First point of call is the company website. Any company claiming executive and management positions will have a website that caters toward that industry, it is for clients as well as candidates. Navigate through it looking at news and events, examine the trade fairs and training courses that they have attended. Evaluate the executive jobs they are displaying on the website, then compare it to your own company requirements and trade magazine listings.
Check when jobs have been updated and whether there are overdue jobs still listed on the website.

Networking is a big part of seeking executive jobs so discuss with contacts what recruitment consultancies they have used or more importantly which their company prefers to work with. If you are targeting executive jobs in a specific company then find out which recruitment consultancy they deal with and win favour with them.

A great technique for whittling out the specialists is to use online job searches and recruitment websites. You do not even need to register, just search whatever job you are looking for, look at the various specifications and earning brackets then look at what companies are posting the jobs. If an agency has numerous executive jobs in your pay range then they are worth contacting.

As executive jobs covers a multitude of industries it is essential that the specialist agency you work with understands the individual clients they represent. Ask specific questions about positions and companies and always try and get everything in writing for traceability purposes. Many jobs are not advertised so build a relationship of trust with the agency.
Avoid joining many different agencies as this will affect your relationship with the specialist agency.

Agency Seeker can help you find a recruitment consultant with the industry knowledge and experience to make your job search or recruitment process as painless as possible. Whether you are an employer looking for a recruitment consultant to help with paralegal recruitment in the UK or a job hunter trying to find a list of UK healthcare recruitment agencies, their easy-to-use search will help you find local UK employment agency firms that specialise in your sector or industry.

In addition to searching their directory of agencies you can see agencies accreditations to choose the best recruiter to suit your needs. Register now and let them help you find your perfect recruitment partner.

Here are some options for working as a Recruiter.

Contingency fee Recruiters, Executive Recruiters, and Head Hunters are all names for the same type of Recruiter. These Recruiters are paid a fee when their client (the employer) hires their candidate. These Recruiters get paid after their candidate starts work.

Contingency fee Recruiters are known for their ability to access 100% of the candidate marketplace (vs. the 20% reached by ads). They have the skills to approach the ‘happily employed’ pool of candidates. Utilizing 100% of the marketplace elevates their ability to make great matches. 85% of employers responding to surveys rate “Head Hunters” as providing the best caliber of candidates. Executive recruiting fees traditionally are 15% – 30% of a candidates’ first years salary. These Recruiters most often work on commission only.

Contract Recruiters work directly for an employer with multiple positions to fill. Assignments can last several weeks to over a year. Contract positions can turn into permanent positions. This segment of the recruiting industry is growing rapidly. It’s a perfect alternative for good recruiters who don’t want their own business. The Contract Recruiter doesn’t have to worry about overhead, advertising, technical difficulties, office supplies, etc. The average compensation rate is $25.00 to $75.00 per hour. Some positions pay more, a few pay less. It’s a great value for employers. The lower cost per hire justifies the healthy hourly rates.

Staffing agencies attract candidates by offering to find them jobs. They tend to focus on numbers. If 20 people respond to an ad they try and bring all 20 in for an interview. Staffing temp jobs often leads to permanent hires. They’re all about activity; high volumes of candidates, job orders, interviews and placements. Their recruiters are used to a fast pace, high volume, high energy atmosphere.

While some staffing companies specialize in high level professionals, like computer programmers, the majority of staffing firms’ bread and butter’ accounts are support staff positions. While there are many payment options it’s typical for staffing Recruiters to receive a salary (or hourly rate) with bonus incentives for performance.

It’s worth noting 98% of companies have used staffing agencies. They have a reputation for turnover rates of 50% to 90% for Recruiters with less than one year experience. Lack of training and unrealistic expectations contribute to the turnover. As candidates become more sophisticated, they resist old fashioned “control” tactics many of these agencies use.

Corporate Recruiters work for a specific employer and are often part of the HR Department. They are paid a salary, usually. For many, the security of having a regular, dependable paycheck is of greater value than the higher annual earnings Executive Recruiters enjoy.

Retained Search Firm Recruiters are known for getting their fee up front. They’re paid whether or not they deliver a perfect match candidate. They tend to charge the highest recruiting fees. There has been a steady decline in the companies who use these firms because of the internet and the high caliber candidates contingency fee Recruiters provide.

Once one acquires the necessary recruiting skills, there are further options. Work from home, or independently, with other Recruiters in an executive suite setting. Or work with a boutique type firm of co-workers who wish to make multiple placements at a high rate of speed because of their shared skills and the synergy such a group offers.