We’ve seen a clear pattern amongst searches that result in success versus searches that result in failure. Here are the elements that will almost always result in a successful hire:
The company's leadership is aligned and supports the search.
The organization’s senior leadership team is aligned on the need and actively supports the search initiative
The organization’s CEO supports a consistent process even at executive levels
The need is well-defined.
The most common reason we see searches drag on or fail is that the need is not well understood or defined. This can result in wasted time sourcing irrelevant candidates, and worse, passing on the right ones. Before starting your search, ensure:
Purpose of the search is clear
Reporting relationships are clear
Location and job features are established
Criteria for culture fit are measurable
We know where this role fits within the organization
There is consensus on the above points across the stakeholders: the hiring manager, executives, superiors, and peers understand and agree on the specific need
Compensation expectations are realistic.
You, or your search partner, has a good understanding of the market compensation for similar roles
You can persuasively articulate the value of joining your company beyond the financial compensation
You’ve partnered with the right search firm.
The best search firm for you should not only have experience and knowledge of your industry, but should be willing to provide guidance and insight when needed for the greater good of the search, rather than just wishing to please the hiring manager.
Knows the client’s organization
Knows the industry well
Has relevant, recent experience
Has capacity to make the search a priority
Has access to a deep and broad talent pool
Will represent your organization well
Is client-service driven
Can add value beyond filling the position with market intelligence and other consultative information
Rigorous search that goes beyond LinkedIn.
Extensive sourcing strategies to reach the top players
Unique, creative efforts to find diverse prospects
Going above and beyond finding “the usual suspects” to ensure we’re bringing fresh talent to the organization
Persuasive candidate development strategy.
Recruiters have the skills to generate interest among the most difficult-to-attract candidates
Pursuit of out-of-box possibilities
Expectations are clear, but flexible if need be.
Job description should be specific and complete
Compensation range is set, but realistically flexible
Time frame is understood (a good search takes at least 3-4 months)
Solid interview process.
Consistent, structured behavioral interviews
Immediate feedback after each candidate interview
Excellent candidate experience.
Candidates are treated like customers
Candidates leave the process with a positive perception of the company regardless of the outcome
Top executives have many options; providing a great candidate experience is crucial to keeping the strongest candidates engaged in our process
Talent decisions are made quickly and aren’t drawn out
Effective communication.
Regular, clear and concise updates
Tracking where each candidate stands at any given moment in time
Updates on what the search firm is hearing in the market
Coordination of roles (i.e. who is responsible for checking references, background checks, etc.)
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