An executive search consultant is typically in charge of finding candidates for high-level and C-Suite positions. An executive search consultant’s responsibilities may include managing the recruitment process, which is normally handled by a company employee. An executive search consultant may work for clients in a variety of industries or specialize in one. Prospective candidates may also benefit from executive search consultants’ advice on how to conduct a successful interview.
The types of positions that an executive search consultant typically recruits differ from those handled by recruiters at traditional employment agencies. Whereas a regular recruiter might look for candidates to fill entry-level or mid-level positions, an executive consultant only looks for candidates for senior positions. Chief executive officers (CEOs), chief operating officers (COOs), and chief financial officers (CFOs) are all examples of C-Suite positions (CFO). Engineers, directors, and comptrollers may all fall under the high-level job category.
Some executive search consultants specialize in a particular industry, such as finance or marketing. Others might work for a company that recruits for a variety of industries. In some cases, an executive search consultant may work exclusively for a company, recruiting for all senior management positions.
Typically, an executive search consultant will be in charge of an organization’s recruitment process. This may entail placing advertisements in publications that are read by potential candidates. Colleagues in the recruitment industry may also be a source of candidate referrals, both giving and receiving.
A prescreen interview with potential candidates is usually conducted by the executive search consultant. Most executive recruiters are also in charge of conducting background checks on potential hires. Before presenting a candidate to a client, information about the candidate’s credit, criminal history, and employment references is verified.
Interviews are usually scheduled with a client after the client has chosen from a list of candidates presented by the recruiter. Before the interview, it is not uncommon for the recruiter to coach the candidate. Once the client has decided which candidate is the best fit, the executive search consultant can help the client and candidate negotiate the job offer and related benefits.
Maintaining a database of potential candidates to scout when a position becomes available is standard practice. Many executive recruiters, on the other hand, have a client list resulting from a long-term business relationship. The goal of this strategy is to ensure that her services are utilized by the organization when a position becomes available.
The salary of an executive recruiter is usually linked to the placement of a candidate for a senior level position. She could be paid a retainer to work solely for the client. Paying a candidate after he or she accepts a job offer is another option.