who Should Read it?
Executive Recruiting for Dummies is best read by anyone who wants an up-to-date hiring process to locate, evaluate and attract the best executive talent which money alone can’t buy.
board members
Learn the hiring process and how your decisions impact it.
- Minimize Risk
- Influence Stakeholders
- Reduce Opportunity Costs
- Manage Human Investment
start-up founders
Building a team on top of business executives is HARD WORK.
- Recruit your C-Suite
- Benchmark for “Fit”
- Lead Meaningful Interviews
- Recruiter Proof your Hires
Consultants
Understand the If’s and Why’s of your Client’s Hiring Process.
- Solidify your ‘Value’
- Become a trusted ‘Partner’
- Streamline Project Management
New recruiters
Not a fan of Trial by Fire?
We’ve got you covered!
- Best Practices Explained
- Build a Workflow
- Engage Passive Candidates
- Negotiate a Win-Win
HERE's What You Will Learn
BEST PRACTICES EXPLAINED
There are a million and one ways to run a search... But only a few run it well. We take the guesswork out by showing you how, step-by-step, from start to signature.
INFLUENCE STAKEHOLDERS
No King or Queen Rules Alone. Learn who the major players are within and without your organization, and how you can leverage these relationships during your hires.
BENCHMARKING FOR "FIT"
Skill means nothing if a candidate just doesn't fit your team or culture. Learn how to gauge and nail down one of the hardest aspects of judging a candidate.
LEADING MEANINGFUL INTERVIEWS
Keep your interviews organized, informative and on-time. Learn how to ask the right questions, and more importantly, spot the right answers; and suss out the liars.
to build competitive advantage - start here
- create competitive advantage
- influence stake-holders
- benchmark for 'fit'
- Engage Passive Candidates
- Reduce Opportunity Costs
- Recruiter-proof your hires
Take a Peak Inside
Behavioral Interviewing
Learn to assess and understand the interviewee's career history and performance. The premise of this interview is that past behavior is the best predictor of future conduct.
Candidate Road Map
A search strategy that details the who, what, where, when and how of approaching all qualified prospects in a systematic manner.
Navigating Counter Offers
Whether it's coming from the candidate's employer, or the candidate themselves, learn how not to trip right before the finish line.
Additional FREE Resources/DOWNLOADS
Supercharge your Executive Recruiting Pipeline
Compensation Negotiation
Once the groundwork has been done to define the issues and decision points in a candidate’s mind and your company’s compensation parameters are understood, a compensation package can be developed. In every executive compensation package there are five basic elements to consider.
Service Level Agreement (SLA)
Just as you may have had some type of Service Level Agreement with companies in your private life, i.e., your cable company, residential lawn maintenance, new car warranty agreement or other such services; having a service level agreement with your external recruiter is also quite simply a smart way to do business.
Onboarding
When a new employee starts their new position, it is essential that you offer a welcoming work environment with informed colleagues and a fully-equipped work space; helping to ensure that the new employees feel “settled in” on their first day.
hire confidently
WHETHER YOU're new to the recruiting industry or working on your 100th placement, executive recruiting for dummies AND HIRING GREATNESS offer full-spectrum guides for finding the right people... without wasting time or money.
What readers Have to Say
We apologize for the length, some people had a lot to say:
Facts I have learned from being in the U.S. Army, corporate America, running a niche recruiting firm, and life are:
Fact 1: Every organization says, “We have a hiring process.”
Fact 2: Everyone’s success is dependent upon those around him/her.
Fact 3: People are hired for skills and fired for attitude (not a cultural or team fit).
Fact 4: And we all have made mis-hires! In the military, we have “field manuals” – comprehensive reference manuals covering the exact “how to” of best-practice core concepts.
This is your “hiring great people” field manual for winning the war on talent. David Perry and Mark Haluska distill 30+ years of experience into a jam-packed, easy to read manual that needs to reside as an icon on the computer (or sit on the corner of every desk) of anyone involved in hiring. Competition for top talent is tough and getting tougher.
This book a true gem. David is a peak performer with the ability to deconstruct his own success formula and put it into a systematic process that anyone can follow. I regularly interview the top 10% in the field for my program and David would be at the top of the list in terms of innovation and cutting edge strategies.
If you're in the executive search field, or hope to be, this book is a must.
My goal in reading this was to better discover strategies for connecting with such leaders. Who else would better know than the people who hire them? The real audience includes HR professionals whose job it is to find leaders. C-suite and related people.
David Perry, the author separates them from the easy-to-find candidate who is actively looking, and the best candidates. That is, the best candidates are already working.
While Perry defines executive recruiting for the reader, I think he presumes you are actually in the role and want to be better. A beginner will benefit but so will the veteran.
I learned what I hoped to learn, and, more importantly, I think recruiters will benefit tremendously from "Executive Recruiting for Dummies" by David E Perry. I fully recommend it.
As a reader of the manuscript, I can attest to the fact that this book is full of invaluable information to:
1) Do Executive Recruiting yourself;
2) Work with Executive Recruiters. What you will see is that Executive Search is a disciplined activity that requires a good system, smarts and patience.
I especially liked the Recruiting section of the book. In it, David highlights the difference between active and passive candidates and why passive candidates are harder to recruit yet often a better find.
You will be an Executive Recruiting dummy no longer by reading this book!
