Learn How Executive Recruiters Get Their Names

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<strong>Radnor, Pa. &mdash; Nov. 2</strong><br />People who are contacted by executive recruiters may be surprised to learn how search firms got their names. Most people are not aware of the extensive process that search firms &mdash; who are hired to find candidates for management and executive-level positions &mdash; employ to uncover prospects, according to Salveson Stetson Group, a full-service retained executive search firm.<br /><br />&ldquo;Networking with trusted referral sources is the No. 1 way search firms find candidates,&rdquo; said Sally Stetson, co-founder and principal with Salveson Stetson Group. &ldquo;Referrals from quality individuals in the industry are the most common method recruiters use when conducting a search.&rdquo;<br /><br />A search firm&rsquo;s efforts to find a qualified executive are not unlike those of a consumer trying to find a new doctor, Stetson said. &ldquo;Most people wouldn&rsquo;t just pick a name out of a phone book, or select a doctor based on a flier or bus ad. In the recruitment world, that would be the equivalent of relying on Monster.com or over-the-transom resumes to surface qualified names.&rdquo;<br /><br />Instead, she said, quality search firms network with experts who suggest names of individuals whose work they respect.<br /><br />&ldquo;Qualified individuals who are active in their professional field are more likely to be contacted by recruiters than those who are not,&rdquo; added John Salveson, co-founder and principal with Salveson Stetson Group. &ldquo;Recruiters and referral sources take notice of leaders who speak at conferences, write articles for trade publications, and contribute to their profession.&rdquo;<br /><br />Candidates may be surprised to learn the identities of some of the people search firms contact when networking for talent.<br /><br />”Clients and customers in the targeted industry sector are sometimes excellent sources of talent,” said Salveson. “Competitors can also be helpful. They often are acutely aware of the people out there who are very talented and successful.”<br /><br />Finally, a candidate referral occasionally comes from an unlikely source.<br /><br />”It is not unheard of for candidates to be referred to us by their current supervisors or mentors,” said Stetson. “Rarely will such people pass along names of stars in their organizations unless they know that change is in the wind, or that their colleague has already made a firm decision to leave the organization.<br /><br />&ldquo;But when they do share a candidate&#39;s name with us, these can be the most powerful referrals we receive.”

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