Six-Figure Hotline

Posted By: Dave Opton
Filed Under: executive recruiters, executive job search, networking, dave opton, six-figure hotline, execunet membership, teleconference

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As part of ExecuNet membership, I conduct a weekly teleconference called Six-Figure Hotline where members call in to ask the questions keeping them up at night, and to gain market and trend insight from the career experts who join me in talking about issues that are important to executives today. Whether you are in a job search, thinking about changing positions, or want to learn how to strengthen your success in your current position, this weekly teleconference is designed to provide you the support you need to reach your goals.

Recently, in one such teleconference, I was asked about recruiters having a "square peg, square hole" mindset. The caller said: "They know that companies value and need diversity, but are afraid to put forth candidates who have excellent credentials, experiences and leadership — because their client (the company hiring) tells them only to bring them candidates that are �square peg and square hole.'"

He said, "This seems more prevalent among the large retained search firms than the boutique firms, and they do get some of the best assignments. Do you have any advice on how to change the large retained search mindset?"

This is a great question and one ExecuNet members have been asking for years, so I thought I'd share my answer here since chances are good many of you have wondered the same thing. Here's what I had to say:

Your experience squares with mine in terms of how things work, so my one word answer is "No." That being said, let me add some color commentary:

1. The bias on the part of client companies to fall victim to the "not invented here" syndrome. It is a big time factor in companies of all sizes but particularly the larger ones who the big time retained firms tend to serve.

For example, recruiters typically say in our annual Executive Job Market Intelligence Report that leadership, industry specific experience and functional expertise have always been at the top of the list of the criteria they are asked to find.

2. Courage. Only search consultants who feel comfortable that they really have a solid relationship with clients are truly fulfilling the role of consultant as opposed to requisition filler and order taker. After all, they are being paid by the client, so those with the backbone to push back against the spec are hard to find. Pretty hard to push back when maybe your competition won't. That doesn't mean that some don't — they do.

You hope most biases are influence-able, so if you know that the "not invented here" syndrome is an issue, I would attack it up front and show the recruiters how you have previously solved the pain point their client needs fixed even though they are not in the same industry segment.

And I would say your best shot at doing so is in person, which means getting a referral so you can get some face time. Or better still, based on your target list of companies and your research of them, network your way into the client company — hopefully, even before they have put the assignment out to search.

Nothing is more convincing to an employer than having a trusted colleague or friend say, "You've got to meet this person!"

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Dave Opton's avatar Dave Opton
Dave Opton founded ExecuNet in 1988 to provide a trusted environment where senior-level executives could build career opportunities by facilitating connections to other executives, experts and key market insights. Dave has drawn upon his 35 years of experience in human resources to develop and grow what has become the leading business and career membership network for executives and senior managers. A widely recognized executive career management expert, Dave is regularly quoted in The Wall Street Journal, The New York Times, Business Week, Fortune, Fast Company, and other leading business publications. Mr. Opton received his BA from Indiana University. Dave blogs at Six Figure Learnings