It’s extremely important that you have a process in place for managing your recruiting sessions, especially when you’re looking to hire candidates at top level executive positions. So, what does this executive search process look like? It’s one that enhances the efficiency of the team by hiring the right candidates and bringing them together to form one cohesive unit, working cross-functionally to achieve the main goal of the business. Here, we’ll cover the fundamentals of executive search that every company must follow so as to make a successful search.
Fundamental 1 – Understanding your business
You may say that you already have an understanding of your business. You sure do as you have been into it for past many years. But, when you want to hire, there is much more understanding that you should be having. You need to identify your company culture, your clients, the purpose of your business, the goals, and every other intricate aspect. After that, you need to identify the job position you are looking to fill, and the qualities that you want to look for in the aspiring candidate.
Fundamental 2 – Planning up a search strategy
Formulating a strategy before moving onto your search is like creating a blueprint before building a house. Thus, a strategy in place is your roadmap to success, as it proves to be a guideline to follow for recruitment. It will tell about the job position to be filled, the responsibilities to be fulfilled, where the possibility lies to find such candidates, and how to approach them. A basic executive search strategy can be broken down into 5 key components, namely role responsibilities, candidate’s qualifications, target resources, expectations, and potential candidate profiles.
Fundamental 3 – Doing a research
Get online and click through profiles is a very basic thing anyone would do to look for any kind of candidate for a job. But, for high level jobs, this isn't going to work out. Instead, you’ll need a well-defined research criteria and target company list. Leverage your existing database and find people at target companies that match the research criteria.
Fundamental 4 – Outreaching
Once you have a list of potential candidates, you want to reach out to them. Communicate and establish your credibility with them. Specify the search details, and provide with every possible communication method available. But, don’t send a mass email to dozens of candidates. Instead, customize the outreach for every different type of candidate to make them feel special as well as compel them in their own manner to work with you.
Fundamental 5 – Assessing every candidate
Not all candidates will be interested – some may be happy with their current jobs, others may not be interested in the position you are offering. Then, there would be others who would be willing to work only because they are unemployed and looking for a job. You need to be able to identify each one, and analyze the pros and cons of each. Which ones do you want out of the lot for your company?
Fundamental 6 – Deciding
After every analysis done in every possible way, the last step is to decide. Shortlist the candidates and identify only those you want in your organization. Arrange for a final interview with the shortlisted candidates, and bring only the best to your organization.
Too much to do, isn't it? Why not then just hire one of the top executive search firms in Bangalore to help you? WalkWater Talent Advisors are one such search firms with an experience you cannot match! So, get in touch and let them take up the responsibility of finding genuine long-lasting candidates for your company to help you achieve your business goals faster and better.
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