Top 2022 Job Candidate Tips

In?my more than 20 years of experience as an executive recruiter specializing in the financial services sector, I have rarely witnessed a recruiting market on Wall Street as robust as we saw in 2021. It is safe to say that 2021 was a "job candidate’s" market, and we expect 2022 to be more of the same.

In the first article in this series, I had the opportunity to share my thoughts on the use of multiple resumes for different roles. In Part 2 of the series, I provided my insights regarding the complexities of pursuing multiple job opportunities, and potentially receiving multiple offers, simultaneously.?In Part 3, I addressed the question of how to best convey your compensation expectations in a dynamic job market. In this next (and last) article, I will talk about the value of, and ways to go about creating, a solid network of executive recruiters who know you both professionally and personally.?

I will talk about the value of, and ways to go about creating, a solid network of executive recruiters who know you both professionally and personally.?

In my experience, most executives in the financial services sector communicate with executive recruiters only in the following limited circumstances:

1. The executive responds to an inquiry from a recruiter on a potential job opportunity.
2. The executive is actively looking to change employer.
3. The executive has lost his/her job and is looking for a new one.

Why is that??

To be blunt, some executives believe that the affirmative act of contacting or communicating with a recruiter implies that he or she wants to change employer or career in the near term, and are concerned of such information becoming publicly known.?

While the immediate need to find a new job or career is the most common reason talented individuals contact a recruiter, it does not need to be the only one. In fact, it is very helpful to create a solid network of recruiters long before you need to change employer or career. ? ?In a “job candidate’s” market like this one, opportunities spring from a wider range of firms, including corporate clients, fintech companies and buy-side funds. And while some executives feel that they know their peers well and thus can network directly to find another role, this is less true when it comes to these newer opportunities.

So how can you place yourself on the radar screen of these different acquirers of talent, maximize your job optionality and manage your overall career path?

?One solution, and the topic for discussion in this article, is to create a strong relationship with one or more trusted executive recruiters.

In pursuing these relationships, what specifically should you look for in an executive recruiter?

-???????An advisor. Identifying recruiters who also serve as trusted advisors gives you the distinct advantage of having an expert in career progression and hiring dynamics on your side. Executives can tap into the recruiter’s knowledge of the market, personnel network, and general experience in the field of talent acquisition and management on an ongoing basis. This trusted advisor can also be a beneficial sounding board even when the executive is exploring a job opportunity independent from him/her.

-???????Expert in your field. ?Having a recruiter in your network who is at the forefront of new developments in your sector can bring tremendous value by providing real-time information on a variety of key topics, including new compensation structures, new products, or industry/sector changes. This data will significantly benefit your career over time, whether you stay in your current position or pursue a new role.

-???????Expert in areas outside of your current role/space. In a “job candidate’s” market, having a relationship with a recruiter who focuses on different firms/roles (i.e., buy-side funds, corporate clients, and fintech companies) may surface unique opportunities that you might not have otherwise heard of, or for which you felt unqualified.?

So now you know what to look for.?How do you find these career advisors?

·??????Ask your peers. Who do they use and trust? As with any outside advisor, it is good to ask people you know, and whose opinion you respect, for names of people they themselves trust, and ask them for introductions. ?An introduction from a third party known to both the executive and the recruiter is particularly important during this busy time.?

·??????Ask recruiters.?Assuming you already have a relationship with a recruiter, ask him/her to introduce you to other experts in different areas that you have considered exploring. As indicated above, a direct introduction is advisable, since recruiters primarily focus on executives already operating in their specific area of expertise.?

·??????Educate yourself. Desktop research will help you better understand the various types of recruiters and the different platforms they offer. ?Recruiters don't hide, and you can find a lot of individual information on recruiting company websites.?There are also third-party surveys of executive search firms, which could be helpful sources of leads.?

·??????Invest time. Invest time in getting to know recruiters before you actually need them, and then develop relationships with individuals who provide you with the most value and also operate in a style you find appealing. In the end, finding the right individuals with whom you connect is crucial.

In summary, regardless of whether you are looking for a job or are happy in your current role, I strongly suggest investing time in getting to know those executive recruiters who can help you navigate your career.?

?*************************************************************************Elisabetta Bartoloni is a passionate and agile executive recruiter with over 20 years of experience at top-tier Executive Search firms. Elisabetta's clients particularly value her unique style, often described as a mix of skill and art of executive search: deep expertise in financial services markets combined with an intuitive art of understanding and assessing the nuances of corporate cultures and leadership personalities. Her approach results in strategic, win-win placements that add tremendous value to hiring managers and lead to fulfilling, prosperous careers for the placed executives. Elisabetta's experience in leading searches across corporate finance and global markets, coupled with her trusted advisory approach, is particularly valuable in growth situations, including transformational hiring, culture change, and Diversity, Equity & Inclusion.