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By Ian Christie

A previous article delved into how to "Position Yourself with Executive Recruiters." Let's flip that analysis over and look at it from the recruiter's eyes. What are the key reasons executive search firms and other 3rd party employer-paid recruitment agencies will pay attention to you?

The fundamental starting point is that these firms and their individual partners, associates, or support staff, are under no inherent obligation to give you any of their time. They owe you nothing. The client of the search firm is the hiring organization. That is rule one. However, rule two is that the recruiting firms need candidates that FIT their current and future assignments in order to do their job. As a result, search firms can be highly selective about with whom they invest their time.

So, how do you get their attention? By analyzing the key reasons or circumstances under which a headhunter might talk to you, you can devise your approach strategies accordingly. Here are the top reasons:

Reason #1: You are a clear and strong candidate for a current search assignment

This sounds obvious, but that period of time when the recruiter is hunting for suitable candidates is a time when the doors are theoretically open. Whether you have applied to an ad, sent in a blind resume, have been referred, or called, you might get their attention if you are a strong match for an assignment they are currently pursuing.

Note: A search firm gets paid to attract people who are among the best in their field, not those just able to do the job. This fact of life is at the root of a lot of frustration among candidates regarding search firm unresponsiveness.

Action item: If you are going to apply to one of their openings, apply a laser focus to the opportunity at hand. Show them "why you."

Reason #2: You fit with the recruiter's specialty & appear to have a pedigree that seems "placeable"

If they have the time, you may get recruiters' attention if your profession and industry are closely aligned with the kind of work they do, and your career trajectory is impressive. They will judge how placeable you are, that is, how likely it is that one of their clients would want to hire you. If there is a strong fit, then yes, they may make time for you.

Action item: Target the specialist firms, and specialist practitioners within general firms.

Reason #3: You come referred by someone important

The world of executive search and recruitment is about relationships and exchange of information. Yes, ads are posted, but the ads often serve as backups. The real work occurs on the phones, speaking with people in their networks about who is good and who is ready to take on the challenge at hand.

Referrals. That's how it works. So, search professionals tend to be highly attuned to incoming referrals from their network. The referrers may be current and past clients, industry experts, or former candidates. The later category is tricky. The power of the referral in this case really depends on the level of relationship that candidate had with the search firm.

Action item: Work your networks. Ask for referrals. If at all possible, lay-up an introduction rather than going in cold.

Reason #4: You are someone they want to get to know

If the search firm partner or associate concludes that you are a player, someone who might hire them to do search work in the future; someone who is well respected in the industry; someone with a big and powerful network, then they may be eager to start a relationship with you. Being an up-and-comer can also be an attractor. You may not, in their eyes, be ready today, but talking to you now may in fact be a good investment of time on their part.

Action item: Don't be invisible. Seed your field so that your name comes up when key people are asked, "Who can do this job?"

Reason #5: You are a file builder during slower times

The fewer active assignments recruiters have, the more time there is to fill their pipeline. Yes, they will be out looking for new clients, but it is also a time to catch-up on meeting new candidates. In a slower market, they are likely to be a little more open in who they talk to.

Action item: Don't forget the slow cycles. Try to approach before you need to find a job. Word your approach as one of "getting to know for future potential assignments."

Reason #6: You represent a valuable contact for a more junior headhunter

You might not be able to get a partner or senior consultant's attention, but you may be able to with an associate or researcher. Don't underestimate the power of these folks to insert you into the search firm's active system and assignments. And, they need to build their career with strong, relevant and productive relationships. It could be you.

Action item: If contacted by someone at this level, treat him or her seriously. If you can't reach the partner, approach the researcher or associate.

That's it. Yes, you may get in because you catch someone on a good day, and they feel like helping, but don't count on it. As a rule, these six contexts are the only instances when you can get an audience with a search firm. Understanding these reasons now arms you with potential strategies. Good hunting.

Ian Christie founded BoldCareer.com to help individuals boldly manage their careers. A career coach, entrepreneur, former senior director at Monster.com and former retained executive search consultant, Ian is a recognized expert in the career and recruitment fields, with many published articles and media interviews.

Market-aligned pay adjustments and flexible work arrangements are the two techniques most commonly used to retain top performers, according to a study by Hewitt Associates. More than three-quarters (77%) of companies adjust pay for top performers to keep up with the market, while 52% use flexible work arrangements.

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