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Best Tips for an Executive Search

Posted on September 8, 2014
Keebie ClementsWritten by Keebie Clements | Email author

InterviewMany organizations today have the latest technology and the greatest physical resources.  But if those organizations do not have the right people, they will always struggle to achieve the results they desire.

Best Tips for an Executive Search:

Preparing with Purpose:

A good starting point to hiring the right executive is to first understand the company’s goals and then envision the kind of employee(s) to help fulfill those goals. Certain skills are vital, but equally as important is the potential a candidate possesses and the motivation to accomplish the company goals. The main question should not always be if candidate can do the job, but if they will do the job successfully.

Paint a Realistic Picture:

Analyze the qualifications and responsibilities desired in your impending hire to create the most realistic picture of the job and all that it entails. Clearly identify the strengths and skills you will need in your placement before even posting the job.

The Selection Process:

Where and how you recruit employees can play a big role in successful hiring practices.  For roles that you continually recruit, you can save time and effort by building a talent community (AKA pipeline) of candidates in similar industries who are passively looking for change or advancement.  Those candidates may not be available immediately for placement, but staying in contact with them can pay off big when you least expect it. Additionally, studies have shown that referred candidates from current and former employees are five times more likely to get hired than other candidates and that having a well-designed referral program produces a high percentage of candidates who are not only capable of doing the job, but also fit the company culture.

Interview:

Develop an interview process that includes behavioral based questions and listen closely for signs of character flaws that could interfere with your business. Create interview questions that draw out the truth about a candidate’s work ethic and dedication to deadlines. Incorporate experienced-based interview questions by asking the candidate to provide you with examples of previous experiences in specific situations. Prepare interview questions in advance and check professional references in a timely manner which will allow you to gather all of the information that you need before making an informed offer.

When organizations choose the right people for the job, train them, and treat them well, the employees not only produce good results but also tend to stay with the organization longer.  As such, the organization’s initial and ongoing investment in them is well rewarded.

Are you looking to make an addition to your team? Check out this article on the pros vs. cons of a retained search.

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