The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

June 06, 2017

How Talented Executive Recruiters Market Your Open Job


Every company is like a treasure chest. Inside are valuable opportunities—your open positions—to which only specific individuals should have access. Sometimes it is difficult to locate the right people, but strong executive recruiters know exactly where to find them and how to engage them. 

The candidate-recruiter process works well because executive recruiters wear many hats in their multifaceted profession. They are career advisors, matchmakers, brand spokespeople and—perhaps most importantly—skilled salespeople.

Consider the characteristics of an outstanding salesperson: driven, outgoing, persuasive, an excellent listener, a strong verbal communicator, resilient, easygoing, and emotionally intelligent, to name a few. Now consider the attributes of an exceptional executive recruiter; there is an extraordinary amount of overlap. These very personality traits enable executive recruiters to fulfill their goals for hiring managers.

When high-quality executive recruiters identify the most talented and culturally compatible professionals for their clients, they are motivated to orchestrate a match. Recruiters take on the role of a salesperson to achieve this objective. Here are six examples of how recruiters adeptly market information to support clients’ hiring needs and further candidates’ careers.

Recruiters market a mutually beneficial business relationship.

A strong recruiter is always networking to develop his or her candidate pipeline. And, to any professional—regardless of job search intent—a reputable recruiter is a good contact to have. Recruiters leverage their strong base of connections to engage new candidates on a daily basis.

Recruiters market the possibilities of the job market.

Many candidates initially lack interest in changing jobs. Said candidates are likely uninformed about the breadth of opportunities available to them. Following a conversation—or a few—recruiter, these passive candidates often begin to develop an interest in new roles.

Recruiters market your specific opportunity.

Skilled recruiters have mastered the art of the pitch: a short, compelling summary of your job opportunity. This introductory blurb captures the candidate’s attention and encourages them to seek more information about the position.

Recruiters market a sense of urgency to take action.

Your vacant position had better not stay that way forever. Recruiters communicate the need to make decisions quickly. As a result, they reduce the rate of people who may have otherwise never entered or dropped out of your evaluation process.

Recruiters market career potential.

Few hiring managers rely on their company’s brand name alone to attract talent. A recruiter understands that the value of a job opportunity goes well beyond the company’s name recognition. They explain the other long-term benefits, such as education, innovation, or a unique workplace culture.

Recruiters market the offer acceptance.

Change frightens everyone, even if the job opportunity is particularly exciting. A recruiter encourages the candidate to resist the counteroffer from his or her current employer and ultimately say yes to your job.

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