We asked Executive Search Consultants what is the most important for them in the job hunting process. These are the answers they gave:
Seamus Pentony, “The key is preparation, communication, attire, punctuality.”
Piotr Kępka, “Some believe in spreading an aura of importance and diva-like behavior as not showing up or canceling last minute. […] The really good candidates are the most friendly ones. General savoir- vivre is in order. And it’s definitely worth it to prepare.”
Anonymous Source, “The three biggest mistakes are: being too passive because of a “work will find
me”-attitude, being arrogant, a lack of preparation.”
Ewa Adamczyk, “Candidates often use a very colloquial language when dealing with us as they believe that they will get in through the back door. Some contact us three or more times per month: respect your candidacy, don’t be desperate.”
Sylwia Rzemieniewska, “The most important part in the whole job hunting process is the first stage:
skillfully matching the person to a company and position. Don’t take just any job. Sooner or later you might receive “the” offer which means that you may run the risk of being incoherent in developing your career. It can damage your image which makes it more difficult to successfully participate in the recruitment process.”
Andrzej Kensbok, “The most important factors are: a diligent evaluation of your views, a consistent level of communication with all involved parties, a realistic take on your financial expectations and avoiding “stardom”-attitudes.”
Katarzyna Grzybowska-Tomaszek, “Communicate your sincere motivation: don’t play “I’m a star”.
Sometimes it simply pays off to show that you care. Additionally, do not change your financial
expectations in the course of the process. An overall unsound integrity results in your loss of credibility.”
Beata Bukowska, “Job hunting executives can be divided into three categories. The first group is very aware of their own competences and develop themselves continuously. They are usually familiar with the techniques of promoting themselves on the market. The second and at the same time the largest group are those who have just entered the process of assessing and evaluating their strengths and weaknesses. And then there are those who form the third group: these executives do not submit themselves to auto-analysis and have therefore the biggest challenges in finding new employment.”
