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May 14, 2005

Inside Scoop

Many senior-level positions are never advertised. Instead, they are filled via executive recruiters but how do you make sure that these headhunters know you? To find out, I recently talked with Karen Pinkman, who is the Founder of KNP Associates (www.knpassociates.com), a retained search firm focusing on senior-level executive searches. Before building her own company, Karen worked for several top-ranked search firms including Korn Ferry, Morgan Samuels and Gilbert Tweed. I asked her to explain how senior-level job seekers can get on her radar screen and her answers may surprise you.

According to Karen, many senior-level job seekers fundamentally misunderstand how retained search firms work. (Retained search firms are so-called because corporations retain them on an exclusive basis and pay a sizeable portion of the fee in advance. Contingency recruiters on the other hand, are paid only when they make a placement.) “As a retained recruiter” Karen explained, “my responsibility is to my client. My role is to identify and assess an executive who fits specifications and I develop a customized strategy for each search. Resume submissions are only a small part of the effort.” Instead, Pinkman conducts her own research to find candidates. First she studies the key competition, looking for all those people in similar positions within the same industry. These are her A-list candidates, but even if they are not interested, many will refer her to others who may also fit the bill. She also sources candidates through respected trade associations. She makes note of interesting executives who are quoted in trade publications or serve as guest speakers. She searches specific Internet sites. And while she does sometimes scan her database and sift through online resumes, these are often avenues of last resort.

So, assuming that Karen hasn’t posted a vacancy (which she sometimes does) how can you get her to notice you? Her advice echoes that given by several Ladders newsletter contributors in recent months. “Senior-level job seekers have to view themselves as ‘Me Inc.’ she says. “The best way to get noticed by retained recruiters who specialize in your field or industry is to become a visible presence. Build and actively maintain a strong network, join trade associations, offer to speak at industry events, make contacts with trade press and even write articles on your area of expertise.” Pinkman doesn’t discourage senior-level job seekers from submitting resumes, but she emphasizes the importance of ongoing personal brand development. “In the end,” she says, “if you’re visible and I need someone who matches your background, I’ll find you a lot faster.”

Posted by Louise at May 14, 2005 05:16 PM