Access Executive Search

WE THRIVE TO KNOW OUR CLIENTS

The secret in our matching process is our in-depth knowledge of our clients’ organizational culture, economic performance and hiring trends. The more we know about our clients’ internal and external challenges, the more effective it is for us to introduce individuals that would bridge the gap within an organization and help solve problems on a consistent basis.

Overtime, our team of specialists collectively gathers information about leadership styles of the senior management, the company’s operational challenges that require attention, team dynamic in various departments, future business expansion, and skill sets needed to improve organizational performance while making sure that their privacy are fully guarded and protected.

CONSULTATIVE APPROACH

We exist because our clients require exceptional executives that would help them compete in their respective industries. Majority of the times clients are fully aware of their staffing needs, and issues that would hinder growth and coherent work environment. For those times when clients do not necessarily know what they want, we engage them in a dialogue.

The dialogues are designed to create non-threatening conversations. During these consultative meetings, we assure our clients that it is safe for them to voice out their hiring frustrations and work problems. By maintaining strict confidentiality on our part, our executive recruiters are able to gain our clients’ trusts by asking appropriate questions and provide scenarios designed to help clients identify pertinent requirements and recruitment criteria while understanding our clients’ core business environment and challenges.

Our main goal is to help our client increase their confidence in distinguishing the necessary background, skill sets and personality suitable to effectively enhance their talent pool. After all, we believe that our clients are only as good as the talent who serve them.

CLIENT ADVOCATE

Our clients appreciate that our specialists become honorary advocate and representative of their respective organizations.  

Our clients, from time to time, would call on our specialists to discuss staffing challenges they encounter within their respective organizations so the specialists can identify potential talent even if the talent need is not eminent and before the need arises.

In return, our specialists would gladly represent our clients when they passively recruit and connect with potential talent.  They would gladly explain our clients’ business growth, opportunities, products, services and upward mobility.  

As a valuable benefit, our clients would have opportunities to attract talent that they normally would not be able to attract through normal channels while decreasing the turnover rate in filling an unexpected vacant and critical position.  

WE CAN RELATE

When clients share and discuss with us their challenges with talent acquisitions, our team of recruitment specialists not only able to relate, but also can give practical solutions for them to consider.

By having years of relevant experience in accounting, finance and operations, Human Resources, engineering, I.T, our team members, acting as experts in their fields, can evaluate various organizational needs, scenarios, and visions, while identifying key talent that have exceptional skill set that can carry out our clients’ short and long-term objectives.

At Access Executives, we maintain a high rate of repeat clients through our effective and proven processes.

QUICK TURNAROUND

At Access Executives, we understand that not having key talent in place can put burden on individual’s workload, negatively affect overall team moral, and delay tasks critical to the company’s performance. Updating our clients about potential candidates within 24 hours of the initial contact is a reassuring sense that Access Executives places priority on our clients existing positions. Our valued clients expect us to answer their questions or concerns within a short period of time if not within few minutes.

Most of our clients consider Access Executives a “natural” extension of their operations where they rightfully expect answers without delay and interruptions. Our Executive Recruiters are trained to respond immediately with minimum lag-time tolerance as we consider our firm to be a crucial part of our clients’ operations.

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COPYRIGHT © 2022 Access Executives, LLC All rights reserved.  The statements, posts and pages in this website are copyrighted and cannot be used in part or whole without permission.  The ideas, views, opinions, and statements were created by the principals of Access Executives, LLC and Access Executive Search.

What hiring executives consider as “exceptional talent” could be very subjective and it really depends on the hiring criteria, the organizations’ work environment, team dynamic, technical skill set, educational background and industry concentration.

A candidate that is considered a talent in one organization could be considered as an average employee in another. To pin-point specific traits and characteristic could very well be challenging and sometimes misleading.

WHAT DO EXECUTIVES LOOK FOR WHEN CONSIDERING EXCEPTIONAL TALENT?

As far as what we have observed overtime, hiring executives tend to base it on ten factors. The 10 factors are really just starting points. However, if a candidate is truly strong in each factor, chances are high that they can be very valuable to any organization.

Please be advised that the following information is based purely on observation and opinion. Keep in mind that they are not listed in any particular order and each factor weighs differently depending on the hiring executive.

Here are at least 10 key things our specialists look at when identifying evidence of exceptional abilities:

PROFESSIONAL FOUNDATION

Think of this as pedigree, but instead of genealogy it’s based on years of solid professional training, industry concentration with highly developed skill sets.  

Did the person follow the typically progression in the areas of expertise?  How hands-on or broad is the person’s experience in executing the responsibilities required to be successful?  Is it truly a proven track record or a fluff?

The point:   A leader without proven experiences can only advice you on what you should do without supporting real-world frame of references exposing you to a potentially risky or dangerous outcome. 

PROBLEM SOLVER

Does the candidate thrive in solving issues unique in the field? What extraordinarily ability that the candidate possesses that allow him to tackle and solve the problems?  

When a candidate can explain the issues, describe the processes he or she has implemented, assess improvements while relishing in the accomplishments, chances are high that the candidate is truly an exceptional talent.  

This factor is directly associated with the Candidate’s level of creativity and innate ability to think unconventionally and critically, setting him above the average talent pool.

ADAPTABILITY

An average candidate enjoys routine tasks, certainties on his daily role and tend to be a creature of habit.  However, in this result-driven business environment, executives demand talent who are highly adaptable.  

This individual thrives in constantly changing roles and responsibilities that would give him a sense of accomplishment in areas that are unknown, which are often seen as adventures to explore.  

This candidate often speaks of challenges that he could overcome which could turn to experiences that can easily be described as his professional bragging rights. 

TRAINABLE

Many leaders and executives enjoy imparting their expertise and knowledge to a person who is highly trainable.  They want to pass the baton to the next person who is willing to be groomed to be the upcoming talent in their organizations.  

Executives want candidates who are “unnurtured” by competitors, have not acquired “bad habits” and are willing to learn techniques and strategies unique to certain industries.  

In other words, know-it-all individuals are considered red flags or unadaptable and will surely be dismissed on the first elimination round.

DIPLOMATIC

Talent with exceptional ability to convey their ideas and perspectives effectively on paper or directly with a group of people. They facilitate varying point of views with the goal of achieving definite resolution or buy-in that every team member could agree.  

Needless to say, their communication skills are above par whether they are dealing with executives, team members, customers, vendors and other stakeholders.

INTERPERSONAL SKILLS

Have you ever met someone who is always smiling and truly get along with anyone she works with?  It does not mean she likes everyone, but she has this ability to make other people like her.  

To top it off, the person is often described by colleague as someone who has a great attitude, strong determination with high ambitions to get promoted.   And yet, many people tend to open up to this person because they often felt warmth, valued and heard.

This person possesses exceptional interpersonal skills who are considered as “peace-maker” and has the ability to rally people towards a common objective allowing them to overcome obstacles and social barriers within an organization or industry. 

PROGRESSIVE

When it comes to their career, exceptional talents are looking for ways to evolve. They first start with a vision on what skill sets they would like to acquire along the way and completely attained at the height of their careers.  

The hope is that they would work for the right companies that would help them develop those desired skill sets.  When they feel like they are no longer flourishing, they would gladly pivot to a different career or company without hesitation.

POSITIVE OUTLOOK

An individual with a great attitude is definitely a plus but combined that with being hopeful for oneself and future prospects are truly exceptional.  This outlook would help the talent develop healthy relationships with colleagues while gaining the trust and loyalty of other team members.

Their positive self-concept would help them overcome adversity when dealing with different personality types in any business environment. 

CONSCIENTIOUS LEADERS

In a diverse environment, individuals who have the ability to rally groups of people towards a set of objectives while addressing and overcoming resistance are desirable to innovative organizations.  

These leaders or talent tend to command attention while assuring objectives are executed expeditiously.  It is a balancing act between achieving desired goals while making sure all stakeholders are reasonably satisfied. 

HIGHLY EXPERIENCED

Individuals with formal or advanced training such academic studies in highly specialized industries would help them utilize case studies and scenarios applicable to current and future challenges they may encounter.  

In addition, their proven work experience would give them valuable and deeper understanding on what works in real world scenario.  

These talents do not second-guess themselves, but instead they double check and verify potential solution they may employ.  Their silent confidence is typically based on years of successes and failures.

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COPYRIGHT © 2022 Access Executives, LLC All rights reserved.  The statements, posts and pages in this website are copyrighted and cannot be used in part or whole without permission.  The ideas, views, opinions, and statements were created by the principals of Access Executives, LLC and Access Executive Search.

It is no secret that that the last 24 months have been tumultuous times in the recruitment universe. 

CONSIDER THE FOLLOWING SITUATION

After the shutdown of 2020, professionals became accustomed to working remotely; and companies who pursued talented individuals would aggressively increase the proposed salary by 10 to 30% of pre-pandemic level.  Eventually, many candidates caught on and have expected their recruiters to offer more in addition to other benefits making the whole package very attractive.

THE SAD REALITY

Many companies who attempted to perform their own recruitment internally have confided to us that they spent countless hours of meetings and interviews only to be turned down at the very last minute and in some cases on the day the candidate was expected to start.  This scenario has become common occurrences behind the scenes and the talent acquisition team would feel defeated and helpless.

Frustrated and alienated they have turned to us.

What’s the difference between our clients’ internal recruitment team and Access Executives?

Trust has always been the foundation of our recruitment and referral process.

The same way that we have pre-existing relationships with our clients, our candidates have on-going relationships with our specialists in the span of months and often multiple years.  In short, our clients and candidates listen to our opinion and would truly consider our recommendation.

Here’s how we do it:

At the final stage of the interview process, our specialists would debrief the candidate to make sure that the recruit has a clear expectation on what the role entails, while discussing further the responsibilities and challenges that the recruit would be facing in the future.

In addition, our specialists would double check that the candidate has all the information regarding benefits, salary expectations, bonuses, and other relevant incentives.  At this stage, our specialists would address valid or sensitive concerns that the candidate might have, paving a safe avenue to open a critical discussion. 

The Benefit?

By guiding and addressing the opinions and concerns of all stakeholders, our specialists would make certain that everyone is on the same page increasing the confidence level of both the hiring manager and candidate.  Based on our experience, this process considerably diminishes the chances of a bad hire.

Our specialists do not stop when the candidate gets hired:  we touch base regularly with the newly hired employee. We watch out for potential red flags that might affect both parties in the immediate future.

BELOW ARE ADDITIONAL BENEFITS TO YOU AS OUR CLIENT:

• Decrease the risk of hiring the wrong executives or employee
• We take on the emotional pressure and burden of finding the right person
• Your normal work tasks and duties do not get interrupted
• You get access to talented individuals who are passively looking
• You have unique privilege to tap on our network of professionals
• You can rely on our field of expertise
• We eliminate the noise in the hiring process
• We push your business interests by becoming your advocate
• You can remain anonymous decreasing your exposure to potential negative publicity
• Shorten the recruitment process by weeks since we have multiple recruiters working simultaneously on your positions
• Save time, money, and massive hiring effort

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COPYRIGHT © 2022 Access Executives, LLC All rights reserved.  The statements, posts and pages in this website are copyrighted and cannot be used in part or whole without permission.  The ideas, views, opinions, and statements were created by the principals of Access Executives, LLC and Access Executive Search.