Executive recruitment companies are numerous in the United States. What you have to know however is that their recruitment consultants have tight schedules as they are tasked with several things to do for the company and their clients. It is good to remember that recruitment consultants have to contend with arranging interviews, preparing candidates, marketing to employers, conducting follow ups to assisting in transitions. They also conduct evaluations and solicit feedback after the candidate has been hired and has settled in the new position. Certainly, it is worth passing a resume to one of these companies, as they aim to help both parties and assist in the whole process, assuring you that you get a job you really want.

When you finally resolve to submit and give a recruitment agency a copy of your profile and resume, you will need to choose what company you want. To help, here’s a list of some companies you can choose from. Of course, there are a lot of companies out there who advertise the available positions and campaigns, which you can immediately answer. It is good to remember though that most of these recruitment companies exercise exclusivity in picking their candidates. Like other firms, some recruitment companies also specialize in a certain field. In the same vein there are companies who specialize only in high paying executive positions like directors up to chief operating officer. Read the list below to know more.

1. Corporate Assistance Firm in Florida is an executive recruiter. They not only concentrate in executive searches but also do searches for executive assistants.

2. Austin McGregor Executive Search specialize in searches for executive level candidates like presidents and CEOs. The firm has a wide variety of clients, ranging from billion dollar corporations to enterprise backed start-ups.

3. The C. Anderson & Associates recruitment firm do searches for the best and competent sales Professionals. Their clients are found everywhere in the country while the company is Minnesota based.

4. Blue Bridge Group is an executive recruitment company that concentrates on Sales and Marketing, Technology, Board and Corporate Governance.

5. CSI Executive Search is currently based in L.A. and Texas. Companies from all over the nation have candidates from this firm.

6. The Executive Group is a firm hailing from Georgia specializing recruiting executives in departments like Management, Marketing, Project Management, Financial Services, Accounting, Human resources, and Sales. The firm also helps look for Administrative Assistants.

7. The Harris & Associates is another firm specializing in executive recruitment. The firm is one of the top companies that offer consultations for executive boards.

A lot more executive recruitment companies exist in all states of America. Try to check for businesses in the area, submit your profile and resume for better work opportunities.



Thanks to Abhishek Agarwal for contributing this article to our Careers blog:

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I was told that Executive MBA students can not take part in campus recruitment process. I am in a management position in the I.T. field. I am keen on changing my career and move to finance field. I am open to joining a full time MBA, if an Exec. MBA will not help me in changing my career. Any advise and information is welcome.

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The recruiting industry is evolving quickly. This is a fantastic profession that impacts businesses like never before. If you have never invested in a recruiter training program, do so today. There is greater and greater competition for top talent and the hit or miss mentality is fast getting left behind by those who want the credibility of the Title: Executive Recruiter. There are bountiful benefits and profits for those who treat the recruiting profession as a profession and forget the untrue claim of, “it’s just a numbers game”.

Training is critical for those who want to be a professional Recruiter. Whether you choose to work for a search firm, as a contract recruiter, in an in-house recruiting department, or staffing agency, you will offer the maximum value if you understand and implement the skills of a full cycle recruiter.

There is a vast range of skills and understanding at play throughout the recruiting industry today. Basic recruiter skill training is painfully absent. An interview and a check list must be used to determine the skill level of someone who claims to be a recruiter.

Did you know that there is a 60% - 90% turnover rate in staffing agencies and search firms for new recruiters who have under six months of experience? Wouldn’t client corporations who use these services be shocked to learn that their ‘experts’ don’t know how to identify and screen candidates in their own industry? The whole recruiting industry suffers from a credibility issue when turnover rates reach such staggering levels. Why does embarrassingly high turnover remain business as usual?

Did you know there was an average turnover rate of 23.6% for American companies in 2006, per the U.S. Dept. of Labor Statistics? The U.S. Government estimates the recruiting industry will grow by at least 50% by 2014. Private and corporate estimates put the number closer to 70%. What this means for professional Recruiters’ is unlimited success and income.

If you are a professional recruiter, take charge of your career and your success and invest in training yourself. If your company gave you a desk and a phone and said, “work hard and you’ll make a lot of money”, don’t believe it! Don’t be an unnecessary casualty of lazy, poor management. There are a number of solid training courses that provide the tools you need to establish a method to make placement after placement. Training will help you improve your results. Do it today!

This is your profession. Don’t fail or lose out on income because you stepped into a revolving door mentality at your staffing agency or search firm office. You know more than anyone that companies view candidates as a portfolio of skill sets and the more skills you have, the greater your value. The investment in a training program will be in your self. Your job satisfaction, effectiveness, paychecks, peace of mind and self-esteem will increase once you know the principles and methods used by successful recruiters.

Many in-house recruiters suffer tremendous frustration from lack of training in the basic principles and methods Executive Recruiters use. Many in-house recruiter positions are glorified clerical spots, with great, unmet expectations. They are recruiters in name only. While it’s understandable that upper management can clearly see the value in eliminating or reducing the fees for outside recruiters, it’s silly to think their companies will benefit from a recruiter with no understanding of how recruiters’ get the job done.

Most in-house recruiters have no clue how to utilize 100% of the candidate marketplace vs. the 20% reached by ads alone. There is more to recruiting than resume diving. Help your company by making an investment in recruiter training for every person involved in the hiring process. Providing training programs for in-house recruiters also means that should a recruiter leave, the expertise remains for the next recruiter to utilize.

When Staffing Agencies and Search Firms take the first few days to train every recruiter who walks in the door, those companies’ excel. Applying risk management principles has proven throughout all business that reducing the risk of loss, SAVES companies money and MAKES them piles of money as well.

It’s that simple. Longevity of staff members means less ad costs, less time interviewing, less down time, less time spent on orientations, less business interruptions, fewer mistakes, reduced frustration on the part of those continuously picking up the slack from vacancies, and less chaos.

Longevity also means, more cohesiveness of effort is possible and more placements will be made. Recruiters’ will enjoy less stress and frustration, make more money, service their clients better, faster, smarter. A strong team, which everyone says they want, can actually have a chance to materialize when the expertise of everyone is raised to a higher professional level.

When the recruiters in an office all use the same methods, they can assist each other. They have more trust in co-workers when they know the same principles and methods will be used on every search. Issues of personality or ‘sloppy’ practices are no longer a concern. One recruiter can assist another at any point in the process, once methods are uniform.

Countless industries utilize standard practices. Take Home Inspectors. There has been a standardization of items to check during a home inspection that has been in place for decades. The Associations Home Inspectors belong to demand their members take continuing education courses every year to keep their good member standing. Credibility is enhanced and production increases with ongoing training.

Of the unproductive practices I come across, lack of training is the easiest one to fix and generates the most rewards, almost immediately. Our company is dedicated to practical, step by step instructions and methods that Recruiters can utilize to make a good profession great.

Start today, if you haven’t already done so…invest in yourself. Take a look at our Top Recruiter Secrets e-Book. You have nothing to lose and everything to gain! This is a great value. visit http://www.toprecruitersecrets.com



Thanks to Kimberly Schenk for contributing this article to our Careers blog:

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My firm specialises in executive search and recruitments for the middle and senior management positions. We’re planning to add a branch office at a new location. To begin with it will have a single recuiter and depending upon how business goes, we will add more. My question is what should a single recruiter do to achieve maximum billing? What should be the overall strategy? How should he position himself in the market? Should a single recruiter do more middle positions (as there are numbers) or should he do more senior positions? or should he do both? Should he specialise in a single domain and make all his database specific to that domain or industry? or should do he do fresh research for the positions that he receives from the client side? We work on a lot of senior positions in multiple domains. In such cases, profiles are not available in the database and most of the time, we have to do fresh research specifically catering to the need of that position. The billings are decent being senior positions, but it takes time to close, the process is slow. After client has selected his choice of candidate, we are left with a pipeline of senior candidates that goes waste and we’re unable to use them. My question is how can a single recruiter achieve maximum billing, increase productivity and be able to place the maximum out of his database and his research. Should he focus on single domain or multiple domain, middle or senior levels, how many number of clients should he handle at a time? Please share your experience, views and observations. Thanks You Ajay Kukreja Out-Of-Box Consulting

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