Executive search less frequently serves certain groups
ByThe Unemployed Executive
The attitude of most employees is, “If he’s really top notch, why is he unemployed?” Granted there are thankful exceptions. To my mind comes the executive who inherited a new management either after an acquisition of his company or, as in a foreign bank, after the general manager completed his two- to three-year term and returned home. Suddenly a fine performer doesn’t get along with his new leader or the management brings their own team with them. The executive may be given three, six, or more months’ notice by management and then he is out. There are also a few independent souls who will leave a company and begin a full-time job search rather than suffer an unpleasant boss while simultaneously looking around. Despite good reasons for one’s unemployment, it’s a hurdle in the search world getting management to look at “beached” executives. And although recruiters have success in placing such individuals, the executive too often has to rely on his own contacts and efforts in locating a job. Nevertheless, this should not preclude contacting headhunters. However, if terminated “for cause” by your last company, chances of successfully being placed by a search firm are slim.
Executives with Poor References
Most firms generally feel, “If he’s any good, why are his references lousy?” Mitigating circumstances certainly have enabled headhunters to place executives who worked for companies or management whose reputations were themselves questionable; their client knew this and wasn’t too biased. But when one’s current reference is bad, the executive should be able to offset it with others—previous employers, clients, or executives who knew him professionally, if he wants a search firm’s assistance.
Average Performers
“If I wanted average, I wouldn’t have retained your search services.” Of course, some supposedly average executives at a Cadillac company may often look good or great to other slightly less prestigious firms. Put less harshly, there are executives rated average by their employers who have fine work records, educational backgrounds, and personal presence. One wonders if they wouldn’t do better in a new and different environment which also seems more in keeping with their style, skills, and interests. A search firm’s clients may occasionally make a business decision of this nature. But if you have an employment history of average to below average performance, it’s very unlikely that a major search company can help you.
Executives Whose Income Versus Their Age Ratio Reflects a Lag in the Former
“With all his experience, if he were any good, he’d be earning more.” The executive rule is that you should earn more than your age. If you don’t, it’s rare that a headhunter will have a client with a need for your services. Somehow the barometer of the marketplace has evolved in this fashion. The low end $60,000 searches are generally filled by up-and-coming, young, middle management level executives. There are exceptions. A female executive, aged 55, was hunted from a $55,000 job to a $75,000 one. The new employer recognized the woman’s ability and that women generally earn less than men doing a comparable job. Also, the lady had taken a 10-year leave of absence from her career to raise a family.
Job Hoppers
People who have a series of short-term positions. “There must be something wrong with the guy if he keeps changing jobs so often.” Employers wonder why the executive can’t take root and progress in a company. It can’t always be his employer’s fault. So, after a handful of positions where each lasted two or three years, even with excellent and plausible reasons for departing (more money and a bigger job), an executive has gotten himself into some trouble. Search firms rarely are able to place people like this. These executives usually have to find the next assignment on their own.
Some fields, such as data processing and management information systems, have large numbers of people who leave after the project is completed. A prospective employer would still be wary of such individuals, but some search firms may be able to place them because the demand for their skills is high.
Why all these caveats? When prospective employers pay a search firm a hefty fee, they typically want the cream of the crop, and as they perceive them to be—unblemished! Their yardstick, fortunately, is not always rigid. Talent, personal chemistry, plausible reasons for circumstances, and the severity of any employer’s need versus the availability of people, occasionally offset the demand for the perfect candidate. Sometimes a company isn’t looking for Mr. Excellent because they can’t afford him. Sometimes they aren’t perfect themselves. This naturally gives a search firm more flexibility in considering candidates.
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