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Not all executive recruiters are equal, the more knowledgeable and active the Executive Recruiters are the higher the chances that you will be exposed to various career opportunities. 

WHAT ARE THE ADVANTAGES OF MEETING WITH AN EXECUTIVE RECRUITER?

Below are reasons why candidates should team up with seasoned Executive Recruiters:

• Seasoned Recruiters have direct contact with hiring managers. They have long standing relationships with decision makers and both parties are accustomed to certain recruitment process. The recruitment practice has developed and evolved over the course of their relationship. Hence, the bond is solid and therefore hard to break

• Seasoned Recruiters have consistent access to confidential positions that are not published through normal channels. They tend to know which positions would be available before they are revealed to the general public

• Executive Recruiters can give you valuable insight on the operations, history, and personality of their clients prior to the interview that put you on a substantial advantage against other competing candidates

• Executive Recruiters would make extra effort to coach, inform, and guide you during the interview process since it is in their best interests for you to do well. When you do well, they look good in the eyes of their clients

• Executive Recruiters can eventually become your personal representatives or advocates. Without jeopardizing your current position, Executive Recruiters can keep your interests in certain positions discreet.  They can set up confidential meetings with minimal interruptions to your daily work responsibilities

• Executive Recruiters can handle sensitive information that you do not want to address, such as compensation, potential bonuses, incentives, insurance, retirement benefits, stock ownership, equity and other benefits  

Here are signs that you are dealing with the right Executive Recruiter:

1). STRONG INFLUENCE: Your recruiter has a seat on the table and involved in the decision-making process.

2). GOOD REPUTATION: Seasoned executive recruiter would adamantly protect his/her reputation with their valued clients. The strong relationships the recruiter developed overtime took months even years to establish.

3). HONEST & TRANSPARENT: A good recruiter does not keep you in the dark and honest on where you stand in the interview process. You can expect no surprises and confident that you are being told the right thing.

4). SHOWS EMPATHY: You are able to share your concerns and feedback and the recruiter would be able to understand and relate with no negative repercussion.

5). DIPLOMATIC: A seasoned recruiter knows how to navigate the situation, while treading lightly and diplomatically with their valued clients. After all, they have the duty to protect the interests of the people they represent on both sides.

The lesson is to be transparent and honest with your seasoned executive recruiter, hopefully they would be your coach and advocate in the event that you faced a roadblock in the interview process.

Please do not hesitate to give us a call at 702.589.4655 and speak with one of our Executive Recruiters.

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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.

No matter how experienced you are, interviews can still be challenging and nerve racking to many candidates because of all the unfavorable perception we had in the past validated by our actual negative experiences. The ways you can overcome the challenges are by preparation and practice.

Interviews are often perceived as difficult because of the following:

1). Self-imposed internal pressure to do well given a limited time to practice.

2). Uncertainty from how the interviewer will react to your answers and delivery because you neglected to reflect on how your answers would be received.

3). Unrealistic expectation and ideas you mentally formulated prior to the actual interview by a creating fantasy on how the position or company would suit your long term career objectives.

4). You are wondering if the other candidates are better than you rather than focusing on how you can make a difference by giving valuable insights on the questions being asked.

HOW DO I PREPARE FOR AN INTERVIEW AND WHAT SHOULD I EXPECT?

The purpose of interviews from the perspective of the hiring managers is to gain insight on what you have done, your background, and skill sets that could help the interviewers match your strengths with the needs and challenges of the position. 

As a candidate, interviews are opportunities for you to gain clarity on what the position entails, the personality of the hiring manager, the positive attributes of the company and how the position would benefit and enhance your career at a long-term basis. 

The following are suggestions on how to prepare for interviews:

• Read as much as you can about the company.  It is very flattering to the hiring manager when you show genuine interests towards the products, services, and current news regarding the company you are interviewing for.  This allows you to engage, which sends a message that you are willing to immerse yourself with the current events involving the company while employing your industry know-how to solve and alleviate problems that you might face. At the very least, the information you gathered could be basis of conversations for you and the interviewer.

• Review your resume and recite your accomplishments.  Be prepared to cite specific accomplishments matching them with the needs that the hiring manager mentioned during your conversation.  Practice on how you would describe your accomplishments in a clear and interesting manner. Create a story that the interviewer would find interesting.

• Review the job description and have a thorough understanding of what the position entails. 
• Be prepared to ask appropriate questions such as what are the main challenges of the position?, who does the position report to?, who have been successful in the past?, what are the immediate needs of the department?, and how many people would this person be managing?

• Keep in mind that an interview is a two-way communication.  Create a mental attitude that you are going to have a great conversation with the interviewer by genuinely be interested with the person in front of you and the company that the individual represents.

• Avoid making assumptions about the interviewer and why certain questions are being asked even if they are unusual. Keep in mind that the questions were asked for specific reasons. The most obvious answer is to match the needs of the position with your skill sets. Hence, the way you answer the questions can directly affect your chances of being considered for the next round.

• During the meeting avoid trying to figure out what the interviewer thinks of you so your mind does not go off on a tangent, but instead concentrate on the way you deliver the information and how they would be perceived.

To learn more on how to prepare for an interview, please call us for at 702.589.4650 and speak with one of our specialists.

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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 sets, 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.

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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 sets, 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.

Here are at least 5 key things our specialists look at when identifying evidence of exceptional abilities: (Part 2)

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.