Executive recruiters come in a variety of styles—some are flashy and fast, others quiet and thoughtful. Some seem more like salesmen, while others operate like scientists. Whatever their approach, the best executive recruiters all possess certain internal traits that help them succeed—behavioral mechanics conducive to excellence. Here are five of the most critical.
As an executive recruiter, you are hired to perform a service for your client. But your work with that client should really be a partnership. If your client is not engaged through the entire recruitment process, your search can take a lot longer than it should and can even have a higher chance of failing. And the chance of ticking off your client will skyrocket.
Not all search firms are created equal, but firms that prove successful do tend to have certain features in common. For one thing, search firms are generally powered by a few core functions, each serving a specific purpose. There are the roles of enforcing strategy, conducting research, leading administrative organization, and, of course, the actual recruiting.
You get to work with interesting people, immerse yourself in diverse professions, and bring people together in a way that might not have been possible without you. But if you do the job incorrectly, it can become a constant battle against your bad habits.
