Any organization can greatly benefit from hiring the right candidate for their top positions. But, the question here is, how do you hire the right executive? Desperate and haphazard hiring of executive can risk sinking even the strongest of companies. Here is a step by step guide to finding the right executive for your unique needs and each position.
Executive search process:
A successful executive search is tied to well-conceived planning and research, as well as flawless execution of it.
Step 1: Create a position profile:
The first step in the search process is gathering and analyzing in-depth information of position specifications, key performance indicators, and critical success factors. This is because; no employer can identify and locate a highly talented, and quality individual to fill a position, without knowing what it required from a position in question and what knowledge and skill set it will take to meet these needs. Careful gathering of all this information helps to craft that position profile, based on which the necessary search will be initiated.
Step 2: Identify and assess candidates:
Using a combination of expert referrals, personal networks, computer database, advertisements, and organizational mapping, suitable candidates are located and identified. These candidates are then screened, evaluated, and shortlisted before deciding upon the final list of candidates to be called for the interview.
Step 3 Interviews:
The most qualified candidates are made to go through a rigorous interview, where not only the candidate background information is dug but also their thought process. Digging deep into the candidates thought process will help to understand what they are looking for in their next career move, do they know themselves well, how they conduct their business, what is their performance track record, are they a "high potential", and what motivates them. Evaluation report of candidates is prepared and the shortlisted candidates are will be further invited for extensive interviews.
Step 4: Reference checks:
To generate a comprehensive profile of the candidate's strengths, weaknesses, and qualities, two reference checks are consulted with managers and peers.
Step 5: Selection of executive and salary negotiation:
Once the best suited candidate is selected, salary factor will be negotiated so that both the employer and employee will reach a fair and successful term with regard to cost.
Executive search firms in the search process:
Executive search firms are types of company that specializes in the recruitment of candidates for executive, senior, or highly specialized positions in organizations. They have a wide range of personal contacts in their field of specialty or industry; specific, detailed knowledge in the area; and operate in the most senior level of executive positions. They involve themselves throughout the hiring process, conducting interviews and presenting selected candidates to their clients. With high level of professionalism, evaluative skills, networks, internal research resources, these executive search companies identify potential candidates that match clients' requirements, and also that would fit into the culture of the hiring firm.
Hiring executive search consultants provides a structured professional approach to recruiting that gives hiring companies a number of benefits, some of which include:
a. Insulation from unqualified professionals
b. Precise targeting on potential candidates only
c. Time saving, as all the initial search aspects are done by the search firms
Executive search process:
A successful executive search is tied to well-conceived planning and research, as well as flawless execution of it.
Step 1: Create a position profile:
The first step in the search process is gathering and analyzing in-depth information of position specifications, key performance indicators, and critical success factors. This is because; no employer can identify and locate a highly talented, and quality individual to fill a position, without knowing what it required from a position in question and what knowledge and skill set it will take to meet these needs. Careful gathering of all this information helps to craft that position profile, based on which the necessary search will be initiated.
Step 2: Identify and assess candidates:
Using a combination of expert referrals, personal networks, computer database, advertisements, and organizational mapping, suitable candidates are located and identified. These candidates are then screened, evaluated, and shortlisted before deciding upon the final list of candidates to be called for the interview.
Step 3 Interviews:
The most qualified candidates are made to go through a rigorous interview, where not only the candidate background information is dug but also their thought process. Digging deep into the candidates thought process will help to understand what they are looking for in their next career move, do they know themselves well, how they conduct their business, what is their performance track record, are they a "high potential", and what motivates them. Evaluation report of candidates is prepared and the shortlisted candidates are will be further invited for extensive interviews.
Step 4: Reference checks:
To generate a comprehensive profile of the candidate's strengths, weaknesses, and qualities, two reference checks are consulted with managers and peers.
Step 5: Selection of executive and salary negotiation:
Once the best suited candidate is selected, salary factor will be negotiated so that both the employer and employee will reach a fair and successful term with regard to cost.
Executive search firms in the search process:
Executive search firms are types of company that specializes in the recruitment of candidates for executive, senior, or highly specialized positions in organizations. They have a wide range of personal contacts in their field of specialty or industry; specific, detailed knowledge in the area; and operate in the most senior level of executive positions. They involve themselves throughout the hiring process, conducting interviews and presenting selected candidates to their clients. With high level of professionalism, evaluative skills, networks, internal research resources, these executive search companies identify potential candidates that match clients' requirements, and also that would fit into the culture of the hiring firm.
Hiring executive search consultants provides a structured professional approach to recruiting that gives hiring companies a number of benefits, some of which include:
a. Insulation from unqualified professionals
b. Precise targeting on potential candidates only
c. Time saving, as all the initial search aspects are done by the search firms
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