PrincePerelson & Associates

Fostering Effective Communication With Your Executive Search Firm

While many organizations are able to fill positions through in-house resources, executive search is uniquely challenging. The skill set necessary to be a successful top executive isn’t always easy to find. Part leader, part visionary, part entrepreneur, and part business strategist, these individuals are few and far between. Not to mention, companies often compete for top candidates who, for the most part, are already employed. In addition to that, internal recruiters may not have the resources or contacts necessary to reach these highly qualified candidates.

Firms specializing in executive search recruiting have a much broader reach, a larger candidate pool, and established rapport with top executives who may be interested in making a change if the position is right. Their skills, experience, and network make them an excellent resource for companies with a C-suite vacancy.

While an executive search firm brings value and experience to your organization, its recruiters are only as effective as you allow them to be. Accurately and effectively communicating with your chosen recruiting firm is essential to helping them find you the best candidates. Here are some tips for communicating with your executive search firm to help ensure the best possible outcome.

1. Define the Role WELL

Recruiters do their best work when they know exactly what they are looking for. The more information you can provide, the more likely your recruiter will find your ideal candidate.

Start by determining the qualifications you want these unique candidates to have. Be sure to consider all the ways in which this individual will impact the organization. What will the new leader be responsible for in their first 90-180 days? What challenges will they face in attempting to achieve those goals? How will this person need to grow as they master the role? Determine not only what the position is now but what your vision is for the future. Executives considering your company will want to know what they can expect in the next five or ten years before they throw their hat in the ring.

What type of leadership fits your company culture? Leadership comes in many forms. Some individuals are hands-off and assuming, while others like to be involved in day-to-day operations and stay closely informed. What kind of leader will bring out the best in your employees?

Be sure to paint a clear picture of the company culture you want supported or strengthened by a new leader within your organization. The attitudes and behaviors modeled by top management always trickle down throughout an organization. Candidates who don’t share the same vision for your company culture will be a poor fit. Critical time spent vetting and interviewing these important candidates not only for skills and accomplishments, but also for fit within your organization will be a good investment.

Compensation will also play a significant role in attracting talented individuals for executive positions. Know upfront what your budget is for this position. If necessary, consider other compensation elements to offer the right candidate. Make sure your compensation package is competitive. An experienced executive recruiter can advise you on the best way to structure your compensation and be competitive in the market for strong talent.

2. Speak Up

If the candidates an executive recruiter recommends are not the ones you were anticipating, perhaps some essential personality traits were overlooked or not discussed. With important changes on the horizon, maybe the hiring team changed their mind and now feel that two individuals should split the role. Whatever the case may be. If a candidate does not align with what you are looking for, let your recruiter know as soon as possible.

Providing feedback after every candidate interview can help your recruiter fine-tune their search. The more specific you can be about what you liked and disliked about a candidate, the more it will help refine the search. Avoid broad, sweeping generalizations like, “I just don’t think they will fit in.” Observations like, “I think their hands-on management style will stifle creativity,” are much more helpful.

Expect regular updates and touchpoints from your recruiting firm about how the search is progressing. These updates will keep you in the loop without disrupting your busy schedule. While getting deeply involved in the process may be tempting, trust your recruiter to do their best and keep you informed of challenges and developments.

3. Be Proactive

Even though your executive search team is doing the heavy lifting for you, they will still depend on you to do your part. If you know there will be a vacancy, let your recruiter know as early as possible. Even if it won’t happen for several months, putting them on notice allows them to start planning for the search ahead of time. Start talking about the type of person you want to fill the vacancy. A longer runway can streamline the executive search and make sure timelines are met.

Your executive search partner will sift through CVs, verify qualifications, and handle initial interviews. However, you are ultimately responsible for determining which individual will best fit your organization. Start organizing a team to interview potential candidates in advance. Bring the team up to speed on the search, develop an interview process that is holistic for identifying the talent, qualifications, skills, and organizational fit deemed necessary to fill that role best.

The Power of Communication

Adding a new leader to an organization can have a remarkable impact for better or worse. At PrincePerelson, we are able to not only find an individual with the proper qualifications for the role, but also the right vision that will align with your company culture. Our executive search experts strive to understand the unique needs of every client before we begin our search for great candidates. Communication is an important tool that helps both recruiters and clients. And using these communications strategies will help achieve the best executive search results possible.

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PPA, based in Utah, delivers premier national recruiting and professional placement services.