Senior executives hire is art to hire the best talents in the market. Only an experienced headhunting firm can be of assistance in the process of headhunting the best talents.
“The smartest business decision you can make is to hire qualified people. Bringing the right people on board saves you thousands, and your business will run smoothly and efficiently.”
Brian Tracy
Every organisation hires strong employee teams to make business performance smooth and enhance productivity. What if suddenly one of the top executives announces their departure? You have to find someone immediately to fill his shoes, right.
- A right fit Senior executives hire should be highly talented with the expertise and personal qualities that align with the company’s trajectory and values.
- Senior executives hire should be strong enough to inspire and coach the teams to reach the company’s objective.
- He should have the ideal combination of skills and fit the culture of the company.
Finding great Senior executives level talent can be an added time pressure on HR teams. This selection process of finding the right candidates and hiring them to fill top-level positions at the company is called Executive recruiting.
If you’re pondering about recruiting Senior executives to hire. Who will fit your business the best, here are the top tips that will help you along the way?
“Recruiting is hard. It’s just finding the needles in the haystack. You can’t know enough in a one-hour interview. So, in the end, it’s ultimately based on your gut. How do I feel about this person? What are they like when they’re challenged? I ask everybody that: “Why are you here?” The answers themselves are not what you’re looking for. It’s meta-data. “
Steve Jobs
Top tips on how to hire highly efficient senior executive-level employees
- Understand the job and the industry
First of all, do more research on the industry to know what kind of person you need to hire for your company. Secondly, create a suitable job description and make sure you customise them to fit your expectation. Then, imagine your ideal senior level candidate and create your candidate persona. Then, define the type of person who would be the right fit for your C-level position, industry and company culture.
- Leverage employee referrals
Networking is your safest way for hunting professionals for such notable positions. So, make connections with the firm’s current leaders to find candidates with similar qualities and outlook.
Effective networking amongst your peer group and across your industry is a powerful route to enhance your chances of being noticed. Make an effort to connect with talented and well-connected colleagues and reach out to other people who you know are figureheads within your marketplace.
- Build relationships through social networking
Social networking platforms like LinkedIn and search engines are a valuable asset for the executive search process. You can find plenty of best executive candidates in the various online platforms.
It is the reason most of the researchers use a plethora of online tools as part of their ‘long-list’ building process. So, it is advisable to build a compelling social media profile before starting the hunt.
- Be discrete and maintain confidentiality
Studies show that about 86.9% per cent of Senior executives hire opt to maintain a high level of discreteness when an executive recruiter approaches them. Therefore, it is advisable to connect them through private email addresses or online networks.
- Discover their drive
After you have made the first contact with your executive candidates, try to get to know them better. You need to strengthen your pitch by getting to know what motivates these executives to do the work they do.
Power may be the key driver for some people, and some give value for money or social status. So, a recruiter should find this information to drive them into your company. You can collect these data’s by searching who they follow, what they write, their likes and dislikes mentioned in the social media.
Finding and recruiting senior executives level candidates who align with your organisation’s vision, values and business goals requires a lot of work. It includes networking, researching, reference-checking, and interviewing, not to mention having a fair bit of intuition. You’re hoping to spend thousands of hours researching and vetting the right candidate. It is one of the most important decisions of your organisation. So, take it seriously as you are investing in your company’s growth and your success.
“If you can hire people whose passion intersects with the job, they won’t require any supervision at all. They will manage themselves better than anyone could ever manage them. Their fire comes from within, not from without. Their motivation is internal, not external.”
Stephen Covey
