Our company is currently expanding in Latin-America. Due to the successful introduction in Brazil, we decided to expand to Mexico, Chile and Argentina as well. We are now available in three countries:
Mexico: Mexico Headhunters => http://mexicoheadhunters.com.
Argentina: Headhunters Argentina => http://headhuntersargentina.com.
Chile: Headhunters Chile => http://www.headhunterschile.com
Brazil: Headhunters Brazil => http://headhuntersbrazil.com
In this way we try to facilitate international careers of Latin American executives and directors.
How to make an excellent impression on headhunters?
Why cold-calling is the wrong move and other advice so you can be on the radar of a top executive search firm
If you’re already getting the occasional call from a headhunter trying to lure you to a new management opportunity, congratulations: You’re obviously doing something right.
Maybe they’re calling because you’re a good source of market intelligence or because you’ve been instrumental in introducing them to powerful co-workers and peers. Ideally, they’re calling to entice you with an alluring career proposition. Even if that’s not the case, the fact that they’re calling you for any reason is because they know you’re plugged in and have potential. Rest assured, they never forget a favor. Continue reading
Although there is no set format that every job interview will follow, there are some questions that you can almost guarantee will crop up. Here’s a list of the most common questions and a guide to the kind of answers your interviewer wants to hear. Continue reading
Rather than getting their hands dirty in the cutthroat job market, savvy executives get the job offers to come to them.
Executive search firms are hired by companies to find the best personnel to fill a vacancy. But you won’t find these jobs advertised in newspapers or on Internet job boards. The only way to take advantage of this hidden job market is to get noticed by the executive recruiters. Continue reading
The senior executive search industry experienced a decrease in the number of new searches started worldwide in the third quarter of 2012, as reported today by the global Association of Executive Search Consultants (AESC). New search mandates saw a fall of -7.6% year-on-year (from Q3 2011 to Q3 2012) and -6.8% quarter-on-quarter (from Q2 2012 to Q3 2012).
Showing some stability in the third quarter were executive searches within the Technology sector, which held a year-on-year increase of +12.3% and saw the least quarter-on-quarter decline (-1.9%). Life Sciences/Healthcare also saw quarterly stability, with the number of new searches remaining steady from Q2 2012 to Q3 2012 (+0.4%), though declining -9.8% yearly. All other major industries surveyed by the AESC – Industrial, Financial and Consumer – saw a reduction in search activity on both a yearly and quarterly basis in the third quarter of 2012. Continue reading
The language used to reference the various types of recruiting companies often betrays the user’s knowledge of the third-party recruiting profession overall. I’ve recently heard reference to a “job recruiter” from someone who needed an executive search firm and many times I’ve heard executive search firms referred to as “agencies” and agencies referred to as “executive search firms”. There are varieties of recruiting companies and the differences among them are important. Here’s a primer.
After in-house vs. out-sourced, or third-party, the recruiting profession gets divided in to executive vs. non-executive. Almost every recruiting company will claim that they’re executive recruiters but in reality, very few are. Continue reading
Releasing the results of the 2012 Focus on Latin America study, BlueSteps.com, the executive career management service of the Association of Executive Search Consultants (AESC), announced that, of those executives currently working in Latin America, who have also worked in other regions, 52% find advancement opportunities in Latin America to be better compared to advancement in other regions. Only 24% rated advancement in the region as less favorable. Continue reading
Here are the 3 triple x questions that can help you understand if the headhunters in front of you is likely to be able to help you or not:
- X as in Expertise: how well does the headhunter know his/ her client/ candidate, the industry or at least the position/ candidate s/he represents? Many do not even have the basic information, vital puzzle pieces you need to take a decision with a major impact on you. Ask 2-3 questions to sort the wheat from the chaff: What is the position’s/ candidate’s history, the reason for the vacancy/ the candidate’s real interest in the position? Who are the direct competitors of the company they recruit for, what are the current trends the industry is undergoing? How does your headhunter find his/ her candidates? How well can your headhunter describe the candidate’s personality/ the culture of his/ her client? And how does s/he resume your conversation and the job brief/ your key motivators? Continue reading
When does it make sense to use a search firm or recruiter to assist with your job search?
If you seem to be stuck in a rut and you are not getting calls for interviews, it can make sense to use a recruiter to broaden your job search. It can also make sense if you are in a high level position since those jobs are not always advertised or in an industry that typically uses search firms to fill vacancies. Search firms have contacts in industries and at companies that you might not even be aware of. They can help market your resume and provide you with additional exposure to potential employers. Continue reading