Experience isn’t the only aspect that employers look for when it comes to hiring. Having worked with clients for over 50 years, Bristol understands the complex wants and needs of employers searching to fill a role at their company. It takes the right mix of experience, skill, personality, and fit within company culture for a candidate to land an executive position. Our seasoned recruiters share their insight regarding what employers commonly look for when searching for executive candidates.
In today’s job market, employers are competing to attract quality candidates into their companies. Because candidates have more opportunities available to them, it is important for employers to understand what they can do to be distinguished as a viable choice of employment.
Bristol recently posted the results to last year’s Casino Gaming Executive Satisfaction Survey Results, which received a total of 1,363 respondents. Executives were asked to rank six factors from highest to lowest priorities when it came down to choosing their employers. The six factors include: Career Opportunity and Growth; Compensation (i.e. base, bonus, stock, grants, and options); Corporate Culture (i.e. receiving recognition in job, relationship with co-workers and immediate supervisor, company values); Job Security; Location; and Weather and Lifestyle.
A strong letter of recommendation can distinguish a candidate’s application from the rest. Taking the time to obtain a letter of recommendation will leave a positive impact with the employer or recruiter reviewing the application. On the other hand, writing a letter of recommendation is a great way to pay it forward and contribute to the success of the candidate’s career.
Whether you are the candidate requesting the letter, or the employer responsible for writing the recommendation, it is essential to understand how to write a letter of recommendation that will leave a lasting impression.
What makes a compelling letter of recommendation?
Here are some helpful guidelines to write a strong letter of recommendation:
- Print the letter on company letterhead
- Personalization and sincerity is key – avoid using letter of recommendation templates
- Explain the professional relationship and the duration spent working with the candidate
- Give specific examples of the value and impact that the candidate has made in the company
- Highlight the candidate’s hard and soft skills that greatly benefitted the company
- When signing off the letter, include a handwritten signature along with the employer’s typed name, job title, and contact information
- Proofread to avoid typos or grammatical errors
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.
By Kelly Nelson
It is common for the client and candidate to seek the recruiter’s guidance when it comes to the negotiation stage of the recruitment process. The recruiter needs to develop a true trust relationship with both the client and the candidate.
While the recruiter must understand the objectives and limitations of his or her client company, they must also understand the various motivations of the candidate. This results in the recruiter’s ability to pull both parties together in any negotiation. The experienced recruiter should have the ability to form creative solutions that draw on these understandings and provide meaningful benefit to each party.
Negotiating For Clients
The recruiter must be able to suggest creative solutions to clients that provide unique methods of reaching closure with candidates. Oftentimes, the client company is unable and unwilling to adjust the base salary when asked by the candidate. There are many ways to solve this apparent impasse. We have assisted clients in creating partial guarantee bonuses, sign on bonuses, additional perquisites, more aggressive bonus plans, and enhanced relocation packages that result in narrowing the gap between the two parties’ negotiation positions.
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?
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.