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Kiev, Ukraine – Recruiting an executive is a complex process that has several instrumental components. The most essential of them will be the core of the following piece.

Resumes

An executive resume should be as laconic and structured as possible. However, feel free to ignore the traditional advice to limit a resume to one or at most two pages; this standard was set during the '80s and '90s, when resumes were frequently sent by fax. Although the “one or two pages” advice is still frequently found in books on recruitment and offered by local recruiters, it is no longer relevant in the era of email.

Instead of adhering to a strict page limit, the information in a top manager’s resume should cover the most important steps in her/his career. I must reiterate that it needs to be laconic and structured, and to achieve this I recommend using the CAR (context-action-result) technique.

The information contained in a resume should be concrete and dry, and backed up by figures if possible. The cover letter format is better for presenting a career path in a descriptive or narrative style, but always remember that each cover letter should be individually written and tailored to fit the employer and position. Your cover letter will need to justify your assertion that you are the best candidate for the role.

Interviews

Before interviewing an executive candidate, I always do my homework and prepare questions, which are specific to the candidate and the position. I read up on the latest news about the market sector where the candidate’s current company operates, the company itself and some specifics about its areas of activity. I will also ask the candidate about specific experiences, skills and competencies, which my client and I deem necessary for the position.

For me, executive interviews flow best when we have a mutual exchange of information. Top managers represent a unique source of practical knowledge, which cannot be found anywhere else.

Pedersen & Partners is one of the fastest-growing, fully integrated Executive Search firms worldwide; it is 100% owned by its partners who all work full-time to serve its clients. The firm celebrated its 15th anniversary in January 2016, and to mark this occasion, it has created a timeline web page, featuring key milestones for the firm’s development and has released an anniversary video.

Vladimir Kolomoets is a Client Partner at Pedersen & Partners based in Kiev, Ukraine. Mr. Kolomoets has more than 12 years of experience in the Executive Search industry across the CIS region. Before joining the firm Mr. Kolomoets was a Client Manager with an international Executive Search firm and was based from both in Moscow, Russia and Kiev, Ukraine. He completed over 300 Executive Search and recruitment assignments across all practice groups, however he has particular expertise in the Industrial (Heavy Industry, Mining, Metallurgy, Agribusiness), Telecommunications, Technology and Consumer Products sectors.

Pedersen & Partners is a leading international Executive Search firm. We operate 56 wholly owned offices in 52 countries across Europe, the Middle East, Africa, Asia & the Americas. Our values Trust, Relationship and Professionalism apply to our interaction with clients as well as executives. More information about Pedersen & Partners is available at www.pedersenandpartners.com

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