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Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
Understanding What  Executive Recruiters Want in A Quality Candidates
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Understanding What Executive Recruiters Want in A Quality Candidates

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Wayne highlights the skills and qualifications that are critical to most searches as he details the process of candidate review and selection. …

Wayne highlights the skills and qualifications that are critical to most searches as he details the process of candidate review and selection.

Takeaways include:
1. Comprehensive understanding of today’s new recruiting environment
2. Specific skills that are a must to capture a recruiter’s interest
3. Tips and techniques to build and optimize recruiter relationships
4. Knowledge of pet peeves, flags, and deal breakers for both recruiters and employers

Published in: Business
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  • 1. March 14–16, 2011 Baltimore, MDUnderstanding What Recruiters Want in A-Quality Candidates Wayne Mitchell CCMC, CJSS Cabot Consultants
  • 2. Company & Culture Vision Values3/16/2011 2011 Career Thought Leaders Conference & Symposium 2
  • 3. Company & Culture Decision Making Communication Celebration3/16/2011 2011 Career Thought Leaders Conference & Symposium 3
  • 4. Company & Culture Keep It Going3/16/2011 2011 Career Thought Leaders Conference & Symposium 4
  • 5. Company & Culture Vision Decision Making Communication Celebration Values Keep It Going3/16/2011 2011 Career Thought Leaders Conference & Symposium 5
  • 6. Candidate & Capabilities Values3/16/2011 2011 Career Thought Leaders Conference & Symposium 6
  • 7. Candidate & Capabilities Purpose Life Passions Priorities3/16/2011 2011 Career Thought Leaders Conference & Symposium 7
  • 8. Candidate & Capabilities Education/ Experience Interpersonal Intellectual Abilities Skills Career Motivation3/16/2011 2011 Career Thought Leaders Conference & Symposium 8
  • 9. Candidate & Capabilities Keep It Going3/16/2011 2011 Career Thought Leaders Conference & Symposium 9
  • 10. Candidate & Capabilities Purpose Life Passions Priorities Education/ Experience Interpersonal Intellectual Abilities Skills Career Motivation Values Keep It Going3/16/2011 2011 Career Thought Leaders Conference & Symposium 10
  • 11. The Language of the Resume CAREER PROGRESSION Who? When? Where? Responsibilities + (Attributes)  RESULTS ($, #, %)3/16/2011 2011 Career Thought Leaders Conference & Symposium 11
  • 12. Acid Test Candidate Self-Assessment “Company” EVP Sales & Business Development Name: Date: MISSION: Build and energize the Company’s global sales organization of tomorrow, essentially creating something new. Employ a strategic focus to expand on the Company’s leadership in “Business” and drive significant growth over the next several years. Own the sales strategy across the Company. CORE COMPETENCIES Proven sales leadership in a global, public technology company. Vice President, Sales for a “sizeable” ($1B+) business. Experience successfully introducing new, disruptive technologies. • Experience creating something new (non-traditional) in sales while driving one-, three-, and five-year plans/strategies. A track record of targeting and delivering breakthrough perfor- mance, not simply incremental gain. • A demonstrated track record of “success” in both up and down markets. The proven ability to adapt “on the fly.” • A proven ability to develop design-oriented sales approaches that create long-term, interdepen- dent relationships and enhance customer loyalty (“stickiness”). • Experience leading and managing the development of infrastructure, systems and processes to enable rapid sales growth. • Asia experience/track record. • Experience serving as a business peer to the CEO and executive team. Demonstrated leadership beyond the “official role,” either inside or outside the company. • An engaged leadership style (models leadership by example). • Passionate about finding the “best answer” for “Company”. An intense willingness to spearhead the Company’s revolutionary sales strategy. •3/16/2011 2011 Career Thought Leaders Conference & Symposium 12
  • 13. The Language of the Interview CONNECTION POINTS  PARLA  _______ What? How? (Why?) _______ Yardsticks Company & Culture Candidate & Capabilities3/16/2011 2011 Career Thought Leaders Conference & Symposium 13
  • 14. Pet Peeves/Flags/Deal Breakers Verb Tense/Grammatical Errors (Lead ≠ Led) Abbreviations/Misspelled Words & Names White Space: Not Enough/Too Much (1½ Pgs.)Resume Gaps/Unproductive ConsultingEmphasis on Duties vs. AccomplishmentsNo Context for Refs/Inaccurate Contact Info Education/Work History/Comp Misrepresented3/16/2011 2011 Career Thought Leaders Conference & Symposium 14
  • 15. Tips to Optimize Relationships• Our Clients Primarily Seek Passive Candidates• Employed vs. Unemployed (References Early)• Reach Out Only to Recruiters for Your Industry• Utilize Warm Referrals (Do Your Homework!)• Unsolicited Resumes Are Often Not Reviewed• Follow Through When Asked/Promised• Respect the Recruiter’s Time ($$$)3/16/2011 2011 Career Thought Leaders Conference & Symposium 15
  • 16. Trends• LinkedIn (A MUST to Stay Connected!)• Executives in Action/Volunteering (Fills Gaps)• Candidate Self-Assessment (Acid Test: Top 10)• Interview Process: 1st = Information Gathering 2nd = PPT to Prove Critical Thinking/Interpersonal Skills• Extensive Bkgnd Check/Referencing Process• Psych Profiles: Reasoning/Intellect/Personality3/16/2011 2011 Career Thought Leaders Conference & Symposium 16

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