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Posts Tagged ‘Mexico Executive Search’

BUSINESS WEEK: What You Should Know About Headhunters

February 11th, 2010

Executive recruiters can usher you into the corner office or leave you stranded after the fourth interview. Here’s what to expect.

by Joseph Daniel McCool

Executive recruiters—or headhunters as most businesspeople know them—are especially influential agents of executive mobility and management-career opportunity.

They are powerful ambassadors of hiring organizations’ brands and cultures, and their work lubricates the wheels of corporate growth, change management, and leadership like no other external business advisers. Their actions can shape corporate performance, because they hold the keys to most of the world’s highest-paying management jobs by virtue of controlling access to them.

Collectively, executive recruiters network their way to millions of experienced managers around the world each year to identify the most promising candidates. Their judgment determines who deserves to be introduced to client hiring organizations.

The truth is, whether you’re building a company or your own senior management career, you can’t get anywhere in business without the headhunters.

| Read full article at Businessweek.com



Jose Ruiz is Principal and Executive Search Consultant in Heidrick & Struggles. You can share your views of this article or aything related to the manufacturing, maquiladora operations or executive search at: jruiz@heidrick.com

About Heidrick & Struggles International, Inc.

The world’s premier provider of senior-level executive search and leadership consulting services. The firm’s executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

 

Career Development, Mexico Executive Search , , , , , ,

Are you carbon ready?

January 28th, 2010

The world is rapidly moving to a new carbon regime, with the G8 economies already on board and the G20 working hard to develop and implement a global solution to reduce carbon emissions. To take full advantage of the opportunities in the low carbon economy, while adeptly navigating the potential pitfalls that will ensue, organisations will require a new type of leader. Specifically, these individuals must be able to manage the new “triple bottom line” – the natural environment, the social and political system, and the global economy.

Are You Carbon Ready? explores the key questions that directors, senior executives and others should be asking as they prepare for the low carbon economy.

[Download in PDF]


About Heidrick & Struggles
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 55 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit
www.heidrick.com

Mexico Industry , , , , ,

Latin America poised for economic rebound

December 11th, 2009

51006675By Chris Kraul – LATimes.com
December 11, 2009

Led by resource-rich Brazil, the region is forecast to enjoy 4.1% growth next year, far outpacing the U.S.

Reporting from Bogota, Colombia – From appliance stores in Brazil to auto assembly lines in Mexico, signs are evident that Latin America has seen the worst of the global economic crisis and is poised for solid expansion.

The region is expected to post economic growth of 4.1% next year, according to a forecast released Thursday by the United Nations’ Economic Commission for Latin America and the Caribbean. That’s a stronger rebound than previously anticipated.

| Read full article

Economy, Mexico Executive Search, Mexico Indexes, Mexico Industry , , , , ,

Should those who still have jobs get used to paycuts?

August 27th, 2009

people

Jobs: Lessons from the Great Recession (Business Week)

Those who still have jobs should get used to pay cuts, furloughs, and all-around uncertainty. Welcome to the age of the microentrepreneur

By Chris Farrell (Source: Businessweek.com)

Thanks to the Great Recession, another corporate taboo has been shattered: large-scale pay cuts. As a general practice, companies typically resist slashing worker pay during downturns, especially for their white-collar employees. The preferred response to falling profits has long been layoffs. The main reason both managers and workers prefer layoffs to pay cuts is that pink slips seem to concentrate the pain while pay cuts spread the distress.

“Employers are reluctant to cut the nominal rate of pay,” says Daniel J.B. Mitchell, professor emeritus at the UCLA Anderson School of Management and the School of Public Affairs. “It causes morale problems and antagonizes the workforce.”

| Read full story


Jose Ruiz is a Principal in Heidrick & Struggles’ Monterrey office. As an executive recruiter he has worked on executive search projects for multinational clients in industrial sectors and consumer markets.

About Heidrick & Struggles International, Inc.
The world’s premier provider of senior-level executive search and leadership consulting services. The firm’s executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

 

Job Market, Mexico Executive Search, Mexico Industry , , , , , ,

Is Starbucks turning into McDonald’s or McDonald’s into Starbucks? There is irony to this story.

August 22nd, 2009

By Jose Ruiz
Consumer Markets

Monterrey, Nuevo Leon (August 21, 2009).- A few days back I read an article about how Starbucks’ baristas were complaining about the new ‘lean’ initiative that was turning them into robots. The baristas – from Italian etymology referring to a person working behind the bar, in this case an espresso bar – were talking about the efforts to eliminate unnecessary movements and steps to improve efficiencies. Methods long used in manufacturing lines…and fast food restaurants.

A grinder next to an espresso machine

A grinder next to an espresso machine

The article called it the McDonalization of Starbucks. McDonalization? I have to say I’m not sure what the baristas were complaining about. Starbucks has been in the fast food business for a long time. It’s been years since I’ve seen a stand alone espresso grinder or a tamper in a Starbucks coffee house.

When you walk into a neighborhood coffee house the smell is different. You can spot at least two stand alone grinders that are hand calibrated to get the perfect grain size of different types of espresso beans. The barista grinds the beans, places the grind in a porta-filter and compacts the grind with a tamper and then places the porta-filter in the machine to obtain a shot of espresso. The grinder settings, the hand pressure used to compact the grind into the porta-filter, the time used to extract the shot are all variables the barista controls. It’s an art. To prepare espresso drinks, such as the now famous, caramel machiatto or a cinnamon latte, the espresso shot is added to vapor heated milk. Achieving the right temperature and speed in heating the milk to release sweetness is an art itself. Syrups are then used to add more sweetness and flavors. It has been a very long time since Starbucks baristas have controlled those variables.

Coffee Syrups

Coffee Syrups

Starbucks has long used super automatic espresso machines. At the push of a button, an internal grinder, grinds the right amount of espresso and automatically does everything else for an espresso shot to come out of its spout. There are no syrup racks at Starbucks, only pre-prepared concentrate mixes for their drinks. Don’t get me wrong. It’s not a bad thing. It guarantees me that a teenager who just got started will prepare my short latte the same way a seasoned barista can in the same store. It’s a good thing for consistency. But it’s no longer an art at Starbucks. Baristas can complain about the McDonalization of Starbucks but they really have not been true baristas in a long time.

A Tamper

A Tamper

But here is the irony. This morning I walked into a coffee shop. The smell was there. Two grinders stood tall on the bar along side a syrup rack. A tamper and a used grind box was there sitting next to a three group espresso machine. I asked the barista if he could do something special for me…and he did! I took my drink and sat on a real leather sofa to read the newspaper. I wanted to take out my laptop to write this but it just did not feel right.  Ahh, a real coffee shop: A McCafe. Yes, you read right: A McCafe sitting next to a McDonald’s sharing a terrace. McCafe’s are incorporating traditional coffee house techniques and training real baristas.  

Maybe those baristas complaining about the McDonalization of Starbucks should go work for a McCafe.

…Oh, and the price of my short latte was about 20% less compared to Starbucks.  

 

A McCafe: Notice the grinder on the bar and the real cups sitting on top of the espresso machine. It's a coffee house! They're getting it right.

A McCafe: Notice the grinder on the bar and the real cups sitting on top of the espresso machine. It's a coffee house! They're getting it right.


Jose Ruiz is a Principal in Heidrick & Struggles’ Monterrey office. As an executive recruiter he has worked on executive search projects for multinational clients in industrial sectors and consumer markets. 

 

About Heidrick & Struggles International, Inc.
The world’s premier provider of senior-level executive search and leadership consulting services. The firm’s executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please
visit www.heidrick.com

Consumer Markets, Mexico Industry , , , , , , ,

You own your business: It’s you – Treat yourself like one.

August 10th, 2009

business_pathYou Corp.
Succeed by applying to your personal life and career the same principals that propel leading corporations.

by Jose Ruiz

The exact definition of business is a matter of debate.  But without getting into much detail or controversy a business is a legally recognized organization designed to provide goods and/or services to consumers.  Formed to earn profit that will increase the wealth of its stake holders and grow the business itself.
 
If you are reading this there is a high probability that you work, you are either an employee or an entrepreneur.  It really does not matter.  In the end, you do something (your product) and someone pays for it.  People who surround you or depend on you such as your wife, kids, parents are affected by how you do it and what you get. They, along with you, are stake holders. I’m pretty sure that you and your stake holders have felt the need to increase your wealth. You are a business.
 
Working in executive search I speak to many managers and directors from Fortune 500 organizations. They are masters of business strategy and execution yet, most of the time, I get a strange look if not a blank stare when I ask how they have applied those concepts to their person and how they have used those concepts to get to where they are. I truly can’t say they got there by chance. But I’m also not sure it was always something that was planned and mapped out. There are moments in time which change the course of events, alter the paths of your career and change your professional life. Some are positive and some are negative and for most of us the majority of these events are unexpected.
 
When I ask people who have had successful careers what the secret is, the most common response is “hard work and perseverance”. Check! You won’t be successful without them. But I also know many people who have worked hard, been relentless and have fallen short of their goals. There are no guarantees that you will be successful and achieve all of your goals, but I bet you can increase your chances by applying the same business concepts great corporations use. You might already work for one and apply them everyday, you just might not be applying them to yourself.
 
Identify and understand your stakeholders
People who surround you or depend on you such as your wife, kids, parents are affected by how you do it and what you get. What are their needs today and what will they be tomorrow? Your needs and those of your other stakeholders should be your big objective.
 
Know, understand and develop your product/service 
Know what makes you valuable and think about how your current job or activities will affect that value. In the end, your employer is your client. How many potential clients do you have? Be strategic. Everything you do should be part of the creation of a unique and valuable position. A good strategy may require you to make trade-offs – Your resources are limited. Choosing what not to do is just as important as choosing what to do.
 
Create and propel your personal brand
Yes, you are a brand. Distinguish yourself and make sure you never forget that perceptions matter. People remember you and what you are by what you do and what you reflect. Work on a positive brand.
 
Apply The Hedgehog Concept (Simplicity within the Three Circles)
Good-to-Great companies do what they can do best (as opposed to what they want to do best), what they are deeply passionate about, and they focus on what drives their economic engine.
 
Be effective: Plan and execute seamlessly
Know where you want to go, plan how you are going to get there and when. Be visionary. Spot trends but stay focused and constantly reassess everything.
 
Focus, document and measure relentlessly
Use a central score board and share it with your stakeholders. Goals slip when progress is not being measured…and measured against time. Set milestones at frequent intervals. When gaps occur, question what went wrong and apply corrective actions.
 
Be ruthless with resources and stay financially flexible
We live in a world of cycles. Recessions and economic crisis will happen and most likely a few times in our lifetime. Be prepared, don’t lose focus and be sustainable. Plan long term.
 
Don’t B.S. yourself
B.S. your clients or your stakeholders and it will have an impact on your personal brand. B.S. yourself and you will be on a direct path to failure. Believe your own B.S. and you are done.

Jose Ruizis a Principal in Heidrick & Struggles’ Monterrey office. As an executive recruiter he has worked on executive search projects for multinational clients in industrial sectors and consumer markets. He can be reached at +52 (818) 8625-6521 or jruiz@heidrick.com

About Heidrick & Struggles International, Inc.
The world’s premier provider of senior-level executive search and leadership consulting services. The firm’s executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit
www.heidrick.com

HR Management in Mexico, Leadership, Mexico Executive Search , , , , , , , , , , , , ,

Leadership Consulting – São Paulo

March 22nd, 2009
Darcio Crespi, Ana Paula Chagas, Steve Langton, Jose Ruiz, Manoel Rebello and Dominique Einhorn

Darcio Crespi, Ana Paula Chagas, Steve Langton, Jose Ruiz, Manoel Rebello and Dominique Einhorn in Sao Paulo office

Steve Langton (Sydney), Global PMP of Leadership Consulting, recently visited the Sao Paulo office to discuss Leadership Consulting in Latin America.

About Heidrick & Struggles
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

Mexico Executive Search , , , ,

Global Talent Index

March 8th, 2009

globaltalentindexHeidrick & Struggles: We know talent

If we consider talent to be a global commodity, as precious as oil or water, then it should be possible to analyze it as a commodity. To predict supply and demand. This study is an attempt to identify future trends around talent availability in national markets, in order to provide reliable data on an important challenge facing our time.

A combination of quantitative and qualitative data has been used to create the Global Talent Index; the quantitative data was collected from internationally respected sources such as UNESCO and population figures were based on UN projections. Some measures demanded a more qualitative approach, which was provided by the Economist Intelligence Unit’s network of country analysts.

[Go to Global Talent Index Website]

About Heidrick & Struggles International, Inc.
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

Mexico Executive Search , ,

Aerospace in Mexico

March 8th, 2009

Aerospace in Mexico

Bombardier gives boost to Mexico’s aerospace industry
Building jet airplanes has long been the domain of advanced industrial nations. Now Mexico is trying to join the club by hitching a ride…

Originally published May 27, 2007
By Marla Dickerson and Carlos Martinez
Los Angeles Times

 

QUERÉTARO, Mexico — Building jet airplanes has long been the domain of advanced industrial nations. Now Mexico is trying to join the club by hitching a ride with a Canadian aerospace company.

Montreal-based Bombardier Aerospace broke ground this month in this central Mexican city on a massive complex to build wiring harnesses, fuselages and flight controls.

The company, best known for its Learjets and other executive jets, already employs 450 workers here. It plans to have 1,200 by the end of next year.

Since it began production in temporary quarters in May 2006, Bombardier has hit the throttle.

Its Mexican employees are cranking out sub-assemblies such as tail rudders and stabilizers two years before the company had planned.

Mexican officials project Bombardier will start assembling complete planes here within five years. Company officials won’t make any promises. But it’s clearly on their radar screen.

“There is no doubt in my mind that if we stay focused the way we are now … that (Mexico) can do the same as we do in Canada or Europe or the United States,” said Real Gervais, director general of Bombardier’s Mexican operations.

Industry experts are dubious. Some suspect Bombardier’s talk of building aircraft here is a ruse to keep Canadian unions in line.

But if it comes to pass, Mexico would be one of the few developing nations doing final assembly of sophisticated planes.

“This is the great objective that we all have, not only Querétaro, but the nation,” said Renato Lopez Otamendi, secretary of sustainable development for the state of Querétaro.

Mexico’s aerospace industry comprises about 125 companies and 16,500 workers. Once little more than a low-cost job shop for U.S. aerospace suppliers, Mexico is handling increasingly sophisticated tasks.

A General Electric subsidiary employs 500 aerospace research and development workers in Querétaro. Some large aircraft maintenance operations are setting up shop.

U.S. imports of Mexican aerospace products totaled nearly $178 million last year, up 60 percent from 2000. Total aerospace exports topped $500 million in 2006, according to Mexico’s Economy Secretariat.

Government officials want to keep Mexico moving up the supply chain. While it has no ambitions to launch its own national program, as China is planning, it wants more high-value tasks from big companies, including structure and design work and final assembly.

“The big challenge for our country is to move toward a technology economy, toward a knowledge-based economy,” said Eduardo Solis, head of investment promotion for Mexico’s Economy Secretariat.

Mexico doesn’t have much choice. It’s fast losing basic industries such as textiles to nations with cheaper labor. So Mexico is looking to capitalize on its success at building products such as automobiles.

Aerospace carries a special cache. The industry has a huge “pulling” effect on other industries such as electronics and metallurgy. Countries that can build something as complex as a jetliner are viewed as having their industrial act together.

“It’s a big deal,” said consultant John Walsh of Maryland-based Walsh Aviation. “But there are a lot of hurdles to getting into the big leagues.”

Developing countries produced less than 10 percent of the aerospace parts imported by the U.S. last year, according to U.S. government figures.

The industry is capital-intensive and highly regulated, said Richard Aboulafia, aerospace analyst at Virginia-based Teal Group. He said the world’s plane builders produced fewer than 3,600 turbine-powered aircraft last year — so there’s little incentive for new competitors to jump into the business. Existing players don’t need vast amounts of cheap labor; they need highly skilled factory hands. Quality demands are relentless.

“This industry doesn’t favor mass production with lots of workers,” he said. “Productivity is the name of the game.”

Still, developing nations see opportunities. Despite previous failed efforts, China plans to develop large cargo and passenger aircraft to serve its burgeoning aviation market. Brazil’s Embraer has made a global splash with its small regional jets.

Embraer’s biggest competitor is Bombardier. The Canadian company is the world’s No. 3 aircraft maker behind Boeing and Airbus. Its main products are business jets, which are experiencing soaring demand, and regional jets, a segment that is struggling. The company has laid off thousands of workers in recent years and is under pressure to reduce costs. That was a major factor in its decision to put a facility in Mexico.

Bombardier’s interest in Mexico began with former Mexican President Vicente Fox, who persuaded company officials to consider including his nation in their global manufacturing network. After a lengthy search, Bombardier in late 2005 settled on Querétaro, an industrial hub of 1.6 million people 140 miles northwest of Mexico City. It is home to a number of research centers and multinational companies attracted by its solid universities and educated work force.

The city’s international airport, which opened in 2004, was a particular attraction for Bombardier. That’s where it is building its new complex, part of the company’s plans to invest $200 million in Mexico by 2016.

The temporary plant is running at full capacity. Workers are producing wiring harnesses for CRJ 700 and CRJ 900 regional jets, and for Challenger 300 and Global Express executive jets. Plans call for Mexico to become the main producer of the electrical guts for all Bombardier planes. It’s typical of the labor-intensive work being outsourced to lower-cost countries.

Still, Bombardier’s Mexican employees have proven capable of more complex tasks. Workers in blue polo shirts and safety goggles build the center fuselages for Challenger 850 executive jets and flight controls for the Q400 turboprop regional aircraft. When the new facilities open, they’ll assemble aft fuselages for Global Express business jets.

Plant manager Gervais said managing those high expectations is a big challenge. The company has attracted many qualified workers, some of whom left better paying jobs for Bombardier.

Gervais said their enthusiasm is first-rate, but their productivity and leadership abilities aren’t — not yet, anyway. The learning curve to build planes is steep. He said it will take years for his team to acquire the needed experience. Mexico must seal a safety agreement with the U.S. so that aircraft made here would pass muster with American aviation authorities, he added. Suppliers would have to commit to join Bombardier in Querétaro. The company now imports most of the components it needs, a time-consuming hassle.

“We need to build the base of the aerospace industry (in Mexico) before we start designing planes and manufacturing complete planes,” Gervais said.

Querétaro officials are pushing to make it happen. A local university created a technician program within weeks of Bombardier’s commitment to Querétaro. The state is building a $50 million aeronautic training center. It recently hosted a group of 20 potential suppliers to persuade them to set up shop.

Consultant Walsh is skeptical about Mexico’s chances. He said Bombardier has a history of shifting work around as a bargaining tool in labor talks.

Workers such as Maribel Rojas Morales hope he’s wrong.

“We’re improving every day,” said the 24-year-old wire harness worker. “We can do it.”

Mexico Industry , , , , , , ,

What You Should Know About Recruiters

February 28th, 2009

By Ralph Protsik, Managing Director | BSG TeamVentures / Boston Search Group, Inc.

At some point in your career — probably sooner rather than later — you will be dealing with recruiters (a/k/a headhunters). You may be looking for a new position (actively or passively) or you may be hiring; in some cases you may be doing both at the same time. In any event you’ll find a basic knowledge of recruiters valuable as you manage your career.

The first thing to note is that recruiters come in different flavors. Some work on retainer only — they take money (retainers) from clients to fill specific positions. This means their commitment and loyalty are to the client and not the candidate. In effect, they care less about which candidate is hired than about making sure he or she is the best person for the job. They also realize, however, that a candidate spurned by one client for one position could become the lead candidate for another search assignment for another client.

Typically firms working on retainer recruit from a target list of competitors and assemble a “short list” of prospective candidates who are interested, affordable, and (if relevant) relocatable. Each candidate has been evaluated on the basis of such criteria as industry/market knowledge, leadership skills, and record of performance. This short list may be as few as three candidates or as many as six. The client then interviews these recommended candidates over a week or two period and selects the one who best fits the position requirements and company culture. In many cases interviewing takes place linearly — as candidates are evaluated and recommended by the search firm — and not in one intense, multi-candidate time frame.

Other recruiters work on a contingency basis — they get paid only if they are successful placing a candidate. The better contingency recruiters take time to understand a client’s needs and a candidate’s match for a position, then bring the two parties together. They may present one candidate only…or they may present several. In many cases the client is also interviewing candidates from other sources-other recruiters, the client’s internal network and HR department, referrals, and job boards. If the recruiter loses out to one of these internal candidates, he or she loses the placement fee. The incentive therefore is to get their candidate placed.

A basic difference between retainer and contingency recruiters then is that the former always represents the client; the latter often represents the candidate. This is especially true when a contingency recruiter is actively and aggressively marketing a candidate to multiple clients simultaneously (a successful but unhappy stock broker, for example, or someone relocating for personal reasons).

An exception to this generalization is where a contingency recruiter secures an exclusive (but still contingency) contract to fill a position, i.e., that recruiter is the only recruiter working on the position. In this situation the recruiter may act like a retained recruiter — presenting the position as his or hers and offering several candidates to the client — even if the client also may be generating candidates from its own network. The placement fee is still contingent on hiring, however.

Another difference among recruiters is that some are generalists (they work in many industry sectors and functional areas) while others are specialists (they work in one or a small number of industry sectors or functional areas). By devoting his or her practice to a sector as specific as toys or semiconductor manufacturing, the specialist brings industry knowledge and contacts to each search…but at the price of vulnerability should that sector experience a downturn. The generalist, on the other hand, while being better protected during times of economic uncertainty, runs the risk of losing searches to other recruiters with a deeper database and a fundamental understanding of the players and practices in that industry.

Recruiters also may specialize by functional role — sales, technology, finance, etc. A sales specialist may work in many industry sectors and at different levels of sales management. By focusing on sales positions, these recruiters bring a different sort of expertise to search assignments, for example, an understanding of the “sales mentality” and knowledge of commission-based compensation plans.

Executive recruiters who do retained work tend to be better paid and more knowledgeable than do those who do mostly contingency recruiting. They also typically work on positions that pay more than $150,000 per year. At the highest levels, retainer recruiters and their firms may do only C-level searches on a national basis-those high-visibility searches for Fortune 500s.

Resumes, of course, are critical to both types of recruiters. Searches typically begin with a resume database search for “low-hanging fruit,” both those in the firm’s own database and in subscription databases such as Monster, Ladders, 6FigureJobs, Execunet, and others. In addition, many firms have a process that allows applicants to manually enter their resumes into the company’s applicant tracking system through the company website.

What does this mean to you and your career? A few guidelines:

  • Always return a recruiter’s call or email. You never know where it may lead.
  • Always help recruiters with referrals if you have referrals to make. They will remember you when that next great opportunity comes along.
  • Find time to get to know a few retainer recruiters well. Give them an idea of your career aspirations and possible next steps. If you are in a position to give them some search work, do so-it will engender their gratitude and loyalty.
  • When a recruiter calls, find out how he or she is operating — on retainer or contingency. If the latter, do they have an exclusive or are other recruiters also working on the position? Pay more attention to retained recruiters — in general you will be treated better and get better information from them.
  • Ask recruiters who call you on a position if they have a list of their Best Practices they can send you. If they don’t, ask them to tell you exactly what you can expect from them if you decide to throw your hat into the ring.

If you are actively in the market, find a contingency recruiter willing to market you. First put the recruiter through some hoops — how well do they now your industry, how much time are they willing to spend to get to know you and your objectives, how well will they represent you and your reputation?

If you are actively searching, your best approach is to submit your resume via a referral or with background homework on the recruiter and his or her specialty, or both. And submit by email and not by fax or postal mail. In the absence of referral, check to see if you can enter your resume and cover letter through the company’s website.

Like other relationships you develop in the workplace, those with recruiters need care and feeding. Make it part of your job, do it often…or potentially find yourself with no place to turn when you most need help with your career.

Copyright 2008, Ralph Protsik, Managing Director,
Boston Search Group, Inc.

Mexico Executive Search , , ,

Jose J. Ruiz | Executive Recruiter
Heidrick & Struggles | Executive Search in Mexico
Torre Avalanz | Monterrey, Nuevo Leon Mexico 66260



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