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By Louise Garver

Your executive resume is prepared. Your cover letter is complete. Your career marketing plan is written. You feel ready to launch your search. Now what? How can you make recruiters and employers knock on your door and invite you to the "dance" otherwise known as the interview? Knowing the tools of the "executive search trade" can help you increase your visibility and make it easier for recruiters (and also employers, for that matter) to find you. Here's how it happens.

Finding a shining star in a galaxy of information

During the softening of the economy from 2000 to 2004, the war for the best talent led to the birth of the Internet recruiting industry. Executive recruiters rely on technology to make their jobs easier through cutting-edge e-recruiting solutions that automate candidate sourcing. Today you are far more likely to be Googled by a recruiter than found on a job board.

Thanks to the Internet, recruiters now have access to a wealth of information on potential candidates. They can find the "right" candidates through data mining software and prospect or business networking databases such as those developed by Broadlook Technologies (www.broadlook.com), Zoom Information Inc. (www.zoominfo.com), Spoke Software Inc. (www.spoke.com), The Cluen Corporation (www.cluen.com), AIRS (www.airsdirectory.com), Sheila Greco Associates LLC (www.sheilagreco.com), LinkedIn (www.linkedin.com) and other similar services.

Data mining software is central to "passive recruiting" (candidates who are not actively searching for employment). Right or wrong, passive executive candidates are prized by executive recruiters and employers. The "super-sleuth" software scours the Internet for any information it can find on specific companies and the executives within those companies. This includes searching company sites, SEC filings, press releases, online articles, annual reports, personal web pages, blogs, and so forth. The information is compiled into a database for recruiters to review, providing them with data that can be leveraged in the recruiting process.

Further, the technology frees the recruiters' time to develop relationships with executives. As Andrew Shapiro, of The Cluen Corporation, notes, "It is the ability to leverage insider knowledge that allows a recruiter at this level to build the required trust with a candidate-without it, no serious discussion about their career can take place."

Tips for Executives: Getting on Recruiters' Radar Screen

Executive recruiters and the firms mentioned above agree that recruiting at the executive level is often based on networking and reputation. One of the secrets to long-term employment is constantly being on the radar of potential employers and executive search firms. According to recruiters, you can boost your marketability and visibility by 1) offering an excellent career history, 2) becoming a recognized expert in your field, and 3) establishing strong professional networks. Remember, when searching, you are the product. Think of yourself as "You, Inc."

As Chris Forman, Founder and CEO of AIRS, points out, "Nobody buys a product unless they can find the product." Here are a few tips to boost your visibility in the marketplace.

• Manage your web presence (online identity) the same way that you manage your financial credit statement. If you haven't Googled yourself, do it and keep on doing it often so that you can see what others see if they search for your name.

• Create and post your profile on business networking sites such as LinkedIn.com to increase your visibility. (Creating such a profile, though, does not mean you are actively seeking employment.)

• Build a keyword-rich online resume with as many industry terms as possible to help recruiters find your information.

• If you are not a member of any professional associations in your field, consider joining and become active to build your industry presence. This includes attending professional conferences and industry functions.

• Demonstrate your expertise by writing thought-provoking articles on relevant industry topics in your field for professional association newsletters and other publications-on- and off-line.

• Build your credibility, visibility and goodwill in the community by serving on community and civic boards.

• Contrary to popular opinion, posting your resume on a few job boards will not make it easier to be found because recruiters prefer passive rather than active candidates. Instead consider creating an e-resume, e-portfolio and blogging. They provide an excellent opportunity to showcase your work and interests-thereby attracting recruiters' attention when they use online search tools to find executives with the skills they need.

Even if you are not actively seeking a new position, remember: you should always be prepared in case you do need to find other employment. The tips above can help you augment your efforts. Above all, maintain a strong reputation, manage your network, and develop relationships with recruiters you trust. As Forman notes, "Technology has not supplanted good old-fashioned networking."

Award-winning, certified resume writer and executive career coach, Louise Garver, MA, CMP, CPRW, CEIP, MCDP, JCTC, is President of Career Directions LLC. Louise is a career/resume expert for multiple organizations and is featured in 30+ books. She has an 18-year record of success in providing the tools that executives need to achieve results.

Do you know what makes an executive recruiter successful? In a recent survey about the characteristics of successful search consultants, more than half of younger executive search consultants (under age 40) identified communication and interpersonal skills, integrity, and sales skills as the most important qualities to be successful. The survey, conducted by the Association of Executive Search Consultants, also found that younger search consultants worked in a variety of fields before joining the search industry, including sales/marketing, HR, corporate management, consulting, and banking.

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