- Convey to the recruiter your expectations and how you like to operate. The best recruiters are flexible and will work to match to your style.
- Treat the recruiter as you would a trusted partner or your best staff. Openly communicate your company's situation, needs, problems, and objectives.
- Listen to the recruiter with an open mind. Her advice can save you a lot of time and trouble!
Executive search is as much an art as it is a science. If your recruiter has a gut feeling about something, you'd be wise to pay heed to it.
- Allow the recruiter to evaluate candidates you've identified internally just as he would the candidates he has found through his own sources.
- Discuss your selection biases and those of your recruiter.
- Be inquisitive. Ask the recruiter about her strategy, status, problems, market feedback, selections, and so on.
- Touch base regularly — every week or so — to monitor the recruiter's progress and share any shifts in specifications or priorities. If the search runs into a strong headwind, up the frequency of these communications to twice a week. You have a right to know what's going on with the search!
- Be open and candid about any problems that arise during the search, but don't finger-point. Instead, foster a problem-solving environment.
- Be accessible. Exchange home and cell numbers so you can be reached easily. It's the simplest way to demonstrate your commitment to the search's success.
- Introduce the recruiter to your administrative assistant. Your assistant can keep the recruiter in the know about your availability or lack thereof — for example, when you'll be in board meetings or on vacation.