As a recruiter, you already need a special set of skills in order to secure new employees; however, when it comes to trying to recruit executive-level employees, even more specific skills are required. Not only do executives play major roles in the organization, but they have a wealth of experience and knowledge that require those who recruit them to be knowledgeable as well.
So in order to help aspiring (or current), executive-level recruiters show their stuff, we've asked 15 experts from Forbes Human Resources Council to share what attributes they think every executive-level recruiter needs in order to be successful.
1. They Understand And Balance Needs
Recruiting an executive is setting up a key pillar of a company's team. With the enormity of influence and connective tissue this executive hire will have, the recruiter must understand the goals and needs of the company, encourage the company to make sure all stakeholders are involved in the hiring process and fairly balance the concerns and enthusiasms of the interviewers. - Angela Nguyen, Ad Exchange Group
2. They Listen To Understand
A key skill is listening to understand: first, to their client "needs" versus "wants," so as to accurately capture skills and characteristics needed for the role, and second, the potential executive's ideal role and their "why" for the desired role. Ultimately, listening to solidifies trust. When a recruiter listens to understand the common alignment of goals, they increase their ability to get the right fit placement. - Bridgette Wilder, Wilder HR Management & EEO Consulting
3. They Can Build Bridges
Hiring executive-level talent means this person will impact mostly every area of the company. A successful recruiter learns how to master the nuances of cross-channel collaboration. A degree of harmonic congruence between departments and leaders is key for buy-in success. - John Drumgoole, Atlantic Bay Mortgage Group
4. They Are Concise
Senior execs are time poor and if you cannot get your key messages across quickly, you will lose them. Most importantly, you won't get them to give you the information you really need to make the process successful, such as where else they are interviewing. They are generally intelligent people, so they will understand when you communicate succinctly and directly—they don't need the long explanation. - Karla Reffold, BeecherMadden
5. They Demonstrate In-Depth Knowledge
Recruiters will mostly get one opportunity to talk to a potential executive about a role. Demonstrate a clear understanding of the position, what it entails, the key objectives for this role to be successful and what the mandate is for the new person coming in. The candidate will want to know more. If you know the market and domain, you will also know the challenges associated with being successful. - Abhijeet Narvekar, The FerVID Group
6. They Are Curious And Practice Humility
Executive recruiters should have humility while listening to the company's needs, learning the culture and building relationships with the hiring team. With pure curiosity and humility, a recruiter can be a true partner instead of just a service provider. When the recruiter has a deep understanding of what matters most to the company, he or she can be a trusted advisor instead of just a commission. - Jessica Delorenzo, Kimball Electronics Inc
7. They Can Identify Cultural Fit
An executive recruiter needs to look for the cultural DNA fit, not just the resume and how the person would lead others. He or she must build working relationships with candidates beyond the immediate opportunity. These are powerful referral and branding sources for the future. Treating candidates with respect even when they are not selected is the best skill a good executive recruiter can display. - Vineet Gambhir, Teaching Strategies, LLC
8. They Are Patient
Executive-level recruitment is like a well-choreographed dance—it requires precision, harmony, timing and patience. Patience stands out as the one trait most needed for success. Each step from understanding the industry, vision and direction to securing and courting the right candidate, negotiating and closing the deal all take longer than anticipated. Trade time to fill for effectiveness. - Lisa Bastian, MOBIS
9. They Have Professional Communication Skills
It’s often joked about that C-level executives are so focused on running the company that they don’t have time to worry about their own communication skills. Whether or not this applies, the chances of an executive leaving one company to join another are slim if the recruiter doesn’t speak and write well. When selling positions to professionals, recruiters must communicate like professionals. - John Feldmann, Insperity
10. They Understand The Organization's Culture
It's important to go beyond just the technical or functional skills and knowledge of the role in making a great executive level recruiting match. Executive recruiters need to understand the culture of the organization and ensure the cultural attributes of the company are aligned with what candidates are seeking in their next workplace and career opportunity. - Alina Shaffer, LivingHR, Inc.
11. They Know How To Investigate
Is it money? Is it family? Is it career advancement? Simply asking, "What is your motivation?" will peg a cookie-cutter answer. Instead, ask what they're most proud of or their greatest accomplishments—questions that reveal what they hold most valuable. This information can then help recruiters control the conversation in terms of what the candidate wants. - Curtis Grajeda, LevelUP Human Capital Solutions
12. They 'Woo' The Candidates
It’s a two-way street when recruiting top executives. Executives are evaluating you just as much as you are them. It’s often up to the executive-level recruiter to "woo" and make sure the senior candidate feels courted. Consider every detail, including transportation and time, with top leadership and board members. Provide financial and background information to demonstrate trust from the start. - Stacey Browning, Paycor
13. They Can Also Be A Salesperson
Great executive-level recruiters must be able to market and sell your company and the positions available. They have to communicate to candidates the benefits of joining your organization. No organization is perfect, and there will be questions that may be uncomfortable to answer. Successful recruiters must still be transparent in their answers, yet positive about the company. - Greg Furstner, SkillPath
14. They Understand The C-level Culture
You have to have a strong understanding of C-suite culture and challenges in order to recruit for executive-level roles. If you don't ask the right questions of both sides, you'll quickly come off as if you do not know what you're doing. - Lotus Buckner, NCH
15. They Know What Needs To Be Solved
Many recruiters, even at the executive level, are transactional by nature. What's often missing is a true understanding of the problem that the company is trying to solve. Go a level deeper and push back if you do not think the company is focused on the right skill set. Recruiters talk to so many people that they usually have better market knowledge than the hiring manager if they slow down. - Michael Doonan, SPMB
