Every client who calls to speak with us about a potential search is concerned about finding the right candidate as soon as possible.
Here is an example of typical scenario:
A strategically critical position opens because a new leader needs the right person in a key position or due to a sudden resignation.
We get a call and after a few minutes the question is asked—“so, do you have any candidates for us?”
We always say that we will be able to develop excellent candidates very quickly once we know what the hired candidate will be expected to accomplish in years 1, 2 and 3. This is in essence, the candidate’s “to do” list—or, KEY PERFORMANCE OBJECTIVES (KPOs). This is not a mind numbing list of “responsibilities” or preferred personality traits etc., which are part of a job description. Rather, this is a concise list of things the candidate needs to accomplish –by when—in order to be viewed a “success” by the hiring decision maker. Qualified candidates love this because the KPOs are clear. If they believe they can accomplish them they are ready to go—if not, they drop away.
Once we have the KPOs from the hiring executive we put together the position description in an attractive and professional manner, post it on our website and let our global contact network know about the opportunity—-and then we start aggressively identifying and qualifying candidates!
In today’s environment we are able to present the first candidate within a few days of announcing the search. By the end of a few weeks we typically have qualified and presented 6-8 candidates. A search for a key hire can be finished quickly and efficiently when the right candidates are attracted to the opportunity from the get-go.