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.
It’s the job of executive recruiters, acting on behalf of their client companies, to discern what skills, talents, abilities and personal characteristics add up to the perfect hire. Often that mission requires “reading between the lines” when interviewing candidates. As a result, recruiters will ask questions and get answers that may reveal more than just the answer to the question.
In search of the perfect candidate, Bristol’s Ben Farber and Nora Bright each gave us their top three questions…and what the answers reveal about the candidate.
What Recruiters Ask and What the Answer Reveals:
By Kristina Paudler, Director of Hospital & Healthcare Recruitment
Two years ago, “Culture” was Time Magazine’s “Word of the Year.” Today, the term “Company Culture” is pervasive when describing enterprises worldwide.
There are various definitions of Company Culture but most agree on several points: that Company Culture refers to the philosophies, values and behavior that define how a company operates. The company culture can define how a company handles clients, employee benefits, hiring decisions, even the office setup and dress code.
Company culture is extremely important to prospective job seekers. A person’s decision to work for a specific organization usually entails whether or not the company has a vested interest in prioritizing its employees’ long-term goals over immediate success.
Nora Bright, Vice President at Bristol Associates: “I recently met Alyson Garrido through a mutual friend and was thrilled to have a strong career coach to whom we could refer candidates. We often find that job seekers are unclear on the difference between a career coach and executive recruiter — which is why it’s great to have someone we can send candidates to when they need guidance that goes beyond the scope of our work as executive recruiters. In this guest post, Alyson sheds some light on what a career coach does and how it’s different from the role of both recruiters and consultants.”
by Alyson Garrido, Career Coach
Friends, bosses, coworkers, therapists, mentors — the list of people who can help you in your job search can seem endless. When it’s time to enlist a professional, I see many misconceptions about what a coach, consultant and recruiter do. Each serves a unique and beneficial role in helping a candidate land their next role.
by Kristina Paudler, Director of Recruitment, Healthcare
Retention is an issue for employers and candidates alike. Companies that can’t retain employees lose the money they’ve invested in that employee. And among candidates evaluating a job prospect, retention is a common concern.
by Nora Bright and Ben Farber
In the search for a new hire, Executive Recruiters and hiring managers may review quite a few resumes. With a lot of competition for jobs, a candidate’s resume needs to stand out. Bristol’s President, Ben Farber, and Vice President, Nora Bright, offer firsthand advice on what to include that will set your resume — and yourself — apart.
We asked the professionals in our network, what is the most “out of the box” interview questions you’ve ever been asked? Winners of this Bristol Associates’ contest were rewarded with a Starbucks gift card.
by Jenae Nordman and Nora Bright
A job search is two-sided: it’s a candidate’s quest for the perfect new job and an employer’s hunt for the ideal new hire. A candidate looks for a position that will utilize his or her specific skill set, accommodate individual personality traits and provide a forum in which they can excel. An employer looks for the right qualifications, someone they determine will be a “good fit” within the company and whom they feel will also excel in their position.
But even when these two sides of a search appear to align, the candidate still doesn’t get the job.
Bristol’s client, DEQ Inc., is a casino table games manufacturer in the midst of making big changes to their business. DEQ needed a new CFO, to be based in Las Vegas, “who can keep up with a sharp, poised and decisive leader.” In addition, the candidate would be tasked with overseeing installation of a new accounting system, have expertise with public filings and be comfortable operating in a regulated environment.
The right candidate was not easy to find; he or she needed to have appropriate finance management expertise and previous experience in the manufacturing side of the business (different from the operator side). Bottom line, says DEQ President and CEO, Joe Bertolone, “They need to move fast and take the bull by the horns.”
If you are currently looking for a new job, you know how frustrating the job search can be. It is easy to get discouraged when your search is proving fruitless. However, there is always more you can do to improve yourself as a job seeking candidate. Here are three tasks you can complete today in order to better your chances of landing your dream job.