Finding people that will fit into a certain industry’s culture is always a challenge. Once the people are identified and recruited, the next step is to keep them. Executive recruiters are trained to pick the best of the best during a certain period of time, but many recruiters drop the ball when it comes to going above and beyond to find long-term employees. Recruiting employees that contribute their talent and ideas to one company for years is not easy. Julie Zuckerberg, the head recruiter for Deutsche Bank in New York, knows how to recruit executives that want a permanent home. Trying to find the perfect person for a certain position takes intuition and some knowledge of the position. Zuckerberg likes to follow a few important steps when she is recruiting for Deutsche Bank. Julie is constantly in contact with other recruiters, executive search firms, and university placement offices. She knows social media plays an important role in finding executives these days, so she is online networking and searching for candidates. But she looks internally before she starts to search externally to fill a position. Promoting and making lateral moves from within does a lot for company morale.
Julie knows how to tap into the existing employee pool and get tips and information about potential candidates. Using employees to find new recruits is one of the best ways to find people that will fit into the culture. But that’s not always the case. Using employees to help recruit is a delicate undertaking for an executive recruiter, according to Zuckerberg. Julie knows how to use all the tools of her trade effectively. Old behavior is the best indicator of future behavior, and Zuckerberg doesn’t forget that when she is recruiting. Julie likes to recruit executives that can function effectively, and be productive immediately, so she follows a strategy that makes sure the people she recruits can do that. The easiest way to recruit is finding talent within the company, but that’s not always possible. That’s why she is constantly networking with other recruiters. Recruiting is a never-ending process.
Zuckerberg is a seasoned executive recruiter. She has recruited for Citibank, Hudson, and Recruiter Network. Julie studied philosophy at the City University of New York-Brooklyn, and she attended New York Law School. Zuckerberg learned early in her career that talent is the first quality to look for when recruiting. It’s hard to train people that have missing talent, according to Zuckerberg. She looks for strengths first, Julie doesn’t believe that candidates with questionable habits and weak performance can be trained to do something they don’t care to do. Zuckerberg measures talent and compatibility first, and that strategy has paid off. Benefit packages mean a lot to new recruits, especially if they are part of the Millennial generation. Flexible hours and benefit plans that can be synced to a spouse or a partner’s plan is another method of recruiting high-achievers. But Julie still has time to run and to appreciate art at various functions. She is also a photographer and a nature lover.