HURRY UP….AND WAIT
Sense of urgency. Every person’s is different. That’s ok until it isn’t…like when trying to get candidates through the process and on board.
At the start of an engagement, clients are focused on the fact that they have an executive hiring need, and they need assistance in identifying, vetting, and attracting best in market talent. That’s where the executive search firm comes in. Professional firms have a tried-and-true process they use to get this job done. It is what we do every day. Candidates get identified and pre-qualified…now what?
A search for talent can be derailed if the client does not have a clear idea of how they will move candidates through their internal process. A game plan to include the following is a must:
- Who will be involved in the hiring process?
A. Are the individuals committed to the hiring process as a priority? Will they adjust their calendars as needed to accommodate interviews?
B. Are individuals on the same page regarding “must haves” for the hire?
- What is the timeline for getting interviews completed expeditiously?
- Have a “know it when I see it” attitude.
A. Guard against paralysis of analysis.
B. The perfect candidate is one that is interested, open to location, within price range and meets MOST of the technical skills desired.
Talent pools are not unlimited, and candidates can get cold feet when the hiring process is burdensome and slow. Top talent, both passive and active candidates, know their value in the market and once introduced into the hiring process, expect it to be done in a timely, well-organized, professional and efficient manner. Clients have lost top candidates due to elongated or exhausting hiring processes.
The formula for a successful search to fill an executive hiring need is define the need, communicate it to your search partner, communicate the priority to those who will be involved in the process and be committed to get to work!
