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RSI - Executive Search Firm News | Company Newsletter, July 2006

Executive Search Firm News Center Features

Welcome to the RSI Company Newsletters Area. Keep up on current developments and News in your Market.

RSI Executive Search Firm News Featured Areas:
Company Newsletters | Case Studies
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The RSI Executive Search Firm News Center Area is designed as a resource for Employers and Candidates for the Executive Search Recruiting Industry. The RSI Executive Search Firm News Center contains Company Newsletters, Article Series Career Corner, Management Matters & Indutry Related Articles covering RSI's 18 Verticle Search Markets and RSI Client Case Studies.

 
 
 
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RSI - Executive Search Firm | Executive Recruiting, Executive Search, Sales Recruiting

RSI Executive Search Firm Company Newsletter, July 2006

Issue: #8
Date: July 1st, 2006


 PDF Version
Reaction Search International Executive Search Firm - Executive Search, Executive Recruiting & Sales Search, Sales Recruiting Specialists This Month in the RSI Newsletter
» Hot Spots: Does Your Major Matter?
» Cover Letters: Are they Valuable?
» Congratulations: RSI Placements
» Did you know?: Partnerships
Executive Search Firm Newsletter Executive Search Firm Newsletter

Did You Know?
Choosing an Employer

If you are a recent college grad, there are a couple of things you should know. Now that you've graduated, you have a choice to make. You need to get into a career. Before you make those choices, there are some resources you should take advantage of; calling on the help of the Career Center at your school. They can help you to assess, qualify, and select the proper company for your beliefs, interests, and talents.

While you conduct your due-diligence, be sure to ask some basic questions: What does this industry/company do and offer? How do they lend value to their clients? How do they differ? Research the companies you're interested in before making a decision.

As you do, be sure to ask questions:
What is the company's culture? What is the overall personality of the company? Who are the leading executives? Do they value their employees? These simple questions are easy to get answered through any college Career Center.

Once you've created a short list of companies, read through those company job descriptions, peruse their website, and get evaluations of the company from any fellow students or contacts who've worked there as summer interns or as full-time employees.

With those steps completed, you can feel comfortable about selecting a company that would create, promote, and encourage you to thrive.

 

Your Job Search:
How to Play Along

When working with a recruiter, there are some things that any job-seeker should keep in mind.

First, your recruiter is busy. While they are working with you for one particular opportunity, they are, most likely, working with numerous others on several positions, as well as working with candidates for the same position you are applying for. This means that their time is limited, and whether they want to or not, it is human nature to discount someone who is disruptive to their day, and keeps coming to them with questions multiple times a day.

One piece of advice is to get several questions together, make your call, and then let your recruiter do his/her work for you. Keep in mind that the more time you have them on the phone or answering your emails, they are not communicating with hiring authorities on your behalf, or coming any closer to having another great opportunity for you.

Secondly, keep yourself available for quick conversations or to answer short emails from your recruiter. There are often small points that get overlooked throughout the recruitment process, and it shows hiring managers and recruiters that you are truly interested, and willing to do whatever it takes to "get the job done".

Thirdly and most importantly is communication with the hiring company. Companies hire recruiters to act as middle-man between themselves and the candidates. It is bad form to call, or email an interviewing manager with questions or comments without being contacted first. If you initiate contact asking questions, or prodding for quick feedback directly, you demonstrate to them that you don't follow direction, and you have no respect for the process.

We are aware that it seems like a one way street, but remember that it's a game. There are rules to this game, and if you are going to play, don't get yourself disqualified by doing something that could have been avoided. If you have questions that MUST be answered, ask your recruiter, but pick your spots, and don't go overboard.

 

Hot Spots:
Are You Over Qualified?

In the recruiting business, there are some common warning flags that come up when working with a candidate who is very highly experienced. One of the most common is the willingness of a highly successful candidate who is ready to capture a position that would have reported to them in their previous position. When a VP of Sales at a large company takes a separation package and leaves, that candidate is telling the professional world that they are done. This is not the time to start a new job search and look for a role significantly lower in prestige and pay to "do what you really like to do...Sell".

This situation always makes any good recruiter start asking questions. Why would a VP want to carry a bag again? Why would someone so successful at managing want to go back to being managed?

Hiring authorities don't want to hire someone that could potentially take their job away. They would rather hire someone they can groom and develop to succeed them. This thinking--that they can offer assistance to the current manager--is not a wise one. Ask yourself; would you want someone who supposedly worked for you looking over your shoulder, critiquing everything you do?

It is a rare occasion when a company worth working for is willing to hire someone who is so grossly over qualified that it seems a bit ridiculous that this person is willing to do the job at hand.

Unfortunately, if you are one of these professionals that has had a great deal of success, either professionally, or monetarily, you are cast into that mold. Clients pay recruiters quite a bit of money to source, find, and recruit the "perfect candidate", not to find them the biggest title they can find who is willing to do the work that they recently managed.

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