Most executive level candidates do a horrific job of engaging and developing a relationship with recruiters who might be able to place them in the future.
The author talks about 50% of his placements coming from candidates he already knew.
When I conduct a search, my first two steps are
1. Who do I already know and have a "relationship" with that might be a great fit.
2. Who among my network that I have a relationship with could lead me to the perfect candidate through one degree of seperation?
Only after I've exhausted these two channels, do I being to explore candidates I don't know.
Key take-away: Who gets the best opportunities - those who have a relationship with recruiters!
How do you build a relationship with recruiters. You conduct networking 101 - the most basic element of networking you can do - you help those recruiters. What do they want?
1. They want you to return their calls on a timely basis, even when you're not looking for a job. Stop treating recruiters like a necessary evil when you need their help and then treating them like trash when you don't need their help.
2. The lifeblood of recruiters is referrals. Give them willingly and freely. When you scratch a recruiter's back, they'll return the favor many times over. Don't make referrals and you run the risk of being deleted from their database OR marked with the notation of "useless - don't present on future searches".
If the three primary forms of finding a job for an executive are:
Why would you want to eliminate a major group that could bring a great opportunity to your table?
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