The screen interview process.
For most executive placements there is a process in which a potential candidate is deemed suitable by the mandated recruiter.
And to most, the general perception is that if you have a strong and relevant CV, with well developed interpersonal skills and attend a screen interview, there is a very good chance you will be forwarded as a shortlisted candidate.
Unfortunately, it is not a simple as that as my perception of a candidate is formed by further criteria than just the obvious.
Personally, I look for the subtleties that define the true character of the candidate so I am outlining those to provide a greater insight into the mind of an executive recruiter:
For me, the process commences on the initial contact and if you are responding to an advertisement I would recommend you read it (in full), personalise it (Dear Sir, suggests you haven't), and follow any instructions laid out in how to respond (i.e. to requests for specific information), and keep introductory comments brief and specific to the advertised role.
Do not respond to every advertisement the named recruiter is advertising but only those you genuinely have a suitable background for - trust me application fatigue quickly sets in and it is unlikely your application will be given the consideration it may actually warrant.
If it is stated that you should apply by email only, do not call the recruiter as it proves you have not read the advertisement and you may be the 'nth' call about the role that day. However, if you have not had a response and you genuinely feel your background is highly suitable, a follow up email is advisable within a week with a few targeted bullet points highlighting your suitability.
Do not try to mislead the recruiter by overstating your position within the company (i.e if you are not a main board director do not imply that you are) and overstating your / your current employers achievements during your tenure.
If requested, always include your current location, package and notice period. I always request this and a CV with no relevant personal details will not be considered. If you live in an area not commutable to the stated location then outline whether you would relocate, weekly commute, purchase a second property etc.
Respond quickly (within 24 hours) to any request for a meeting / screen interview and likewise with any follow-up calls. My personal bug-bear are those candidates that claim to be pro-active executives but who cannot find time to respond promptly to a potentially life changing opportunity.
Make the screen interview process as logistically easy as possible for the recruiter and never (unless absolutely necessary) postpone a meeting.
It goes without saying, but be prompt for the interview and appear relaxed and in control of proceedings.
Given these statements the reader may think I am being a little precious and that this advice is purely to make my life easier which, whilst it does, is not the primary motivation.
As I stated earlier I am looking for certain characteristics that demonstrate how a potential candidate conducts themselves whilst in the role and long after the role-play of the interview process is concluded. And how you conduct yourself in the above provides me with a further insight to your potential strengths i.e. attention to detail, organisational skills, time management, team orientation (i.e. if it's all about you how will you gel with the rest of the board) and whether you have respect for others as they go about their business.
I write this as I have a gap in my day as I took a train to London to meet with a prospective candidate that one of my valued PE clients was interested in meeting (subject to my opinion). Then one hour before the meeting I received an email to say 'something important had come up' and 'could we re-arrange?' Not a good start to a potentially beneficial relationship!
An interesting post David. It makes me wonder whether common sense is actually that "common" and how much personal discipline and emotional intelligence is demonstrated by some candidates?
I would have to agree with Julie. As a potential client we are 'fatigued' by those vague advertisements which generic terms/locations/packages/descriptions etc. We respond and take unpaid leave/travel expenses to meet up for roles that we are never really in the running for, only to find the recruiter incredibly hard to get hold off for genuine feedback. Funny how two sides can see the same situation so differently. even two recruiters/clients can see things at polar opposites. Guess the moral is there are good and bad on both sides, we just have to be more understanding.
About what you want, where the job is located etc so no ones time gets wasted.If you want to know what my current package is then at least do me the curtesy of informing me what the client is offering. Despite what you may think, most of us are currently employed. As senior managers / leaders we often have to change things at the last minute due to some crisis or other in our current role. I would have thought that this would be looked upon favourably as showing commitment rather than something that interferes with your day. Im quite sure that you have had to do the same, sometime in your career. Please dont drag me halfway across the country for a role that is speculative. Use technology such as skype for these meetings then a face to face once there is something solid. Also remember that lots of candidates take on roles that make them hiring clients and their direct experience may influence who they use for recruitment purposes in the future.
An interesting post that is often at odds with advice given by other executive recruiters. From a candidates perspective Be very clear in your advertisement a