Exectuive-i Blog - Designed for the executive

Leading on from last weeks blog I wanted to touch on the particular point of speculative applications, raised during a consult earlier today.

Speculative applications are only advisable if they are qualified, which really means you should try and make them appear as unspeculative as possible!

All I’d point out is that a recruiter is much more likely to take your application seriously if there is a measured approach, they don’t want to feel like they are one of hundreds of recruiters you have approached.

I’ve even seen examples of candidates in the past who have (inexplicably) sent their CV to many recruiters in the same email, cc’ing everyone in the process.

This is at the far end of the scale but a recruiter is not going to be breaking the door down to speak to a candidate that a) has not demonstrated overly professional characteristics; b) has eradicated any feeling of quality and exclusivity; and c) looks a little desperate.

Either way, you need to ensure you tailor any speculative applications according to your audience, do your homework and make sure you add as much personality to the application as possible, which ideally means picking up the phone to them.

In essence, speculative applications are another way of building your network and I think you must have a long term strategy in mind. The most appropriate contacts will be the most effective ones opening up the right opportunities for you when they come their way.

A useful tool for matching up with the right contacts is our Executive Search Network and Company Research facility which serves to open up a whole host of pre-qualified channels

Have a productive week…

Whilst conducting an executive consult last week, the subject came up of direct enquiries and applications to hiring companies (as opposed to recruiters).

My consult was wondering whether to pursue this channel proactively or to stick with only applying to specific positions advertised through various media.

In fact, we have found that corporates are advertising more positions than ever themselves, due to the combined effect of the user-friendly and highly targeted nature of internet advertising and the downturn necessitating the need to look for cheaper routes to market.

HR departments are now more comfortable using executive job boards and business networks to source top talent; building links with contacts not only for present but also for future needs.

Talking directly to companies is a necessity with more jobs being secured than ever through networking and particularly through direct job adverts.

Evidence of this can be found on executive-i.com, with direct adverts having increased by 73% over the last 12 months (as at 31st May 2010).

Evidence can also be found with the growing trend of Talent Acquisition experts joining the HR teams of corporates throughout the UK. They are essentially internal headhunters tasked with maximising routes to market for present and future needs and minimising the need for external service providers.

It is therefore essential that you proactively approach target companies to maximise your prospects. Make sure you speak to the key decision makers throughout the process. This will ensure you can not only influence the right people but also gain relevant and essential feedback to ensure you can make improvements and learn from the process.

Have a productive week…

I speak to numerous senior executives every week and there is often a common underlying frustration that they all have… lack of feedback.

Recruiters are habitually bad at getting back in touch with candidates to let them know they have been unsuccessful in their application. Of course this can be the nature of the beast with recruiters typically receiving on average 200 applications for each position.

I would also tie this into why there is often a lack of tangibles and personality throughout the process and magnifies the necessity to develop your network with key high calibre contacts.

The following techniques have proved very successful in improving feedback whilst extending your network and adding familiarity to the process.

In fact many of our Premium clients have improved their interview rates significantly whilst improving the communication of key, relevant skillsets and opening up their network:

Ear to the ground – Try to source opportunities as soon as they come up by regularly checking your sources and setting up RSS feeds. Contact the day the job goes live gets you ahead of the pack and often is the quietest time before the onslaught of applications the following day.

Add personality – If the opportunity looks particularly good, phone then immediately as they will be inundated the following day when job alerts are sent.

Sell yourself – use this contact as an excuse to sound out the key triggers of interest and sell your relevant skills and experience.

Build your contacts – even if the opportunity is not right make sure you develop your relationship with that contact so that they are more likely to think of you for future opportunities, suggest a 20 minute coffee if they’re particularly relevant.

Follow up – if you don’t manage to talk to anyone, make sure you follow up your application, find out why you didn’t make the grade.

You are looking for a senior level executive job and not to work as a shelf stacker so the majority of recruiters should entertain your call.

Have a productive week…

It seems ludicrously obvious to point out that a key indicator to improving confidence has been the state of the recruitment market. However, a significant component of this is recruitment companies’ recruitment practices. In the main, they have a holistic view of their niche, it’s trends and most importantly their recruiting practices.

Over the last quarter, we have noticed a complete shift change in adverts for recruitment consultants compared with the same period last year with over 3 times as many adverts posted.

Clearly recruitment consultants are experiencing significant increases in the levels of mandates, as have we. When comparing the first 5 months of 2010 to the first 5 of 2009 we have found:

• 59% more jobs advertised across all industries and disciplines
• 68% increase in jobs advertised directly by the hiring company

This last point is an indication of the growing confidence of direct hirers advertising their own vacancies on the internet but clearly these findings are a good sign for all concerned.