Account management executives need to be organised, proactive and excellent at communication. They also need relevant proven experience in their field. HR managers can easily identify experience on a candidate’s resume, but it’s not so easy to spot the soft skills essential for account management. Anyone can say they’re highly organised when they apply, but how do you ascertain how good they really are when you interview them?

Finding the best account management executives

• Ask the right questions – With years of experience in recruitment, industry specialists know what questions get the answers the HR team are really looking for. Not only do they focus on real-world examples of how the applicant has used their skills in the workplace, they compare the experience to what the industry really needs, not what sounds more impressive, and how it compares to other candidates they’ve successfully placed in similar roles. 
• Dig into the detail – Experienced recruiters don’t rely on just a resume and a short interview to find the best talent. They thoroughly assess all applications and speak to candidates before progressing to the interview stage to assess what they’ve submitted. Recruitment specialists dig into both sides of the proposition, personality fit and attitude versus knowledge and experience. This is where so many in-house recruiters fall down – they don’t dig deep enough or spend enough time assessing the candidates. Professional recruiters go much deeper with at least one telephone screening and a detailed interview that investigates their experience to date and, crucially, how they perceive their industry and role. This allows in-house recruiters to start their interview with much more information, knowing what questions they still need answered.
• Benchmark within the industry – Industry-specific recruiters don’t just look at how an applicant’s skills stack up in general. A stand out resume full of skills an account manager doesn’t need won’t make the cut. Specialist recruiters benchmark resumes, skills and knowledge according to the industry and job role. They know exactly what skills and abilities candidates need to be the best of the best. They also know when an applicant uses buzzwords without any real industry insight. 
• Have the difficult conversations – You want to see the best of the person in a short interview and not sour the air by asking difficult questions, but that’s not the approach of a recruitment specialist. They ask the questions that prompt difficult conversations, like finding out exactly what results and impact the candidate generated with the achievements they state on their resume. It’s about filling every last blank, no matter how awkward the questions may seem. 
• Stay on top of industry latest – Industry specialists live and breathe the sector they work in. Because of this, they’re ready to ask questions about the latest industry changes, opinions or trends and can use this to see how seriously candidates take their role. This is difficult for an in-house recruiter to get right, which is why involving an industry specialist is key to effective recruitment. You need to find out if applicants keep up with the world they work in, or do they just want any 9.00 a.m – 5.00 p.m position that pays the bills. This insight shows you what kind of enthusiasm and energy they can bring to the role and whether they’ll impress the people they deal with.

Why specialist recruitment firms represent better return on investment for your next hire