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The Type of Talent Recruiters Should Be Fighting For

There are certain attributes exceptional candidates have in common, and it’s up to the recruiters to recognize them and fight for them. Not all candidates possess all of these talents, nor do they need them all, but if there are candidates that naturally encompass a few of them, they are bound to become a rising star at whichever company fights the hardest for them. In no particular order, here they are:

Data Cruncher
With big data being at the forefront of a company’s growth, candidates should be able to crunch numbers, analyze data and explain what those numbers mean. This skill proves intuition, analytical abilities and top-notch problem solving skills. You’re not looking for a robot, rather someone who knows what numbers mean, not just what their numerical value is worth.Michael Thomas Executive Search

Communication
All employees, from every company, represent their employer. The best employees communicate intelligently on a social, public and interpersonal level. Whether this candidate is giving a presentation to hundreds, or having a one on one meeting, they communicate sincerely, accurately and professionally. Businesses can’t function without great communication, and it all starts with their employees.

Influencer
This trait comes in many forms. The ability to influence the growth of a business, the ability to influence a group at a meeting, or even the ability to influence the business your company is in. If a candidate can influence, they have the ability to lead. And, if you’re candidate can’t lead, they can’t grow.

Decision Maker
Being able to make a decision, and follow through on that decision, is one of the most admirable traits a candidate can possess. So many others are coy when it comes to decisions because they don’t want to be held responsible if something went awry. Great leaders make decisions, and if they’re the wrong ones, they are the first to understand why and they’re the first to work towards a solution.

Original Article found HERE.

3 Tips For Finding Candidates on LinkedIn

As a professional social network for home-office-336373_1280finding quality candidates, LinkedIn has secured its position as top dog. However, you may be using it wrong. With thousands of executive level candidates out there, and more and more joining every day, it can be hard to find an ideal candidate in a timely fashion. Here are some tips that can help you in your executive search.

#1 Be Personable. Talk Like a Human.

This is a must. No longer is it acceptable to send a potential candidate a bland, general, and impersonal automated email or message. If you’re simply copying and pasting the same message to every person you contact, you’re not going to have bland, general and terrible results. Sure, you can use some similar information, like your background, company history, etc. But, when it comes to reaching out to someone, send a personal message about how you found them or questions you want to ask them. The likelihood of a conversation sprouting from a personal message is exponentially greater than that of an automated and impersonal message.

#2 Be Active. Follow Up.

Don’t think you’re pestering someone if you follow up with him or her. It shows genuine interest, your proactive nature and your overall go-getter attitude. This tip is in direct congruence with #1. You have to be personal. Follow up with a sincere message of interest as to why you’re following up and what your purpose of following up is. Let them know you want to set up a teleconference, set up a face-to-face meeting, or simply set up a phone conversation. The more active you are at targeting candidates, the more active the candidates will be to follow up with you.

#3 Be Professional. 1st Impressions Matter.

Sounds cliché, but the outlandish and simply inappropriate messages that often get sent over LinkedIn is mind-boggling. It’s one thing to pick up on similar interests, collegiate background or career history. But, don’t lead with, “Hey man! Great Braves game last night. We really took it to Boston hey?!” And no, you don’t have to portray a posh tone, but use your head. Too casual of a disposition can come off as sophomoric, unprofessional and amateurish. Be yourself, maintain a professional demeanor and gauge your audience.