| Executive talent is always at a premium. Because the | | | | While serious corporate raids don't happen every |
| value of any company is directly tied to the quality | | | | day, many corporations are taking a very pro-active |
| of its leadership, companies always need executives | | | | approach to find the right executives. No longer |
| and upper management who know the ins and outs | | | | content to just rely on word of mouth or traditional |
| of corporate operations. In the face of changing | | | | advertisement, recruiters are taking matters into their |
| technologies, changing global markets and even just | | | | own hands and are searching online to find their ideal |
| the intricacies of national economy fluctuations, | | | | candidate. Job sites with resumes and online business |
| companies more than ever need strong executives | | | | interaction sites attract recruiters. Many corporations |
| and management who can guide a company | | | | also use executive headhunter services, where |
| effectively. Executives who are in career transition, | | | | connected individuals with personal relationships with |
| or those who are simply looking to make a move to | | | | qualified executives can find the perfect person for |
| a fresher career or a better position, may find that | | | | the job. |
| companies are in competition for their services and | | | | Top corporations are not the only companies in |
| may be willing to go to greater lengths to recruit | | | | competition for talented executives. Federal agencies, |
| them and compensate them well in order to bring | | | | which may not be able to offer the salaries that |
| them on board. | | | | privately held or public corporations may bring to the |
| In the past, some corporations have needed top | | | | table, are taking measures to attract executives. |
| executives so badly that they were willing to engage | | | | Federal employers are searching for ways to make |
| in near acts of corporate piracy, raiding a company | | | | themselves more attractive in the job market. Many |
| and enticing all the upper-level management or | | | | agencies are streamlining their hiring practices to |
| executives to leave and come work for them. | | | | make the path seeking federal employment less |
| Currently, big corporations, in order to attract top | | | | labyrinthine while emphasizing the level of job stability |
| executives, are offering attractive signing bonuses | | | | within federal jobs that may be less available in public |
| right off the bat, as well as competitive salaries. | | | | sector executive positions. Additionally, savvy |
| Other perks meant to draw in executives include | | | | executives may see these less lucrative positions as |
| guaranteed first year bonuses, as well as some | | | | incredible stepping-stones to better positions. Former |
| offering guaranteed bonuses for subsequent years, | | | | military and Department of Defense executives are in |
| and stock options. The most obvious and stable | | | | high demand with public recruiters. A public sector |
| means by which corporations are raising the stakes | | | | executive position acquired through a streamlined |
| to attract top executives is higher salaries. Other | | | | hiring process can definitely lead to better jobs, and |
| smaller perks that some corporations may consider | | | | while this is not an idea that the federal government |
| are club memberships, access to the corporate fleet | | | | encourages when hiring executives, it is a tacit |
| of cars, as well as lavish travel reimbursement. | | | | enticement to work for them. |