cited by companies include leave and time off for long-term assignments (65%); immunisation and physical examinations (61%); spousal/partner assistance (52%) and management of your home while you’re on assignment (48%).
No ask, no get
If the traditional expatriate package isn’t going to work for you, speak up, Sullivan says. Ask for some form of an in-lieu-of allowance. “For instance, in lieu of return visits to the home country, you could ask to use that allowance for legal fees to cover the cost of getting a work permit for your spouse or return trips for children going to university in another country,” she says.
McKell adds that there are some basic facts to consider when thinking about relocation or joining a new organisation. First, corporate policies are no longer constructed to provide a way of making money. “The policy will be designed to protect the existing employee from incurring costs associated with the move (wherever possible) but not allowing them to financially benefit. Financial equalisation is the key,” he says.
Second, organizations generally save the best packages for current, rather than new, employees. “If support is offered [to a new hire], it is likely to be far less than an existing employee and highly unlikely to include a guaranteed home sale programme, additional mortgage support or indeed a relocation allowance,” McKell says.
There is good news, however. The higher you move up the corporate ladder, the better the relocation benefits get. So even if you don’t get a deluxe moving package this time around, if you work hard and smart, you may get it the next go-round.
