1. Boost your visibility

One of the most effective ways of being recognised and identified as a talent is to participate actively in dialogue within your field/industry. Speaking at industry events or conferences, having articles published or being quoted in relevant articles will increase your visibility.

2. Be recognised for your success

Typically, the more successful you are, the more likely it is that you’ll be approached by a search firm. People who stand out (in a good way!) are often easier to find. However, viewing yourself as successful is not quite enough. What matters is what other people, like your colleagues, ex-colleagues and competitors for example, think of you. Are there enough people out there who will recommend you and suggest your name if their opinion is sought?

3. Be recognised as an expert

Although the cultural fit between an individual and a potential employer will be a crucial element of the recruitment decision, most executive search consultants will be seeking individuals with specific skills and experience. If you’re acknowledged as being an expert or specialist, you have a greater chance of being approached by professional recruiters.

4. Network consistently

Many people talk about networking, but fewer actually do anything about it. Networking effectively among your peer group and across your industry is a powerful way to increase your chances of being noticed. Make an effort to stay in touch with talented and well-connected colleagues and reach out to other people whom you know are industry leaders in your area of expertise.

5. Invest in your network for the long term

The most successful networkers invest in their professional relationships consistently and over the long term. This type of behaviour is far more genuine and more likely to reward you than the ‘suddenly enthusiastic’ networking that people often end up trying when they need a job.

6. Social networking

LinkedIn, other social networking sites and search engines have changed some elements of the executive search process. While the traditional ‘black book’ approach remains valid, most researchers will also use a plethora of online tools as part of their ‘long-list’ building process. As a result, it is advisable to build yourself a compelling social media presence profile. Ensure also, that any of your articles, industry comments and/or PR is visible online. Over-exposure is not advisable but some visible presence online will lead to more executive search specialists finding you more often.

7. Be patient

Genuine executive search campaigns are intended to find the best possible talent for a specific role and then persuade the most appropriate individuals to consider the role. Whether or not an individual is actively seeking to change jobs is normally irrelevant. The norm is for the consultant/researcher to call you and this partly explains why you might not find it easy to get in touch with them.