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                           EXECUTIVE RECRUITERS
                               Staff Report

        The executive search process is one that is sometimes difficult to
        understand by someone who has never done, or been a significant user
        of search work.  In general recruiters can be grouped into two
        broad categories, according to the nature of the client relationship
        and compensation and expense reimbursement arrangements:

                              Retainer Search

        Retainer Search Firms:  Retainer firms have an exclusive on their
        assignments; no other firm is engaged to fill the position.
        Typically they are paid one-third of their fee when the contract
        is signed to begin the search, with the remaining two-thirds paid
        over the course of the assignment, whether or not the position is
        filled.  Expenses incurred are reimbursed by the client company.
        Retainer firms may or may not specialize in certain functions
        or industries but generally will accept a search assignment in any
        field.  Retainer executive search is very much a relationship
        business.  It is not unusual for a firm to be conducting a variety
        of searches for positions located in many different geographical
        areas.

        Retainer search firms serve their clients by finding qualified
        candidates for their clients' positions and not by finding
        appropriate positions for qualified candidates.  Employers work
        through a third party for any number of reasons:  confidentiality,
        better access to competitors employees, prescreening of prospective
        candidates, faster and more objective results, and less of a
        burden on management than if the recruiting were handled internally.

        Retainer search firms are retained to fill important executive,
        managerial and technical positions.  As such, no consultant
        should take your resume or background information and sent it to
        a organization unless that consultant is working on a specific
        assignment.  A resume reaching the right recruiter at the right
        time can result in an immediate interview.  Timing and qualifications
        relative to the position being filled are the critical factors.
        If a recruiter isn't currently working on a search assignment
        compatible with your background, objectives, salary level, or
        even location, there is no match.  However it not unusual for a
        search firm with a well-organized computerized data entry and
        retrieval system to initiate contact with a candidate months or
        even years, after the initial mailing.


                            Contingency Search

        Contingency Search Firms:  Contingency firms may or may not
        have an exclusive assignment from a company.  In contingency
        search, the employer pays the fee, but only if a hire is made.
        The fee is therefore "contingent" upon placement of a candidate.
        Their expenses are often not reimbursed by the client.  It is
        common for a number of different contingency firms to be
        searching for candidates to fill the same job opening.

        Contingency recruiters handle a wider range of situations and
        may have excellent contacts in particular industries or segments
        of the job market and may "shop" or actively promote a
        particularly attractive candidate.  Contingency recruiters are
        often members of an association which shares resumes and
        information on qualified candidates and it is not unusual for
        a firm to forward a resume to another firm specializing in
        functions or industries more in line with a candidates background.

        Most contingency recruiters are highly ethical and will respect
        a candidates need for confidentiality.  However some firms make
        it a pratice to broadcast or float resumes to as many firms as
        possible in the hope of getting a match.


                                 Summary


                 Retainer                             Contingency

        Fee paid by employer during the         Fee contingent on placement
        search regardless of results

        Exclusive assignment with client        Probably not exclusive

        Out-of-pocket expenses paid by          No out-of-pocket expenses
        client to search firm                   paid

        Survey visit to the client              No survey visit

        Contract                                Contingency contract

        Salary ranges 60K +                     20-100K salary range, but
                                                may go higher

        Not in business to get you a job        Wants to get you hired

        Provides comprehensive report on        Often forwards resume and
        candidate: resume, references           brief references only
        interview

        Limited number of opportunities         Exposure to many opportunities
        offered to a candidate

        Confidentiality generally assumed       Confidentiality could be a risk

        Presents 3 to 5 candidates on           Sends numerous candidates
        average

        May present you to only one client      Will freely circulate your
        at a time                               resume




                              Working With Recruiters

        The pros and cons of working with each type of recruiter depend on
        the goals of your campaign, your professional history and your
        seniority and level in your field.  Retainer recruiters normally
        handle assignments for higher levels of management and they
        generally have a more professional reputation.  Contingency
        recruiters handle a wider range of situations and can provide much
        greater exposure.

        In order for the job-seeker to get into the executive search
        process, it is necessary to send a cover letter and resume to the
        search firm.  Both large and small firms are inundated with
        unsolicited resumes.  Still most recruiter scan each one hoping
        to find candidates to fill their assignments or to file for
        future use.  Most recruiters can scan a resume in 30 to 60
        seconds, discarding those that don't immediately answer key
        questions.  To guard against your resume getting pitched, make
        sure you know what recruiters are looking for.  If your resume
        answers the following questions, it's likely to be read:

        1.  What is your current or most recent job?  Put this on the
            first page and describe your job fully if the title is
            deceptive.  Make sure there's no room for confusion.  The
            acid test is whether someone who knows nothing about your
            industry or function can get a basic understanding of what
            you do for a living in 30 seconds.  Don't use company
            abbreviations, acronyms and jargon.

        2.  What company are you with?  In dealing with retainer search
            firms always include your employer since company identity
            is a key factor in evaluating credentials, and job content
            is meaningless unless it's related to a specific company.
            Even if your employer is a client of the search firm,
            retainer recruiters will maintain your confidentiality.
            In dealing with contingency search firms, confidentiality
            may be an issue so we recommend that you include an accurate
            description of the firm in lieu of the actual name.  For
            example:  Fortune 500 Corporation, National Drug Chain, etc.

            If you're unemployed, state your last employer.  In today's
            economy being unemployed isn't viewed negatively.  If the
            company isn't well known or it is a unit of a larger
            organization, include a brief explanation of its business.

        3.  What's your industry and functional expertise?  For certain
            types of positions, especially line management, engineering,
            and computer spots, specific industry or function knowledge
            is often a critical specification.  For staff positions,
            industry knowledge may be less important than special
            skills or experience.

        4.  What is the size of your organization?  Search firms always
            want to know the size of your most recent company, group,
            department and staff since many specifications relate to
            those factors.

        5.  What is your compensation?  Always be sure to supply
            recruiters with your present or most recent compensation
            (including breakdown if more than straight salary) and
            the minimum compensation you would consider.  In determining
            your salary include cash compensation only and do not
            include an estimated cost of your benefit package.

        6   What is your position on relocation?  Always include your
            relocation preferences or restrictions.


                             Common Mistakes

        The following are a few rules of cover letter and resume
        writing that can help you avoid severe mistakes:  1)  Strive
        for clarity in your writing and format your resume clearly.
        The reverse-chronological resume is the best way to convey
        this information.  2)  Limit personal information to martial
        status, family and meaningful outside activities.  Mention
        your participation in professional committees, awards and
        senior level nonprofit or community work.  Save personal
        interests for a face-to-face meeting.  3)  Don't be informal.
        Don't start your cover letter with the words:  "Good morning"
        or "How are you today?" or "Can we talk?"  Don't address the
        recruiter by his or her first name in your letter.  Watch your
        language.  Don't start your cover letter with a bang, i.e "Are
        you looking for a marketing superstar?"  It's better to error
        on the boring side than to be too promotional. 4)  Don't
        send your resume or cover letter on company stationary.  Don't
        use colored paper such as chartreuse, orange, brown or gray.
        They give the wrong impression and they don't copy well.  5)
        Don't use gimmicks.  While they may work well for people
        looking for jobs in the advertising industry, they work against
        you for corporate posts. Don't tape a quarter or a dollar bill
        on your cover letter; don't send a computerized resume on a
        disk and don't send your resume in a file folder with your
        name.  Never send photographs.  6)  Never misstate your
        educational credentials or inflate your degrees.  7)  Don't
        include attachments, articles and brochures.  Don't send your
        present company's annual report.  8)  Don't send references.
        9)  Don't forget to staple all your pages together.


                             Executive Connection

        Members of the Executive Connection have access to a variety
        of online Retainer and Contingency Search firm lists and files.
        These lists can be selectively viewed, searched and downloaded.
        Lists compiled to member specification are available as an
        offline service.

        Where should the cover letter and resume be sent?  Our view is
        that job-seekers should adopt one of two strategies.  The first
        strategy is to contact as many contingency and retainer search
        firms as possible to obtain maximum exposure.  Every job-seeker
        is a qualified candidate for some position, somewhere, and the
        individual needs to interface with as many informed parties as
        possible to find these positions.  This approach is particularly
        suitable for junior, middle and unemployed managers and executives.

        Members adopting this approach would certainly want to take
        advantage of all the listings currently available on the Executive
        Connection.  Customed designed lists would not be necessary unless
        the you had unique or unusual industry and/or functional
        experience.

        The second strategy is to target and contact recruiters that
        specialize in the functions and/or industries that best fit
        your background, qualifications and salary requirements.
        This approach is particularly suitable for middle and higher
        level managers and executives; and it is the only approach
        recommended for members who are currently employed.

        Members adopting this approach would certainly want to take
        advantage of a customed designed recruiter list which is
        available as an offline service.


                                       Executive Connection Staff
                                             Online  Services
                                               214-306-3393

                                              February  1994



