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Patrick
B. Allen Senior Associate Pendleton Resources, Inc. phone: 303.832.8100 |
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cell phone: 303.905.6544 |
| email: patrick@allencongroup.com |
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Many attempts to communicate are nullified by saying too much. |
Robert Greenleaf ATT |
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They may forget what you said, but they will never forget how you
made them feel. |
| Carl W. Buechner |
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| Communication: |
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| The executive search process is certainly not a one-step operation. Ongoing communications between you and your recruiter, follow-up interviews with the company interested in you as a candidate for a position, and iterative feedback between everyone involved in the negotiation process, are just examples of critical communications that will occur. |
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| Feedback: |
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| Open and honest feedback from your recruiter will help you to fine-tune weaknesses, fill in information gaps, or hone your skills as a search candidate. If a company chooses not to make an offer, you may find out what went wrong and how to "fix" it for the next opportunity. |
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| Understanding the Hiring Process: |
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| As a search candidate, you are entitled to know what to expect as the hiring process unfolds. Most recruiters will readily volunteer this kind of information. However, if they do not, be sure to ask. |
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| Questions to Ask: |
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| 1) How long will the search and placement process take? |
| 2) Who is making the hiring decision? |
| 3) By what date does the company anticipate to make a hiring decision? |
| 4) Is there any additional information that I can provide to support my candidacy? |
| 5) How many rounds of interviews are required? |
| 6) What happens after an offer is made? |
Copyright
2006-07 © Patrick B. Allen, All Rights Reserved.