After putting in years of hard work, C-level professionals are in the enviable position of being in demand, and it isn’t unusual for recruiters to come knocking at their door.
C-level professionals may be great at being an executive, but they probably aren’t practiced at being a job candidate, and many make simple mistakes when approached by a recruiter. Below are a few of the more common mistakes that C-level candidates make when being recruited.
1) Thinking They Are a Lock for the Position
It’s true: recruiters don’t contact potential candidates willy-nilly, and if you’re a C-level executive who’s being recruited, you are in a strong position. However, candidates who are being actively recruited shouldn’t go in with the mindset they are a lock for the job.
Candidates who are actively being recruited are probably shortlisted for the open position. At this point in the process, recruiters still have a lot of work cut out for themselves. Recruiting for a C-level position Is a thorough process, and candidates who approach this process with a sense of entitlement will increase their chances of getting weeded out.
2) Not Customizing Job Search Materials
Candidates who are actively being recruited may think that the recruiter has all the documentation that they need. However, recruiters typically ask for a resume at the very least, and some will even ask for a cover letter, especially when the recruiter is a third party working on behalf of a client.
Because these materials are necessary, it is important to treat them as such. Resumes, cover letters, and any other documentation should be customized to suit the open position.
3) Feeling Obligated
When many people are contacted by a recruiter, they feel an enormous sense of gratitude and that gratitude can easily translate into a sense of obligation. This can lead to someone going along with the recruitment process even though they aren’t very interested in the position. Even worse would be if someone got swept up in the process of being recruited and ended up accepting a job offer that they later regretted.
If you are being recruited for a C-level position, evaluate the position based on its merits and not the recruitment situation. Also, if you are employed and have signed a non-compete agreement, you should review that agreement before moving forward with a recruitment process.
4) Being Coy
Some people who are contacted by a recruiter aren’t interested in the position but will carry on with the process for ‘intelligence’ purposes. Perhaps they want to know what kind of opportunities are out there, or what the competition pays its executives.
C-level professionals who are coy about their intentions can annoy a recruiter and sully their reputation. People talk, and you want the talk about you to be all good.
5) Not Showing Passion
Once again, candidates who fall asleep because they feel like they are in the driver’s seat are setting themselves up for a rude awakening. Recruiters want to feel like the C-level candidate they are talking to is able, passionate, and driven to succeed in everything they do.
We Can Help with Your C-level Job Hunt
At ZDA, we pride ourselves on helping job seekers at every career stage. Please contact us today if you are currently curious about C-level supply chain opportunities.