Thursday, February 11, 2010
Just to show you how far being the times I am, the subject of this post was actually around since August of last year. Fortunately for readers, the content of Jose Ruiz's post was not time sensitive, indeed, in some respects it is timeless.
Jose, as you'll see if you check out his site, is a principal in Heidrick & Struggles Monterrey office where, as his bio indicates, he specializes in recruiting in Mexico for US companies with a strong focus on bilingual and bicultural candidates.
Since my Spanish is pretty much limited to "Amigo, Dos Equis por favor" and there isn't enough money in the world to move me from the shores of Narragansett Bay the fact that he is a recruiter was not the attraction.
What got my attention when I stumbled across this posting were two things:
1. He was an executive search consultant who had taken the time to try and dissect a process that remains a mystery to more folks than one would think, and
2. The way in which he takes the reader though his thought process in assessing candidates is clear, concise and very helpful to anyone who finds themselves on the candidate side of career change.
The reason I say this is because given the current economy, there are literally tens of thousands of executives who, while they may have been recruited by a search firm from time to time, nonetheless have discovered that being recruited is totally different from being a talented professional who doesn't happen to be employed at the moment, and finds him/herself at a loss to understand why if they were fortunate enough to get an interview, they were not selected.
For sure rejection on any level is no fun, and when it comes to a process that at the end of the day is subjective anyway, that doesn't help either.
What does help, however, is when someone at least makes an attempt to openly explain how they approach the process and why; and this I thought Jose did very well.
I really suggest you read the entire post, but as a teaser, what Jose has written about are the four key elements of what he calls "match and fit:"
- A broad cultural fit
- The "Must Haves"
- A "micro" cultural fit
- The task at hand
Furthermore, if you are one of those candidates, knowing the thought process as explained in Jose's posting ought be help you prepare for your next interview because no matter who you are interviewing with, while they may not use the same terminology, the "match and fit" items addressed in this post are what any interviewer worth his salt is really trying to figure out, and from this one can learn.