10 Steps to Executive Recruiting Success
The goal in hiring isn’t to find the best talent looking for work, or at least it shouldn’t be. What it should be: finding the best talent period. Today that means recruiting leaders who are comfortable in an Industry 4.0 World. And here in lies – the recruiting challenge. The best leaders, the 4.0 Talent already have jobs, good jobs. So, the key to recruiting successfully in an Industry 4.0 World now means going after Talent that isn’t looking for work.
Executive recruiting success is a multi-step process. Here are 10 steps which will lead you to selecting the best executive for your company:
10 Steps to Recruiting Success
Assemble your team: This will consist of the hiring manager, the ultimate hiring manager, a search committee, the search committee chair, an internal recruiter, a sourcer, a researcher, a marketing copywriter, and a coordinator. this is your Recruiting Success Team. (Note that some of these roles may be combined.)
Perform a needs analysis: During this step, you’ll confirm the need and define your requirements.
Generate the necessary documentation: Specifically, you need to generate a search committee charter, a job description, a position profile, a confidential candidate brief (CCB), an interview guide, advertising copy, recruiting scripts, reference check questions, and a standard rejection letter. These are you Recruiting Success Guides.
Research the market: When you research the market, you identify two things. One, you identify who to look for—that is, you figure out what functional position, title, and span of control the ideal candidate holds. Two, you identify what to look for—what skills, competencies, experience, and accomplishments the ideal candidate has.
Source candidates: The focus of this phase is identifying possible candidates, both active and passive.
Recruit candidates: This phase involves three key steps—paring down your list of prospects, choosing a benchmark candidate and putting them through the hiring process, and processing all remaining candidates.
Interview the short list: During this phase, you’ll interview the top 10 or so candidates who’ve made your short list. When you finish this phase, you’ll have identified your A-1 candidate.
Check references: Before you extend a formal offer to the candidate, you absolutely positively must check their references. That means soliciting the views of both direct and indirect references. Recruiting Success depends on your referencing correctly.
Make an offer: In this phase, you close the deal by extending an offer (contingent on references). This isn’t a verbal thing; it’s an actual on-paper offer letter.
Onboard the new hire: No, it’s not the recruiter’s job to train the executive in their new role. But it is the recruiter’s job to ensure the company is happy with their new hire (and vice versa). That means scheduling touchpoints with the new hire and with the search chair.
Perry-Martel’s Inside-Out Approach is a 14 step process which delivers the Best Tier-1 executive talent in an effective and efficient manner, allowing you to attract the investors, the board members and the executive team essential to your company’s growth and success.
For Perry-Martel, recruiting success fuses strategy, values, and behavioral science with ‘guerrilla marketing tactics‘ to deliver what others say cannot be done, through a uniquely open, honest, and transparent process. (Learn More)