Utilising Personality Profiling (Psychometric Testing) for Effective CEO Succession Planning
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In today’s competitive job market, it’s common for job seekers to explore different avenues to secure their dream roles. One such avenue is sending speculative CVs to executive search firms, hoping to catch the attention of recruiters. However, while it may seem like a proactive approach, there are significant pitfalls associated with this strategy outside of a formal process where firms can consider speculative applications.
If you are contacting an executive search consultant as a result of a role you know they are actively working on, and you have the skills and experience to meet the needs of their client – then go ahead, they would always welcome you reaching out. However, if you are simply emailing them asking for a coffee, a chat, or to discuss with an executive search professional as you are looking for your next role – then, never, ever, go there.
From the perspective of executive search firms, receiving unsolicited CVs which do not relate to a search project they are working on can be burdensome. Executive search firms operate based on specific client requirements and tailored searches – they find candidates for clients, not jobs for candidates. When CVs arrive out of the blue, it disrupts their focus on their existing assignments and they are forced to spend valuable time reviewing CVs that may not align with any current opportunities. This can result in a negative perception of the candidate, as it shows a lack of understanding of the executive search process and a disregard for the firm’s expertise.
According to industry experts, it’s advisable to avoid sending speculative CVs to executive search firms. These firms have established processes and channels for sourcing suitable candidates, and they prefer to work in a targeted manner. Instead of blindly reaching out, it’s more effective to build relationships with executive search consultants through networking events, industry conferences, or online platforms such as LinkedIn. By developing a rapport and demonstrating your expertise within your industry, you are more likely to be considered for relevant opportunities when they arise.
While the idea of proactively reaching out to executive search consultants may seem enticing, the risks associated with sending speculative CVs outweigh the potential benefits. These firms have specific mandates and tailored searches, and it’s crucial to respect their processes and focus on building relationships instead… the one caveat to this is if the firm has a formal process through which you can submit a speculative application!
This post has been published by the CJPI Insights Editorial Team, compiling the best insights and research from our experts.
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