Category Archives: The right hired candidate
Clients are always interested in getting the right people hired so that growth and development can be accelerated. In a tight hiring market we have found that it is essential for the hiring executive to be ready to move forward with an attractive offer. Hesitation, over thinking and trying to cut too fine a deal generally leads to the wrong outcome for both the hiring manager and the hired candidate.
Be ready to move forward with an offer because you have the information you need to know about the candidate. Here is a short list of things to make sure of:
The first question we normally receive from a prospective client is —
“Can you help us with our search need?”
Every client comes to the realization that their search requires the right search firm in order for the outcome of the project to be successful. Almost always the client is more comfortable with a search firm that has experience completing searches that are similar in nature to their hiring need. For example a client needing to hire a new CEO will always feel more comfortable retaining the services of a search firm with a solid track record of success completing CEO search assignments. “Success begets success”.
You may have tried to complete a key hire in the past only to find after 18 months or so that the wrong person was hired for a critically important role. When a high profile search goes off track people start running for the exits—but, by then it is way too late!
What are the hiring goals and objectives of your enterprise?
Every company, university or not for profit association we support has a set of goals and objectives that include aims such as: revenue growth, increased profit margin, market share, customer satisfaction and product development. What about the degree of enthusiasm of your colleagues for the work at hand, though…often evidenced in the perception of the enterprise over a longer period of time. How smart are the people in the organization? Do they make a contribution to the industry or field in which they compete or operate? Are the products or service solution they offer considered just OK and priced to sell, or are they truly first rate?
Consistently attracting “A Level” performers is a big challenge, but well-worth the effort.
“A Level” performers are very busy professionals. To seriously interest them in your opportunity you must be willing to take the time to fully describe the job deliverables/ by when, provide detailed information about organization background, culture, leadership and financial performance.
What to do when you are confronted with a
Surprise Resignation of a key revenue producer?
Your global sales leader has taken another job with a key competitor. While she had a contract that included severance and other guarantees from your company there was no provision inserted to prevent her from resigning her job and going over to a competitor—and begin delivering new revenue for them immediately upon arrival. Let’s not dwell on what you should have or could have put into the terms of the employment contract of your departing sales executive; this is more of a question for your senior HR executive.
There is often confusion around this topic. If you are a potential client with a need to attract top talent for mission critical positions the management committee needs to have access to several first rate executive search consultants who are willing to take the time to understand the strategic goals and objectives of the organization and then become a reliable and highly responsive source for quickly delivering top candidates for the most important positions within the organization.
Here is a case in point.
‘Tis the season….
The month of January is when many senior leaders decide to move on to their next challenge, announce retirement or are informed that things just aren’t working out… If you and your colleagues find yourselves wanting to have a deep look at qualified candidates who would be interested in coming to your organization it behooves you to speak with a professional executive search consultant.
Here are the key benefits:
Time will be saved….
Cost will be saved…..
Growth and Development Opportunities will be maximized….
If you and your investors or board members are considering a search for a CEO of your company or organization it is vital to avoid stumbling blocks that could doom the search before it even begins.
You and your management team have been doing a good job growing the business worldwide and a decision has been taken to hire a new person to lead the business in North America. It is very important that you bring in just the right person. You require assistance developing a short list of top candidates who you can first phone interview and then meet with face to face before making an offer.
What are your principal options?