Taking Executive Search and Hiring Techniques Back to Their Roots

June 28, 2012 by  Filed under: Management 

As a rocky economy has thrown the business world and job market into disarray over the past decade, for many companies issues of sourcing quality candidates and retaining quality employees have become a top priority, while at the same time becoming a far more muddled and complicated ordeal than it ever has been in the past. However, as the economy slowly begins to right itself and less strain is put on companies in these areas, employers will need to once again make changes to their hiring processes. This time however, they should begin untangling the difficulties and going back to the basics. To aid employers in these efforts, executive search firms have taken it upon themselves to put together this guide on the subject, and help companies begin straightening out their hiring efforts as the job market begins to piece itself back together as well.

To begin with, one good practice which many companies seem to have abandoned, all be it understandably, as they have been bombarded with candidate applications, is the simple acknowledgement to these applicants that their resume has been received and will be reviewed in a timely manner. This can be most simply and efficiently done through the implementation of an automated response system, particularly for those who already use automated application and resume acceptance and storage systems. For those companies without such high tech solutions, a simple postcard response to be mailed to the individual can be just as simple and effective.

At the core of all executive search and hiring procedures is the interview process, and yet another point where companies will need to make a few changes to the way they approach their applicants. While during periods of economic unrest it may have been more understandable for these procedures to become slightly rushed, as the need for such urgency disappears so to should the practice. In order to be the most effective, employers will need to take a breath, sit back, and take their time in seeing the interview process through from start to finish.This will mean taking more time to prep for interviews by coming up with carefully crafted interview questions, setting aside a few minutes before each interview to become familiar with the individual’s resume, and spending adequate time in the interview itself. By rushing these procedures employers only run the risk of missing some important factor that may make or break a candidate’s standing.

Finally, employers will need to begin taking into greater consideration their follow up procedures to the interview process. This can include a number of things. For one, employers will need to decide if they want to take the time to conduct further interviews with select candidates, perhaps bringing other employers on these interviews for further assessment, or if it would be beneficial to apply shadow sessions once they have significantly narrowed the candidate pool. One topic which is not negotiable is that employers must absolutely follow through with the necessary due diligence of background and reference checks, as these are one of the most important tools in the hiring process. Also, throughout this entire process, from beginning to end, employers should work to be as communicative as possible with the candidates, keeping them aware of the time frame of these procedures and updating them on their standing in the process. Should all of these tools be used effectively, companies will be looking at a far healthier development in their organizations to mirror the improving health of the economy.

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

Article Source:
http://EzineArticles.com/?expert=Charles_S._Cox

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