Human Asset Management

Candidates The more you know about the executive search process


The more you know about the executive search process, the better you can position yourself should you become an executive search candidate. In the meantime, remember that the most successful executive searches involve those where you, the search consultant and the client know your rights and obligations within the search process and adhere to the highest standards of professional and ethical conduct.

Concluding the Search

If the client decides to hire you to fill the position, you have arrived at one of the most important stages of the search process: negotiation of your employment agreement. This can involve highly sensitive issues in which the search consultant can play a crucial role of intermediary to ensure open and effective communication between client and candidate. Use this 'honest broker' channel of communication to candidly express any concerns or special requirements that you may have on terms and conditions.

When the search process is completed and you have signed on the dotted line, some search consultants will stay in touch with you for three to six months to make sure that your transition into the new position is a success. Feel free to contact your consultant with major concerns that arise. He or she may well be able to help sort out problems, and diplomatic intervention by the search consultant will normally not be resented by the client. However, search consultants are not professional coaches, and thus their role here may be limited.

If your candidacy does not result in a hire, most consultants will want to keep you in their pool of candidates for future assignments. They may contact you from time to time to maintain the relationship and keep you appraised of any upcoming assignments. They may also use you as a resource to help identify candidates for assignments that are not a good fit for you. If you developed a good relationship with the search consultant, you may want to take your own steps to maintain the relationship as well.

Regardless of the outcome of the search, the consultant may not use your name or the results of the search as testimonials without your permission.

Putting Your Best Foot Forward

The executive search process is not a one-way street. Although you have a right to expect courteous, professional treatment from the search consultant and the client, there are a number of things you can do to facilitate the process and advance your standing.

  • Be honest. Under no circumstances should you inflate your resume, misrepresent your work history or "hold some cards back." Also, be genuine about your interest (or lack of) in the position. Complete and accurate disclosure by the candidate is an essential element in the search process.
  • Be flexible. Make every effort to fit appointments and interviews within your schedule.
  • Educate yourself. Conduct your own due diligence on the search firm and the client organization, and understand the unique value of retained executive search consulting.
  • Have realistic expectations. Understand that the process takes time and that you will be one of several qualified candidates.
  • Negotiate in good faith. Do not lead search consultants to believe you are negotiating only with them if you are considering offers from more than one organization

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