5 Basic Executive Search and Hiring Practices

May 17, 2012 by  Filed under: Management 

Managers that are unfamiliar with the process of implementing proper hiring practices can represent a major challenge for those who are looking to do this in a successful manner. One process that is frequently overlooked by managers that is highly unsuccessful is the one-size-fits-all hiring approach that most managers seem to take on. To find the perfect fit for the job, managers must employ other hiring and assessment tactics in order to make sure the right person gets hired. The drawback will be few and far between if employers make the little bit of effort required and they will certainly reap the benefits. Here is a list of the five most common hiring practices used by executive search firms in this process, since this process can represent such difficulties,

1. Understand and Clearly Define Duties

The primary aspect of developing an effective hiring process starts with a clear understanding of the position that needs to be filled and all the skills, education, and elements that are necessary to fill it. The best reference to gain this sort of understanding is going to the individual that last held the position and seeking out all the necessary details that it encompassed. This would include the duties, responsibilities, and all the finer workings of the position. Employers cannot help to find a fitting candidate if they are unable to define these aspects of the position.

2. Follow Traditional Processes

The bones of the hiring and interview process remain the same as always, while new methods must be implemented to help locate and identify candidates, though these practices can still be fine-tuned by hiring managers to ensure a more effective outcome. Another aspect that is overlooked is that every candidate is treated with the respect that they deserve, plus the employer needs to make a good impression on the part of the company.

3. Develop Sourcing Techniques

Building a solid network of sources from which to source these individuals when it comes time fill a vacant position, in the executive search process it is important that companies have a well-developed system in place for locating and identifying potential candidates on a proactive basis. There is a pool of potential employees inside the company that can be promoted as well as a record of those who have applied in the past that did not meet the current needs of the company but may do so now.

4. Ensure Communication and Follow Through

Good communication is important throughout the process and it needs to exist between the manager and candidate to ensure everything goes as smooth as possible and that everyone is on the same page. Many managers fail at following through with a proper background check and work referencing, and though it may seem straightforward, when carried out properly can often uncover surprising results

5. Negotiating The Offer

Last but not least, an offer must be made once a suitable candidate has been identified and selected. It can easily be more complicated than expected and can often see the departure of the candidate due to issues which arise at this late stage, though this may seem like a fairly simple process. Now negotiations must be made and compromises reached, and though it may seem time consuming, try to speed it up while not rushing, thus striking a nice balance.

Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium is an Executive Search Firm that offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For more information please email Maurice at maurice@conselium.com or visit the website at http://www.conselium.com

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