Executive Recruiter for High Tech, Marketing and Communications - Nationwide Job Placement with Shulman Associates

Contingency recruiters usually "meet" the candidate and the client on the phone. Given the number of clients and candidates they handle, it's all they can do! These recruiter's often send resumes to clients of candidates they've never met in person, or they widely distribute resumes without the candidate's permission.

As a retained executive search firm, Shulman Associates is contractually bound to meet, in person, every candidate we present to our clients. The purpose of these meetings is to learn about the candidate's professional performance, demeanor, skills, and personal disposition. We never forward a candidate's resume anywhere without prior approval.

After these vital meetings, chemistry and cultural fit issues are addressed, we then prepare detailed profiles of each candidate. These profiles discuss the "unknowns" not found in a resume, such as why certain professional choices were made in a candidate's career and circumstances that were part of those decisions. They give the hiring manager a well-rounded overview of the candidate they are speaking with.

“What companies need to develop – and what many executive recruiting firms offer as part of their services–is an interview process that results in the hiring of an executive who will fit your culture and work competently on the job. Two of the most critical mistakes companies make at this interviewing stage are to allow different people in the company to interview different candidates and not to have a discrete and consistent set of questions for each interviewer to ask each candidate. Without controlling these variables, it is very difficult to get a fair assessment of your candidates. The only way to compare candidates is to control this process and then complete a comprehensive evaluation of the interviews.”

Excerpts from Shulman Associates bylined article “When to Use an Executive Search Firm and How to Get the Most Out of the Relationship,” in Employment Relations Today, Spring 2007.

Focus, Focus, Focus!