I need some points from this pragraph and I don't know how to take notes form it .Could anyone take notes for me .

could someone made a list of executive recuriter ?

Huild. Pp and Microsoft are shifting jobs back to u g Jobs back. Executive Recruiters Porsentation Executive recruiters (also known as headhunters) are special employment agencies employers retain to seek out top-management talent for their clients. The percentage of your firm's positions filled by these services might be small. However, these jobs include key executive and technical positions. For executive positions, headhunters may be your only source of candidates. The employer always pays the fees There are contingent and retained executive recruiters. Members of the Association of Executive Search Consultants usually focus on executive positions paving S150,000 or more, and on "retained executive search." They are paid regard- less of whether the employer hires the executive through the search firm's efforts Contingency-based recruiters tend to handle junior to middle-level management job searches in the $80,000 to $160,000 range. Recruiter fees are dropping from the usual 30% or more of the executive's first-year pay. " Top recruiters (all retained) include Heidrick and Struggles, Egon Zehnder International, Russell Reynolds, and Spencer Stuart The challenging part of recruiting has always been finding potential candidates. Not surprisingly, Internet-based databases now dramatically speed up such searches Executive recruiters are also creating specialized units aimed at specialized functions (such as sales) or industries (such as oil products). Recruiters bring a lot to the table. They have many contacts and are relatively adept at finding qualified candidates who aren't actively looking to change jobs. They can keep your firm's name confidential, and can save top management's time by building an applicant pool. The recruiter's fee might actually turn out to be small when you compare it to the executive time saved. The big issue is ensuring that the recruiter really understands your needs and then delivers properly vetted candidates. It is essential that the employer explain completely what sort of candidate is required. Some recruiters also may be more mterested in persuading you to hire a candidate than in finding one who will really do the job. And one or two of the "final candidates may actually just be fillers to make the recruiter's one "real" candidate look better WORKING WITH RECRUITERS Retaining and working with executive recruiters require Some caution. In choosing and working with one guidelines include: 1. Make sure the firm can conduct a thorough search. Under their ethics code, a recruiter can't approach the executive talent of a former client for a period of 2 ars after completing a search for that client. Since former clients are off limits 2 years, the recruiter must search from a constantly diminishing pool." 2. Meet the individual who will actually handle your assignment ake sure to ask how much the search firm charges Get the agreement in writing. 115 ake sure the recruiter and you agree on what sort of individual to hire for the search fromdle your ass Get the agre position PART 2 - RECRUITMENT, PLACEMENT, AND TALENT MANAGEMENT Asif the recruite as vetted the final candidates. Do not be surprised if answer is, "No, I just get candidates we don't really screen them 6. Never rely solely on any recruiter do all the reference checking. Let them check the candidates' references, but get notes of these references in writine from the recruiter (if possible). Recheck at least the final candidates' refer cnces yourself. 7. Consider using a recruiter who has a special expertise in your specific industry he or she may have the best grasp of who's available. INTERNAL RECRUITING More employers are bringing management recruiting in-house They still use executive recruiters such as Heidrick and Struggles to conduct top officer (CEO and president) and board member placements, and to conduct confidential searches. But employers ranging from General Electric to Sears now have their own internal executive recruiting offices doing most of their own management recruiting Time Wamer reported saving millions of dollars per year using internal recruiting teams 116 With employers increasingly finding new ways of recruiting top management talent, executive search firms are diversifying. For example, the head of Korn Ferry says his firm is increasingly being asked to investigate prospective candidates bac grounds, and his firm is also expanding into areas such as employee development The accompanying HR Tools feature explains what small businesses can do IMPROVING PERFORMANCE: HR Tools for Line Managers and Small Business Recruiting 101 the owner the news There comes a time in the Me of most mai bunesses when it down on the owner needed to take the company to the next level. 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