What percent of recruiters say they use search engines to find out more about job candidates?

But it’s not just the social sites that are fair game – 66 percent of employers say they use search engines to conduct their research on potential job candidates.

Is it okay to send resume to anyone?

Never tell your friends “Send my resume to anyone you know who might need help.” If your friends send around your resume willy-nilly, you won’t have the opportunity to zero in on each specific recipient and customize your resume for each person – the only way to make your resume get a reader’s notice.

Do hiring managers Google you?

Like it or not, the majority of employers — 66 percent — will Google a job candidate they’re considering, according to a 2018 CareerBuilder study. What’s more, 70 percent will check out your public Facebook and other social media posts, and 57 percent won’t hire you if they don’t like what they find.

What is the difference between executive search companies and executive job search?

The major distinction between executive search companies and executive job search firms is the recruiter’s client. For the former, the hiring company’s interests and needs is their impetus because that company is their client – not the executives.

How do firms fill senior executive search roles?

More senior roles (26\% of them, according to our research) are filled by retained executive search consultants than by any other formal hiring process. These firms aim to proactively source the right candidate on behalf of the client company. They don’t simply forward resumes from applicants.

What will executive search companies be looking for in 2020?

Executives should position their transferable skills as their key selling point. It is one of the major aspects that executive search companies will be leaning towards when recruiting in 2020. When recruiters know who they’re looking for, it is easy for them to obtain that information.

What are the most successful executive searches in history?

Indeed, many of the most successful executive searches in history involved hiring leadership from beyond the industry sector of the client, based on perceived “transferable skills.” How can an executive maximize the chance of a recruiter approach?