Executive hires are very complex. Even in the best circumstances,
decisions are rarely made quickly or predictably. It's not uncommon for
candidates (who are considered excellent choices) to be put on hold for
weeks or months waiting for feedback. Even though it's impolite and
reflects poorly on the employer, in today's marketplace it's a common
occurrence. Executive level positions are rarely decided upon with one,
two or even three meetings.
With employers, what goes on in the background is usually a host of
issues that have nothing to do with their interest (or lack of
interest) in a candidate. Executive positions often require timing and
commitment from multiple leaders, directors, and owners. The position
may take on several major changes (from the job specification throughout
the interview process) before a final decision is made as to what type
of executive is needed. Typically, employers learn a great deal by
interviewing executives from competitive firms. This instigates new
ideas on corporate policy, market pursuits, organizational structure and
pay.
Theoretically employers have a schedule in mind when they begin
interviewing for an executive position. Given the significance and
potential consequence of most executive hires, inevitably schedules and
decisions are delayed. Unfortunately, it is common for employers not to
follow up with executive candidates simply because they don't have an
answer or can't offer an adequate explanation regarding the next step.
If the executive has not had response from the employer within a week
from the last meeting, it is considered good practice for the candidate
to place a follow-up call to the employer. The call should be rehearsed
and scripted so that the executive knows what to say in a positive,
confident and courteous manner. Executives should explain that they are
enquiring about the status of the position. Since they have not heard
back from the employer, they would like to know whether or not they are
still being considered. They should communicate that they enjoyed their
previous meeting, see a potentially good fit, and would like to continue
pursuing the opportunity. Executives should always try to establish a
specific time and date for a follow-up meeting.
If several weeks or months go by and there is still no further contact
by the employer, it is appropriate to follow up with direct contact (via
phone or mail) in order to push for closure. The candidate should let
the employer know that they believe the employer is a good match. At
the same time, they would like to know where they stand before pursuing
other offers.
With today's voice mail, it is common for executive candidates to be
forced to leave a voice message rather than to directly reach the
employer. Candidates who leave a message should be upbeat and friendly -
and encourage the employer to return their phone call. Candidates
should never leave more than two voice messages (taking into
consideration that the lack of response might mean they did not get the
position). "The article above was written by construction recruiter Frederick Hornberger, CPC, president of Hornberger Management Company in Wilmington, Delaware (www.hmc.com), a construction recruiter specializing in senior level, executive search."
HMC is the leading construction recruiter and construction executive search firm for construction president placement. For C-level construction staffing and
construction recruitment, HMC is the construction search
firm and construction management recruiter to fill any construction executive job, or
confidential construction jobs (construction executive jobs, construction management jobs or
construction manager jobs) with construction salaries over $200k. HMC is also known as a boutique construction
recruiting firm (construction search firm, construction recruitment, construction recruiting services, construction executive recruiter, construction recruiters, construction head hunter or construction headhunter) with a 25-year
legacy in corporate board member recruitment.
In addition, HMC provides construction executive employment (construction management employment) to construction
job seekers in their construction job search (construction executive job search or construction management job search).
Job seekers can study construction management careers, view construction job opportunities, prepare a construction
resume, source a construction management job (construction manager job), and interact with leading construction search
firms (construction executive search firms, construction management recruiters, construction executive recruiters,
construction head hunters or construction headhunters)."Should an executive place a follow up call after an interview?"
What can an executive do when the interview seemed to go well, a
quality thank you letter was submitted, yet they don't hear back from
the employer? There are some appropriate actions one might take in order
to re-engage the employer without appearing needy.
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