An oft-repeated query from many of my mentees was on the nature of search this year. It got me thinking, and below is a compendium of the advice that I shared with them.
The process itself is different – with travel restricted to the bare minimum, the accent is squarely on remote hiring. The candidate and the firm have to get comfortable with each other and complete the entire process – interviewing, selection, compensation offer and even on-boarding without a single physical meeting. Candidates should conduct proper research to be clear about what they are getting into. Even if you are unlikely to work physically from the new firm, it helps to get a clear understanding of culture, expectations etc. before you join.
Since 1959, the Association of Executive Search and Leadership Consultants (AESC) has set the quality standard for the executive search and leadership consulting profession. Its members are the leaders in executive talent and leadership advisory solutions. AESC facilitates diverse and innovative thinking in global leadership. World-class executive search and leadership consulting firms join AESC to demonstrate their deep commitment to the quality standard AESC represents and to shape the future of the profession. Business leaders worldwide retain AESC members as trusted advisors to minimize risk and gain competitive advantage in their industries.
The BlueSteps Career Management Blog is written with a C-level audience in mind on career management topics ranging from executive compensation, executive resumes, and interview tips to networking, executive job search, and gaining visibility as a professional in one’s industry. The BlueSteps Executive Search Blog links senior executive candidates to actual retained search recruitment insights from AESC member executive recruiters, BlueSteps career advisors and other guest writers.
