Executive Placement for C Level Professionals
At Vgulfrecruiters.com premium profiles at top management levels are most diligently handled, involving several mechanisms to ensure the right matches. Often many corporate shirk from openly posting their C Level requirements online for privacy or policy based reasons. These openings are therefore usually handed out to reputed agencies or recruitment consultants. Understanding this, we adopt our own unique strategies to facilitate senior professionals identify these openings and bid for the same.
What is the difference between executive Placement and recruitment?
Recruitment firms generally work on recruiting local candidates. They seek employees who are located near to the place where the client's office is located. In contrast, executive placement companies can carry out global searchers of executives including C-level professionals.
Executive Placement: What We do?
At Vgulfrecruiters.com, we search, vet, and introduce highly qualified candidates to
companies. They generally seek out candidates for senior, executive, and other highly
specialised positions. The firms choose from a pool of candidates that best meet the
client firm's needs.
Also known as headhunting firms, executive placement companies are a third-party
companies acting as an intermediary between the candidate and the company. They
may carry out screenings, hold negotiations, and encourage the candidate to accept the
job role. However, they don't do any hiring on their own.
How executive Placement is done?
After consideration of external references of interviews, discussion, and, the client will select their preferred candidate and the process of salary and offer negotiation will commence. Often the search consultant acts as a mediator in this stage to ensure both the client's and candidate's needs are met.
6 Advantages of Using an Executive Search
Find out the advantages of using an executive placement firm for tough to fill leadership roles and increase your odds of hiring the right person the first time around.
We generally recommend a “Selection” rather than a “Search” approach to a given recruitment exercise, where a number of factors exist, including: