Are you an executive who’s struggling for the first time in your career to land your next role? Your go-to connections are retired, not hiring, or also unemployed and recruiters simply aren’t reaching out. You’re not alone. What you’re experiencing is called a white collar recession. With less positions at the top, there’s more competition now than ever before–and it’s frustrating. 

This hypercompetitive landscape has many people updating their resumes and LinkedIn profiles only for their inboxes to remain dry. Results won’t come from adding another buzzword to your profile. Let’s update your strategy so that you can become a recruiter magnet!

In this private podcast episode, I spoke with Leon Van Hook, Director of Global Executive Recruitment at the second-largest commercial real estate firm in the world. Leon dropped incredible gems throughout our conversation that will help you position yourself as a standout candidate during the interview process, even amongst other top competitors. 

Listen to the episode and subscribe to the private podcast here and read on for the inside scoop. 

Behind the Scenes of Executive Recruitment 

You’ll often hear career coaches say, “Tap into the hidden job market” and “Bypass the recruiter,” and there’s a place for that. But I’m here to set the record straight. Good executive recruiters can be an asset to your job search. They have a broad understanding of the overarching business and know exactly what the hiring leader is looking for in talent. 

When an executive recruiter reaches out, here’s what they’ve done behind the scenes to know your profile may be a good match for their opportunity.  

• The Kickoff Call: Leon and his team meet with their client to understand the role’s responsibilities, expected outcomes, and the best strategy moving forward. This can include a proactive approach that invites selected candidates to apply or a reactive approach with a public job post. 
• Marketing the Role: Producing target individuals is key and varies by strategy. Experienced recruiters like Leon understand how to best source quality candidates that will make an impact at their client’s company. 
• Submitting, Shortlisting, and Presenting Candidates: Recruiters have more power than many executives realize. They often make recommendations to their clients on who should advance to the next stage because they’ve carefully sourced and spoken to each candidate. 

As the hiring process continues, clients may change their minds about candidates. “It’s like buying a house,” Leon explained. “The more houses you see, your taste might change.” And because there are often several individuals within the same company viewing these candidates, it’s crucial for recruiters to package them according to each person’s preference. 

“We’re still collecting information as we go and we’re giving more robust information to the second and third round of interviews,” Leon added. “[We’re helping them] set structured interviews [in order to decide on the best-fit candidate].” There’s a process to be followed. But what happens when candidates are eager to cut the line (we’re looking at you, referrals!)?

These processes exist for a reason. There could be legal implications for a company that allows referrals to skip ahead. Statistically, if you’re referred to a position you’ll be interviewed 99% of the time if you’re qualified. But that’s not enough to land the job if you put your foot in your mouth. 

According to Leon, you’re cutting yourself off at the knees if you delay the interview process by not submitting your resume. “You’ve impressed one person. But remember this is a consensus-driven decision. There are three to four other people you haven’t been introduced to. And the person facilitating this is the recruiter.”

Many executives are competitive and it’s understandable to want to win the offer. But if the recruiter doesn’t have your updated resume or know your background, how can you remain competitive? 

By being crystal clear on who you are as a leader and positioning yourself at the forefront of your competition. 

Utilizing Storytelling & Branding in Your Executive Job Search

In order to receive that coveted offer you need to effectively communicate your career story in both your resume and your interview. If your resume is outdated or fails to explain gaps in your work history, you may get passed over even if you’re the better candidate. 

During our conversation, Leon and I dove into the characteristics that prime candidates (the job seeker) possess. We call them “A” players. These ambitious professionals are high performers who are emotionally intelligent problem solvers, love a challenge, and have a track record proving their worth. “A” players are rockstars, while “B” and “C” players are average or below-average performers. Yes, even at the executive level, there are levels to greatness. 

The top performers on the job still need to master their interview skills. If not, they risk failing to move on to the next stage. “It’s quite obvious when folks don’t prepare [for an interview] even when they’re very good at what they do,” Leon said. “Not preparing is ‘B’ and ‘C’ player behavior. It demonstrates a lack of commitment to the opportunity and comes across as someone who cuts corners.” 

Yikes!

Leon’s insights prove that your interview skills are critical in your job search process. Your resume or network can get you into the room, but if your responses lack clarity or come across as robotic then an offer won’t be extended to you. 

An interview is a conversation and not an interrogation. Your unique value proposition is exemplified through the stories you tell. 

At this level, people want to hire you because of the results you create. This starts with your brand which needs to be consistent across platforms. It’s not just about what you did but how it positions you for the future. Your resume and LinkedIn profile need to articulate your story and your values so that your target companies reach out to you. 

Changing industries or concerned about gaps in your career? Storytelling effectively will set you apart. It is a powerful asset to utilize during your interview no matter your background. Building rapport is important for the interviewer and the candidate and can ease the pressure. 

Leon pointed out that it can be unnerving for people to be themselves during an interview who aren’t used to it. People hire people, and camaraderie can be built from the first interaction. These exchanges lighten the conversation and allow candidates to share their stories without overdoing it and demonstrate how you can cultivate the next generation of leaders. 

This all ties into your brand. Your LinkedIn profile is the epicenter of your professional brand and needs to be polished in order to attract recruiters. 

Prime Candidates Prepare   

Interviewing at the executive level is a much different game than other roles.

Only preparing cookie-cutter questions won’t hack it at the executive level. Leon is the hardest interviewer I’ve ever met, asking thoughtful and curious questions that will rattle even the best-prepared candidates. 

As an “A” player, you know you’re a talented leader who always has a game plan. In order to articulate the type of leader you are you have to deeply know yourself and your career goals and be able to negotiate a salary.

What should you do when an application requires your salary expectations? Leon has incredible insight into this frequently asked question, which you can listen to by subscribing to the private podcast here.