All posts tagged: executive recruitment

[Image] Master the Art of the Follow Up

Candidates can get anxious when they have to wait for the status of a job that they really want. As ideal as it would be to receive an immediate response from the recruiter or hiring manager, it is not always feasible, and response time may depend on the amount of applicants applying for a given opportunity. However, keeping in mind simple follow-up tactics can benefit the candidate in the end – as long as it is done tactfully.

Things that make you go hmmm…

Before deciding to follow up on a position, it is important to keep in mind possible reasons as to why feedback has not been received. Here are a few reasons to consider:

• The recruiter or hiring manager has not received feedback from their client or hiring authority, thus they have nothing to share.

• The recruiter or hiring manager may currently be out of the office on business travel or vacation. Even in this day and age of technology, it is not always easy to respond in a timely manner. We still believe in being present when meeting with others, driving, etc.

• No news is rarely good news. If you have not been asked to schedule an interview in over a month, chances are the position has been filled or the search is no longer a priority.

We asked President, Ben Farber to share a few of his favorite tips on how to follow up effectively when seeking a status update.

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[image] businessman jumping over hurdles / recruitment challenge

A recruiter has the opportunity to interact with diverse candidates and clients, which can lead to unique experiences for each search. While it is the recruiter’s responsibility to alleviate the absence of talent for companies needing to hire, what happens when the recruiter encounters obstacles that can hinder the recruitment process?

Our executive recruiters share recruitment challenges often faced during the search process, and helpful strategies to overcome them.

Recruitment Challenge #1: Lack of Available, Qualified Candidates

With a low unemployment rate, it is becoming increasingly difficult to find candidates. Nearly half of U.S. hiring managers report that they do not see enough qualified candidates when they have an open position. Simply employing the same tried and true recruiting methods will be insufficient in the current candidate market.

In hiring environments such as this, recruiters should be creative and proactive in their sourcing methods to find the right candidate. Networking, industry-specific job boards, and social media platforms are all ways to find candidates. Many organizations still do not utilize these channels effectively.

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business woman with question marks over head thinking about executive recruitment questions

Looking to find the right candidate for the company? Hiring an executive recruiter can be beneficial to employers – not only does it alleviate the workload of the search process, but it also brings an industry expert’s perspective in filling the position based on the needs and desires of the company. Before fully committing to the idea of utilizing an executive search firm’s services, it’s understandable for clients to have questions, especially if it’s their first time working with a recruiter.

We asked our recruiters to answer client’s commonly asked questions regarding the executive recruitment process.

Q: Bristol Associates, Inc. is based in Los Angeles, CA. Do you manage searches in areas other than the West Coast?

Kelly Nelson, Sr. Vice President

A: We have been recruiting on a National basis for the past 30 years. There was a time when recruiters were geographically focused. The advances in communications, the internet, social media, and job boards have enabled recruiters to reposition on a national (and international) basis. We regularly conduct search assignments in the Midwest, East Coast, Southeast, and Southwestern United States. With that said, the question is appropriate as there are recruiters who have not adjusted their focus. Our national reach allows us to source candidates for key positions in all market areas.

(Click here to fill out Bristol Associates’ Employer Inquiry Form today!)

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businessman with question marks over head thinking about executive recruitment questions
For potential candidates unfamiliar with the executive recruitment process, it’s common to have questions before feeling comfortable submitting a resume or participating in the hiring process of a career opportunity. At Bristol Associates, our executive recruiters do their best to give helpful and candid guidance that is beneficial to both the candidates and clients of our business.

We asked three of our recruiters to give their insight on commonly asked questions they received while working with candidates during the executive recruitment process.

Q: Can I call you to discuss the position I saw advertised on your website?

David Alford, Director

A: As recruiters, we are on the phone much of the day. To save us time and not waste your time, we like to get your resume prior to scheduling a conversation to ensure that the position you saw advertised is a good fit for both you and our client. Click here to submit your resume through our website.
 

 

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Closeup of businessman making decision. How to Choose an Executive Recruiting Firm.

When a company has an important high-level opening, there are several ways to evaluate which type of executive recruiting firm will be best-suited to perform the search. Some companies may elect to work with firms that recruit for specific functions — finance is a good example — like CFOs or Controllers. Those recruiters would source for candidates who have held that position in another company, but not necessarily within the opening’s industry.

Bristol’s specialty falls into a second category; our clients will often choose to work with us because we have depth of industry knowledge. For example, a food production enterprise or hospital may be specifically looking for someone with a background in those industries.

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Established in 1988, the Stars Behavioral Health Group is a for-profit Behavioral and Mental Health organization with over 22 Program sites in California. They are mindful of succession in their company as several senior executives will be exiting within the next few years. Last year, their CFO retired and the existing Controller was promoted to that role. Stars needed to find a new Controller who would be based in the Bay Area.

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