If you are currently looking for a job, you can use many sources: Your own network, job exchanges, social media or even career fairs and alumni meetings. However, the search is usually very time-consuming and often leads to a nervous ordeal. With a good executive recruiter at your side, changing jobs is much more relaxed. His job is to bring applicants and companies together.
Today we going to interview Christopher George, he has been working with Taplow Group for 5 years in the United States, gives insights into the profession and explains how executive recruiters work together with applicants and companies.
Christopher, you’re an expert in recruitment, why don’t you explain? What exactly does a executive recruiter do?
As a recruiter, I ensure that job seekers and companies find each other. To ensure this, my daily tasks at Taplow Group include closely monitoring the job market. I am always on the lookout for interesting positions and suitable candidates.
Once these have been identified, network maintenance plays a decisive role. Every day I talk to several applicants and clients, i.e. companies looking for new staff, in person. This is the only way to gain a very good knowledge of the market and to realistically inform both clients and candidates about opportunities, salaries and trends that are customary in the market.
The personnel switching is by the way free for applicants. If it comes to the successful switching, the enterprise carries the full costs.
How do applicants and recruiters usually get together?
Over the past ten years, Taplow Group has made a strong name for itself in the market. Today, a lot is actually happening about recommendation marketing. That’s why networking is so important for recruiters.
In addition, there are applications to our job advertisements. Our advantage here at Taplow Group is that we specialize in finance and accounting, the IT industry as well as assistant and commercial professions. For this reason, we are happy to welcome people from these areas who are willing to change. They know that we always have vacancies in their professions.
Job seekers can easily upload their CV to Taplow Group. We don’t need any more documents in the first step. We will then support you in your search for a suitable position.
What can a recruiter offer someone who wants to change their career?
Quite simply: a network he doesn’t have himself, and direct contact with decision-makers in the respective field. As an executive recruiter, you are not only a networker, but also a career consultant.
Candidates can name what they want for their future, where they want to go. And we suggest jobs that fit, or give tips on what qualifications may still be missing.
The process is therefore not focused on a specific position, but on the candidate’s wishes.
Hand on heart: What is your personal recipe for a successful mediation?
I can only say again and again: communicate openly and honestly. We are talking here about long-term perspectives for companies and candidates. That’s why it’s important that the candidate knows exactly what he wants and doesn’t want, which development he wants to pursue and what should be on his pay slip at the end of the month.
The same applies to my tasks as an executive recruiter. I offer current opportunities, show candidates where they stand, and with my knowledge of the market, perhaps take them to other career opportunities they have never seen before.
This certainly includes the fact that I have to tell some candidates that their salary expectations do not correspond to the usual market level.
What leaves the strongest impression on decision-makers from your experience besides your professional skills?
A personal interview is always part of the placement process – first at our company and then with the respective company. My experience shows that personality is the most important thing.
Skills or not: The candidate must fit into the team. If he bends himself for it, it is noticeable. Here, too, open and honest communication is crucial.
And what mistakes in the interview ensure that companies give preference to another candidate?
In fact, I keep finding out that candidates can’t answer the question “Why do you want to work for us? This is a question that appears in almost every job interview. Applicants should therefore prepare themselves accordingly.
This is not about the one “right” answer. Rather, personnel decision-makers try to hear how intensively the candidate has dealt with the job offer and the company.
Many thanks, Christopher, for the interview and the interesting insights!