How to Work with a Search Consultant Effectively

By | Career Guidance | No Comments

When considering a job in C-level support, it is beneficial to know how to work with a search consultant effectively. Partnering with a placement firm can open the door to sought-after opportunities, but only if the partnership is approached strategically. Below are tips for working with a search consultant to maximize chances of landing a key support position.

Share as Much Information as Possible

The quality and frequency of communication largely determines how effective the relationship between job seeker and placement professional will be. Sharing likes and dislikes about past and present jobs, career growth goals, current function and compensation, and preferred change in those areas are all important for a search consultant to know. This information will guide the search for a career that’s the ideal fit for both company and employee.

Direct and Clear Communication

For a partnership to run smoothly, it’s essential to have clear and timely communication. Prompt responses within 24 hours and immediate feedback following an interview allow a search consultant to adjust the strategy for a more tailored fit. The more a recruiter knows about the perceived benefits and drawbacks of a company, the easier it will be to find an opportunity that meets all needs.

Be Smart about Online Presence

When working with a placement professional, social media accounts should be set to private. Employers look closely at candidates’ posts. Anything that could possibly be considered oversharing, inappropriate, or rude could cost someone a job opportunity. In general, avoid anything that could potentially harm the first impression of a potential employer.

Ask for Constructive Feedback

Search consultants have seen countless resumes and applications during their careers. They also have a deep understanding of effective interview preparation and follow through. Job seekers should ask for feedback in any area they want clarification or improvement. The recruiter can review a resume for ways to improve the content and format, practice interviewing skills, and assess ways to improve.

Working with a search consultant is an excellent way to land an executive support position in line with personal career goals. To make the most of this partnership, candidates should take advantage of their experience, communicate objectives clearly, and share as much information possible about current roles and responsibilities.

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Good Leadership Can Help You Overcome the Challenges of Onboarding

By | Hiring Strategies, Leadership | No Comments

Retention of high-quality, motivated professionals is essential for an organization’s success. This is particularly true for C-level support. High turnover adds to expenses and can lower the morale of the entire company. It’s important to develop the full range of competencies needed to successfully onboard new talent and establish them in your organization. Here are some helpful tips on how solid leadership will help overcome the challenges of onboarding and improve overall retention.

Communication Challenges

A prominent challenge many leaders experience is making assumptions about expectations without actually communicating them directly. While intuition can be an important part of success, it can never be a substitute for clear communication. During the onboarding process, leaders need to speak with new employees often to learn what they need to feel comfortable. Most new employees want to set goals and milestones. Onboarding is a good time to set expectations so they have a clear sense of direction from the start. Talk with new employees regularly to learn about their career goals, current objectives and help them develop a plan. Search consultants can support managers with appropriate questions to ask as they understand the concerns of new hires as well as client companies and can align intentions to a mutually beneficial outcome.

Expectation Challenges

Another important issue for transitioning new hires is time management. Often managers who are new to onboarding think it’s a one-week process. Many new leaders grow frustrated because the process requires more time than they expected. A search consultant can help establish some guidelines for the process. They can make sure both parties understand what to expect from onboarding and training. Even the most qualified candidates will require thoughtful training and communication. They have an entire organization to become acquainted with.

Onboarding Tips

An effective onboarding process often takes several months to a year. In the first 90 days, the goal should be to make the new hire comfortable, while establishing clear expectations and ensuring that everyone understands objectives. An executive should have a 30-day, 60-day, and 90-day meeting with their new employee to review goals and share feedback in addition to daily action items and priorities. Our search firm offers a post-placement program where we meet with the leader and new hire on a monthly cycle, through some of the most difficult challenges and then move to a 9-month and 12-month check-in. The goal of the meeting is to exchange feedback and foster a connection and sense of shared accomplishment.

Good leadership and direct communication will enable a thoughtful and effective onboarding process ensuring your new employee is established in a timely manner and can begin meeting the goals and priorities you set together. Providing clear communication and immaculate guidelines are essential keys to a smooth onboarding process. Once an employee trusts you and feels supported, they’re much more likely to be productive and stay loyal to the organization.

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Career Advancement: Why Should You Take a Recruiter’s Call?

By | Career Guidance | No Comments

Many people reject calls from recruiters because they are unaware of the many advantages of working with them rather than job hunting alone. Even for those not seeking a new job, search consultants can open the door to exclusive opportunities that others don’t have access to. Taking the time to speak with a recruiter could result in an unexpected career advancement. Below are some of the excellent reasons to work with a search consultant.

Recruiters Have an Expansive Network

Niche recruiters are extremely well connected. They have exclusive, confidential access to some of the most desirable jobs in the field of executive support. High profile executives frequently work with search consultants, which means that the jobs are not advertised or accessible to the average person looking for employment. In addition, working with a recruiter is particularly important in high profile executive support because of the specialized skills and experience required.

You’ll Learn Valuable Insights about Your Marketability

Well-connected recruiters have worked with hundreds of candidates, so they can help job seekers assess their skills, compare to the competition, and have an informed idea of appropriate compensation. For those who are already employed, recruiters can introduce them to opportunities for career growth, gauge salary based on current rates, or find a better fit. Regardless of employment status, search consultants can give a better view of their function and market value.

Everyone Benefits from Career Consultation

It’s beneficial to get advice from an expert, whether happily employed or looking for a job. Niche recruiters have more data about that career than anyone else. They understand what function those in executive support provide to an organization, their value in terms of compensation, professional potential, and the marketplace as a whole. They can help negotiate a raise or a promotion or find a company that’s the ideal fit. Whether someone is happily employed or not, speaking with a recruiter is a wise choice.

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Trends in the High-Profile Executive Support Market

By | Industry Trends | No Comments

The high-profile executive support market is exploding, and demand is higher than it has ever been. Executive assistants are critical members of an organization. They function as part of a strategic alliance where they provide support to CEOs which allows them to perform more effectively in their busy lives. Here are some of the leading trends in the executive support market.

Every CEO Has an Assistant

As more and more executives build successful global companies, there is a higher demand for skilled executive assistants. For high-visibility professionals, life moves quickly, and there are many aspects to their personal and professional lives that need to be managed. In the past, some CEOs could function without an assistant. But in today’s tech-driven, fast-paced world, this no longer holds true. Increasingly, high-profile leaders will have C-level support. While some worried the popularity of AI and virtual assistants would negatively affect this niche, the reality is that this function is an essential resource that organizations need to run smoothly, and this is true now more than ever before.

The Role of the Assistant Is Expanding

Historically, the function of executive assistants (EAs) mainly involved managing the CEO’s schedule and travel plans. But this function has expanded over time, becoming more strategic. EAs and Chiefs of Staff execute on the goals of the business and partner with the CEO to increase productivity and effectiveness. They are skilled in strategic time management, project management, board operations, and managing direct reports. They analyze how leaders are spending their time and strategize ways to make them more productive, making them essential members of the organization.

Family Office Management

Notably, as the number of high worth individuals continues to grow it has increased the need for family office management. High-profile CEOs are looking for skilled professionals who can manage their personal lives and do this with care and confidentiality. They are entrusted to manage estates, philanthropic efforts, family trusts, operations, private travel, security, LLCs, HR, hiring and much more. Eventually executives find it difficult to manage all of the functions of a family office on their own. A support staff is essential and often includes HR, accounting, staffing management, legal and financial expertise. Executive support staff can help set up LLCs, corporations, organize property taxes, hire staff, manage operations and deal with HR challenges. Some bring other professional experience to the table such as interior design and event planning. They often bring a high-level of talent and a diverse range of skills. They are also capable of managing the support staff and assuring everyone performs at their best.

High-profile executive support professionals are in high demand in today’s market. They provide a strategic partnership to high-profile executives, keeping an eye on the big picture and ensuring that CEOs are productive and effective.

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