In recruiting, metrics can serve as a revealing measurement of performance. They can also distract you from the ultimate goal of any recruiting project: placing the best candidates as quickly as possible. In other words, doing exactly what your client hired you to do.
You always learn a lot in your first year on the job. This is true of every job in every industry—and executive recruiting is no exception. In fact, the learning curve in this high-end, high-pressure field is uniquely steep. I know from experience. I entered executive recruiting after a few years in law, some time at an eCommerce startup, and a short stint at Merrill Lynch.
The job spec is a key component of every search process―but often, it’s overlooked. The reason is, recruiters tend to think of the job spec as a simple, straightforward task―a box that needs to be checked and dismissed. In reality, though, the job spec has to accomplish two difficult things: it needs to accurately describe the role and adequately intrigue potential candidates.
Whether you’re leaving a larger firm with an existing team or opening up a one-man shop, starting your own search firm is a challenging and multifaceted experience. It’s exciting, no doubt—but the decision to branch out on your own is not one you should take lightly. It necessitates forethought.
Executive search is a collaborative service. In fact, a search typically only ever proves successful if the client you’re conducting it with is invested in the process—meaning they’re engaged and committed to ensuring you have the information and insight you need to locate and land quality candidates. As a recruiter, you can’t make decisions unilaterally on your client’s behalf. You’re not familiar with your client’s company and their unique set of challenges. In order to do your job effectively, you and your client have to work together.
As an executive recruiter, you’re bound to make mistakes. Because of that, you’re also bound to have unhappy clients. Regardless of what makes a client upset, how you handle moments of discontent—and, more important, how you prepare for them—is part of what will determine your success in the field.
