What to Expect from Your Executive Recruiter

• Demand their top talent.

Conducting a high-level search is a complex task that requires the skills of an experienced professional. Therefore, be sure to meet and interview all consultants in the search firm working on your engagement. In larger firms, senior consultants oversee multiple searches and therefore often rely on junior-level staff to do much of the legwork. In smaller firms, you'll be able to command the attention of more senior partners. Ask for principal participation.

Remember that your search team will represent your company in the marketplace, so look for individuals who best reflect and can articulate your style, brand, culture, products and services.

• Expect them to start working for you early in the hiring process.

One of the biggest mistakes companies make is to draft a final job description and salary package before hiring a search firm. To be sure, hiring managers need to initially define the position and what they believe is necessary to achieve company goals. But this is not where it should end. The best executive search firms will insist on providing value in these early stages, based on their expert perspective of industry trends, their knowledge of how other companies define similar positions and their "take" on the vast talent pool from which to tap candidates.

Your costs do not increase by engaging your executive search firm early in the process; the consultant's fee structure is always a percentage of the salary of the position. The bottom line is: don't hire a firm that won't help you in this early stage.

• Expect them to be part of your team.

Some companies hire a search firm and never hear from them until the candidates are ready to be interviewed. Insist that your search consultants become part of your team. Make sure they meet all significant players, including those who will be peers and subordinates of the new hire as well as the hiring manager and human resource professionals. Give them free access to information and facilities so they can get an accurate picture of your company's atmosphere and culture.

By fostering a team approach you'll assure communication will be open and cooperative throughout the process. Not all searches travel perfect linear paths. There will be times when regrouping and revising certain aspects of the search will be required. By fostering a team spirit early on, you will not need to redirect and refocus later on.

• Use their negotiating skills to the fullest extent possible.

One of the most important elements of the search is the negotiation stage. Here is where the expert executive search firms separate themselves from the pack; they provide the invaluable service of facilitator and intermediary between the company and the candidate.

Most candidates do not want to negotiate directly with their future boss. And most companies don't understand that a little give and take is necessary to present the right package deal for the best candidate. This mediation role from your executive search firm can make the difference between hiring an individual who is sold on the position or one who is not.