C-suite executives connect to the executive–level managers within a company.
Familiar c–suite executives include chief executive officer (CEO), chief financial officer (CFO), chief operating officer (COO), and chief information officer (CIO)
Compare c-suite executive recruitment with any other vacant position in a company is akin to comparing chalk and cheese. These roles are so distinctly unique and crucial that the hiring methods needed to recruit them are quite radically different too. Senior executive candidates are a different kettle of fish to standard management levels.
C-suite executives are those who with ‘chief’ in their title (such as CEO). These aren’t just job positions with neat job descriptions. Instead, they drive very much and become the culture, vision, personality and brand of the business.
There is no room for error while choosing c-level employees. Recruiters have to get them right, whether it is for the first time or every time.
Therefore, C-level recruiters should mind particularly distinctive approaches to this type of recruitment if they want it to be successful. These are the five main ones:
Know these things when hiring C-Suite executives
- The individual is king
You can apply this mantra in various ways to c-suite executive recruitment. It is the individual who will make or break this role and the business. Therefore, you need to assess the c-suite candidates carefully as individuals.
Additionally, c-level executives are highly regarded and hugely coveted. They are in a position where they themselves can pick and choose. Therefore, you need to tailor recruitment to them. It means appealing to their aspirations and goals and not simply shoe-horning them into a particular job role.
Hence, there needs to be absolute clarity about the position and expectations throughout the recruiting process. The process also needs to be short and consistent. If you have, understandably, employed a recruiter or headhunter to undertake the task for you, their process should be very clear, considered, discreet and smooth. You should feel confident about this.
- They prepare the groundwork
Careful researches and analysis are necessary to know the need of the organisation before you begin the search for the right recruitment and placements services process. It’s not relevant to court c-suite candidates before you truly understand what is required for the role.
Recruitments often fail precisely because of a mismatch in expectations between the hired candidate and the reality of the role. It shouldn’t happen in any recruitment practice. These mistakes are immensely expensive and time-consuming and have the potential to degrade the organisation’s reputation.
Therefore, a headhunter will take care to analyse exactly what the c-level executives will be doing fully. They don’t look simply at the existing role but look at the broader needs and goals of the organisation. As a part of this, they identify the qualities and skills which would be most useful to the position. Then only executive recruiters embark on their search.
- They meet the goals of both candidate and organisation
Headhunting is very much about helping the needs of the recruiting organisation. While this is still, of course, fundamentally right for c-suite recruitment too, there is also a sharp focus on the candidate’s own goals. It is because a deep understanding of the applicant’s goals gives insight into how meeting these personal goals can benefit the company.
C-suite executives don’t land to this level by accident. They arrive here exactly because they are ambitious and goal-driven. Hence, c-level recruiters inspect these personal goals at their peril.
- Senior-level executives need total buy-in
Lower roles within a firm can be performed by individuals who are content to ‘turn up, do the job and get paid’. As long as there is a good work ethic, then the job gets done. It doesn’t necessarily matter if the individual isn’t 100% invested in the goals of the organisation.
C-suite candidates need to travel a road, through the hiring process, which results in absolute, unequivocal buy-in to the organisation’s goals. They need to fundamentally believe in what the business is about, even if they have fresh ideas for meeting those ends.
For this to occur, the c-level recruiters need to have an intimate understanding of the business goals and concerns themselves. Communication between the recruiter, the business and the candidate is essential for this to happen.
- It doesn’t stop with the hire
It’s tempting to think of recruitment as stopping the moment the candidate has signed their contract and walked through the door. It is risky with all recruitment, but especially at the c-suite level.
C-suite candidates need to have dedicated processes put in place to enable them to become a seamless part of the organisation quickly. In turn, this allows them to become productive quickly and an exceptional asset for the business with complete commitment.
C-level recruiters have to take a completely different approach to c-suite recruitment and indeed c-suite candidates. Realising, this is vital for long-term business growth. Therefore, you must choose a headhunter who truly takes the time to undertake thorough research into the role, the organisation and the individual. However, that’s still not enough. They then need to communicate to a high degree and facilitate complete buy-in. Only then is c-suite executive recruitment a success.
Do call us for C-suite executives hiring at # +91 7795547089 or mail us at team@bssrecruit.com
