It can be difficult when tasked with recruiting an executive. Whether you are an experienced or novice recruiter, finding the “right” worker for a job is a big task. This is an employer you will work with and for, and will also determine your co-workers future. Don’t stress over executive recruiting. Below are the top tips for executive recruiting.
Ask Provoking Questions
Asking questions is the basis of an interview, but it’s vital that you remember this dialogue is a try out for you and the potential executive. You want to make sure they are a good fit for your company, and they are wondering if your company is good for them. Try to ask questions about the interviewee’s weekend, favorite bands or interests to get a feel of their personality. For example, a men’s health business might ask a potential executive if they would be interested in the company softball league. It’s important to get a feel for the executive’s way of working, as well. Instead of asking basic interview questions, give a scenario or an example. Ask how they would handle a difficult situation or approach an employee conflict. These type of questions will help you get a feel for the candidate’s personality.
Take Your Time
The time frame for hiring an executive varies depending on your company needs. Generally, it is a good idea to take your time when hiring an executive. This person will play such a vital role in your organization, you should be as sure as possible that you’re hiring a good fit. It helps to have multiple interviews with several candidates. Some sound better than others, but standards will start to show after two or three interviews. Maybe one candidate seemed great, but showed up late to the last two interviews. Maybe one who was nervous during the first interview will blow you away in the last two. Perhaps someone with a different academic background would actually be helpful to your company. Phillip Nel, an American scholar, emphasizes the advantage of hiring humanities majors. Don’t rush the executive recruiting process, and don’t judge a candidate based on a first impression. Your future will thank you.
Some of the best candidates for the open executive position could already be familiar with the job. Was there an employee who took on a bulk of the work in the interim? Is there a promising worker in another department? Using the options available to your organization may be best, since they will be familiar with the culture. This can also help facilitate your recruiting process. You will know whether or not they value the company and position based on their past work experience. However, don’t limit your options if you have strong outside candidates. The right executive hire for your business might come from outside your organization.
Clearly State Expectations
Make sure you give each potential hire a clear picture of the job. Explain the responsibilities, perks and restrictions. If you are hiring for this position due to a previous problem, briefly illustrate the issues with the former executive. Every candidate should fully understand your expectations for the job. In addition, you should clearly explain the hiring process. Will you contact them after one interview? Will the process take a week or a month? You can better assess a candidate’s skill set if you are confident they have all the information they need upfront. This is important with any hiring process, but especially in an executive hiring process when the position carries a lot of weight within your organization. You can facilitate this process by clearly stating expectations.
Be Available After Hiring
Some recruiters think the hiring process stops when you find the right candidate. It shouldn’t. If you successfully hire an executive candidate after following these guidelines, don’t stop providing information and support. It is vital that a recruiter help ease the transition for a new candidate. Make sure they have all the on-boarding information they need to do their job properly. Help get them acquainted to the culture. You picked this executive for a reason, and facilitating their transition into the company is the ultimate last step in the hiring process. You should always be an available contact for your executive choice. Your support could help them eventually become a top manager.
Executive recruiting can be stressful, whether you are an experienced or novice recruiter. Use these top tips for executive recruiting to make the process go smoother and choose the best candidate for your job opening. Ask unique questions to get to know your candidate. Take your time making decisions, and clearly outline the job’s requirements. Don’t forget that your best candidate may already be working for your organization. And once you hire an executive, act as a support system to help transition them to the new job. Above all, trust your judgement and utilize all the resources you can to have the best executive recruiting process possible.