Wayne highlights the skills and qualifications that are critical to most searches as he details the process of candidate review and selection.
Takeaways include:
1. Comprehensive understanding of today’s new recruiting environment
2. Specific skills that are a must to capture a recruiter’s interest
3. Tips and techniques to build and optimize recruiter relationships
4. Knowledge of pet peeves, flags, and deal breakers for both recruiters and employers
Falcon's Invoice Discounting: Your Path to Prosperity
Understanding What Executive Recruiters Want in A Quality Candidates
1. March 14–16, 2011
Baltimore, MD
Understanding What Recruiters Want
in A-Quality Candidates
Wayne Mitchell CCMC, CJSS
Cabot Consultants
2. Company & Culture
Vision
Values
3/16/2011 2011 Career Thought Leaders Conference & Symposium 2
3. Company & Culture
Decision Making
Communication
Celebration
3/16/2011 2011 Career Thought Leaders Conference & Symposium 3
4. Company & Culture
Keep It Going
3/16/2011 2011 Career Thought Leaders Conference & Symposium 4
5. Company & Culture
Vision
Decision Making
Communication
Celebration
Values
Keep It Going
3/16/2011 2011 Career Thought Leaders Conference & Symposium 5
9. Candidate & Capabilities
Keep It Going
3/16/2011 2011 Career Thought Leaders Conference & Symposium 9
10. Candidate & Capabilities
Purpose
Life
Passions Priorities
Education/
Experience
Interpersonal
Intellectual
Abilities
Skills
Career
Motivation
Values
Keep It Going
3/16/2011 2011 Career Thought Leaders Conference & Symposium 10
11. The Language of the Resume
CAREER PROGRESSION
Who? When? Where?
Responsibilities + (Attributes)
RESULTS ($, #, %)
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12. Acid Test
Candidate Self-Assessment
“Company” EVP Sales & Business Development
Name: Date:
MISSION: Build and energize the Company’s global sales organization of tomorrow, essentially
creating something new. Employ a strategic focus to expand on the Company’s leadership in
“Business” and drive significant growth over the next several years. Own the sales strategy
across the Company.
CORE COMPETENCIES
Proven sales leadership in a global, public technology company. Vice President, Sales for a
“sizeable” ($1B+) business. Experience successfully introducing new, disruptive technologies.
•
Experience creating something new (non-traditional) in sales while driving one-, three-, and
five-year plans/strategies. A track record of targeting and delivering breakthrough perfor-
mance, not simply incremental gain.
•
A demonstrated track record of “success” in both up and down markets. The proven ability to
adapt “on the fly.”
•
A proven ability to develop design-oriented sales approaches that create long-term, interdepen-
dent relationships and enhance customer loyalty (“stickiness”).
•
Experience leading and managing the development of infrastructure, systems and processes to
enable rapid sales growth.
•
Asia experience/track record.
•
Experience serving as a business peer to the CEO and executive team. Demonstrated leadership
beyond the “official role,” either inside or outside the company.
•
An engaged leadership style (models leadership by example).
•
Passionate about finding the “best answer” for “Company”. An intense willingness to
spearhead the Company’s revolutionary sales strategy.
•
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13. The Language of the Interview
CONNECTION POINTS
PARLA
_______
What?
How?
(Why?)
_______
Yardsticks
Company & Culture Candidate & Capabilities
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14. Pet Peeves/Flags/Deal Breakers
Verb Tense/Grammatical Errors (Lead ≠ Led)
Abbreviations/Misspelled Words & Names
White Space: Not Enough/Too Much (1½ Pgs.)
Resume Gaps/Unproductive Consulting
Emphasis on Duties vs. Accomplishments
No Context for Refs/Inaccurate Contact Info
Education/Work History/Comp Misrepresented
3/16/2011 2011 Career Thought Leaders Conference & Symposium 14
15. Tips to Optimize Relationships
• Our Clients Primarily Seek Passive Candidates
• Employed vs. Unemployed (References Early)
• Reach Out Only to Recruiters for Your Industry
• Utilize Warm Referrals (Do Your Homework!)
• Unsolicited Resumes Are Often Not Reviewed
• Follow Through When Asked/Promised
• Respect the Recruiter’s Time ($$$)
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16. Trends
• LinkedIn (A MUST to Stay Connected!)
• Executives in Action/Volunteering (Fills Gaps)
• Candidate Self-Assessment (Acid Test: Top 10)
• Interview Process:
1st = Information Gathering
2nd = PPT to Prove Critical Thinking/Interpersonal Skills
• Extensive Bkgnd Check/Referencing Process
• Psych Profiles: Reasoning/Intellect/Personality
3/16/2011 2011 Career Thought Leaders Conference & Symposium 16
