What Do Executive Recruiters Look For In a Client Relationship?

Much is said by clients about executive recruiters.  A common topic is, how to select and manage them.  There is a flip side of that coin.  There is an assumption that recruiters are circling around potential clients like hungry fish.  Perhaps in our current economic crisis, that may appear to be accurate.  I suggest in this posting that the best executive recruiters choose their clients wisely.  What may appear to be a win in gaining a new client, may turn into a catastrophe down the road, if all the recruiter was thinking about was quick access to a fee.  Those of us who wear the hats of executive recruiters all have our stories to tell.

If you are a senior manager who occasionally retains executive recruiters, here is what we are looking for in our relationship with you.

• An open line of communication at all times
• Access to all stakeholders in the specification development stage
• Read and be thoroughly familiar with the contract
• Pay a reasonable fee for our services (and in a timely manner)
• Look for value in the process.  Don't treat your recruiters as a commodity.
• Maintain a collaborative relationship throughout the process
• Keep in mind that half of the search is selling your organization. It's not all about sourcing.
• Know that we have to believe in your organization and culture to sell you accurately and honestly
• Avoid putting recruiters in a position where they begin to doubt the value of the opportunity
• Have a realistic attitude as to how long a good executive search project will last
• Keep in mind that the timeliness of project completion is more often tied to client responsiveness
• Demonstrate a sense of urgency when candidates have been presented
• Timely scheduling of interviews and in short succession once candidates have been presented
• Timely and detailed feedback to the recruiter regarding the candidates interviewed
• Honesty at all times with candidates (don't keep candidates in the dark)
• Don't put the recruiter in a tough spot with candidates 
• Provide details regarding extra selection process criteria such as management assessments
• Commit not to drag out the process (good candidates don't get better with age)
• Prompt payment of candidate and recruiter expenses
• Keep a realistic view that there is no such thing as the perfect candidate
• A collaborative relationship with the recruiter (listen to our advice)
• Involve the recruiter in closing the deal (e.g., negotiations).  We have a relationship with the candidate.
• Invest in a viable new leader integration process for all hired executives (not just on-boarding)
• Encourage the recruiter to stay in touch with the hired executive for at least three months
• Be willing to listen and respond positively to feedback from the recruiter "post hire"

We value our relationships with our clients and strive to do a good job for you.  While it is you who are paying us, we do have an obligation with our candidates to be open and honest with them at all times. Don't put us in a position with our candidates that can compromise our integrity.