Specialized Executive Recruitment: How it Works

Once a contract between the client and the recruiter has been established, the recruiter will generate a written position description if the client has not already done so. The position description must fully outline the roles and responsibilities for the position and how the selected candidate will work within the organization. Equally important, the position description must list the academic and job experience qualifications being sought by the client. Additional traits and characteristics that are not required but would be found beneficial are discussed as well.

Once the position description is developed and the recruiter has a clear idea of the client's requirements, the search for candidates gets underway. Usually, the recruiter's in-house database is the first place to research to determine if any current contacts are a direct fit. Such candidates are placed on a shortlist for telephone screening and possible submission to the client.

After the in-house database has been fully examined, the position is posted on-line and personal emails sent to selected contacts that are knowledgeable in the client's field of interest. Viable responses from this effort are investigated, resumes are secured, and telephone interviews are arranged. Interested candidates deemed qualified for the position are then added to the shortlist.

Often, more detailed research is required to secure qualified candidates especially for those "difficult-to-fill" positions. This can involve the use of online professional networking sites such as LinkedIn, and listings of attendees from conferences and expositions where qualified candidates may have been present. Any qualified leads are researched and added to the shortlist if they meet the requirements of the job and are available for employment.

From all of the above efforts, the recruiter forwards the candidate shortlist with resumes and comments to the client. The client reviews the complete shortlist and decides which candidates are to be interviewed by telephone, web conference, or in person. The client and recruiter then develop a schedule for the interviews, and the recruiter typically arranges and coordinates all web conferences, travel, hotel stays, and other logistics.

After interviewing the candidates the client will again discuss the strengths and areas of improvement of each candidate with the recruiter and come to a decision as to who to hire. The recruiter would oversee the contract negotiations and do what is required to bring the two sides to a mutually beneficial agreement.