When you are accustomed to ‘regular’ job searches: updating your CV, getting in touch with your preferred organisation or waiting for a vacancy to open up, and endlessly networking to try and catch the attention of C-suite managers or top-level recruiters, it can come as something of a surprise to learn how the executive job-search process works. Let’s take a look at the global executive search landscape.
International Moves No Barrier
At the very top level of executive recruitment, international borders are sometimes little more than formalities, with headhunters prepared to extend their search for the company’s perfect candidate across countries – across continents even. This is because the higher up the employment ladder you get, the more precise and extensive a candidate’s skills have to be, with, preferably, suitable experience in a similar industry. Executives who are looking to cement their good name in the industry, retire (in time) with a very comfortable pension pot, or who want to fund their philanthropic works, are generally very willing to devote themselves to these jobs in order to achieve their aims, and will happily move as required. This is also excellent for the local business too, as it then benefits from being able to implement new and different ways of working, some of which will transform profit margins, improve safety and reduce inefficiencies.
Discreet Lunches, Not Interviews
You will seldom see an executive arrive at a business premises, CV clutched in hand, waiting to be interviewed for the C-suite position. Instead, at this level, the recruiter or head-hunter having performed the introductions, the prospective hire and the executive, board member, or shareholder (whoever has been tasked with narrowing down the shortlist of candidates) will go out for a more social meeting: a lunch or dinner, or even perhaps some kind of soiree. During the course of the event, the board member or shareholder will sound out the candidate about their skills and experiences and asses their worth to the company. Usually, by this stage, the recruiting agency or headhunter, will have ascertained that the candidate is a good match, so at this stage, the questions can be a little more probing and even talk specifically about the direction in which it is best to take the enterprise. While these events are superficially social, and can be very enjoyable, they are, in their way, rigorous interviews, and both parties will leave with a fair idea of what is needed and expected from the job, and also whether the candidate is likely to be a good fit.
There is an Elite Headhunter Partnership
Head hunters are brought into the process very early on. With C-Suite and executive jobs, there is no question of advertising these positions through situations vacant sites or columns – the inundation of unsuitable candidates all hoping for early access to a high-level, well-paid position has only to be imagined to understand why it will not happen! Instead, the board of directors, or the shareholders, will agree that the position should be filled, and they will reach out to trusted, elite UK executive headhunters who specialise in filling such positions. The headhunters will go through their carefully maintained ‘little black books’, apply their extensive knowledge of the industry, and narrow down a shortlist of highly suitable candidates. Depending on the needs of the business, they will also reach out to the candidates to see if they are interested in moving onto a new and exciting career opportunity. Those who are amenable will be handed over to the company so that discreet meetings, as described above, can be arranged.
There is Little Publicity
As mentioned above, jobs at this level are usually managed very discreetly, and not only to avoid a deluge of unsuitable candidates. Large companies, especially multi-nationals must be very quiet about internal rumblings, and even the perfectly normal process of one C-Suite executive deciding to retire can set these rumblings in motion. This can cause disturbances in the stock market, with share prices tumbling when rumours about changes at the top are allowed to proliferate.
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