As some of the greatest job opportunities are entrusted to executive search consulting firms, it is a good idea for senior professionals to learn how to best use such firms to advance their careers. A hiring organization will only retain an executive search firm under a consulting contract for its most critical senior appointments. Top executives, who are called by a search consultant for an assignment, can leave a positive impact and build a mutually rewarding relationship with a search firm by following a few simple rules.

Everyone is busy, especially a highflying manager like you. Remember, it is the search consultant’s job to call. He or she is just doing his duty. Getting a call just as you are about to make an annual presentation to your most important client can be surely annoying, but most sensible and sensitive recruiters will text or mail before getting in touch. Sometimes, it is appalling to encounter not so senior level managers who think that calling back a search consultant is the biggest favour they are doing. They could be light years from the truth! Search firms reach out to you only because you are successful, and they recognize your capabilities and your wisdom. They will call you for any of the following reasons:

• • For an assignment
  • To reference a candidate
  • Seeking general information about a company and industry if they know you well
  • To understand or update your profile
  • To get names and profiles of candidates who they are trying find for a particular search

Some candidates are wary of giving their profile, without knowing the assignment. Merely sharing your broad background does not mean you are interested in a change or in looking out today, but just being open to possibilities that could emerge in the future. Things change in everyone’s lives. Tomorrow, you might wish to be close to your parents in Chandigarh, for instance. This causes you no harm, because if the firm does not know you well, they will not call you, not at least until they have called people whom they know. By which time, it could be too late!!! Even if you are the marketing head of a Rs.1000 crore business, remember there are clients seeking marketing heads for Rs.5000 crore companies!

Most senior folks are extremely good listeners (that is one of the reasons why they become senior, in the first place!), and polite as well. If you are not interested in the assignment, simply decline, citing your reasons, or if you know the search firm well or have the time, offer to suggest names that you think could be relevant. Consultants are used to rejections all the time (over 70% of senior candidates usually decline an assignment) but not rudeness. Search folks (even relatively junior ones) are trained to look for subtle signals like haughtiness. As they are constantly calling candidates who are very successful, it is suggested that an executive behaves professionally with consultants. Like everyone else, even the search consultant has tough deadlines to meet and if you have evinced interest in an assignment and subsequently changed your mind, at least let them know. Expecting the consultant to constantly chase you is not a terribly good idea. It is accepted that candidates can change their mind and one is only suggesting elementary courtesy be accorded by communicating on time. On the flip side, some search consultants (especially very egoistical ones) sometimes refrain from calling senior candidates on their own, but use a circuitous route of using their secretaries, putting off senior candidates completely.

The search profession survives on nuggets of information on businesses, companies, likely movements of individuals. Usually, they rely on candidates for such knowledge and will not ask a candidate sensitive information about her or his current employers. An executive would do no harm in helping with benign information, after he or she has left his previous employer and should not be closed to share details on structures, cultures and profiles. Many people however are uncomfortable, and an experienced consultant knows where to draw the line and rightly do not push. On the other hand, at times, even very large firms have compromised on the level of discreetness they ought to have adhered to. Be wary of such executive search folks. Usually, you will be able to gauge the quality of the search consultant within a few minutes of hearing her or him. You will know if the one who has called you is worth talking to – a good consultant will always be focussed, prepared and flexible.

While suggesting references, be objective and only recommend people who you think fit the profile. And not necessarily anyone, especially a friend or colleague who needs a job. If you cannot assist, say so. Remember, search firms rate referees for bias and quality. A balanced referee will always be respected by a search firm, and probably, get more quality calls. The referee could also be a potential candidate! Staying top of mind for relevant mandates does no harm.

Finally, it is wise to remember that positions handled by executive search represent only a small minority of the total executive job marketplace. So, although getting on the radar screen of executive search firms and building a rapport with them is an important part of executive career management, it should be balanced with other strategies such as delivering on your job and building and nurturing your networks.