By: Helios on September 8th, 2014

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The Best Strategies for a Successful Search

Best Practices | Talent Acquisition

Many 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. Here are some of the most important components of a successful search I've learned over the years as a Recruiting Consultant for rapidly growing organizations across the Washington, DC metropolitan area.

The Best Strategies for a Successful Search

Preparing with Purpose

A good starting point to hiring the right executive is to first understand the organization's strategy and future goals, and then envision the kind of person they need to help fulfill those goals. Certain skills are vital and equally as important is the potential a candidate possesses and the motivation to help accomplish the organization's strategic goals. The main question should not always be if the candidate can do the job, but if they are willing to go above and beyond to perform their duties successfully.

Paint a Realistic Picture

I've learned how critical it is to analyze the qualifications and responsibilities desired in the impending hire to create the most realistic picture of the job and all that it entails for the candidates. Clearly identifying the strengths and skills the organization needs 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.


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.