Your executive search recruitment priorities

Executive search recruitment has certainly evolved, especially in a post-pandemic world. So, what should your priorities be when hiring senior IT talent? The hiring landscape is different within every business, so not everybody will share the same priorities.

However, it is good to know what recruitment trends are rising to the surface. Certain trends could mean that your previous approach to attracting senior talent will need to be adapted. After all, you don’t want to lose great talent to competitors.

In our latest executive hiring strategy blog, we outline how and why you should prioritise certain aspects of the hiring process.

Does the ‘ideal’ candidate exist?

Within recruitment, we hear these messages every day. The ‘perfect’ role or the ‘perfect’ candidate spring to mind as common phrases. Is it realistic to use these terms in 2022? A company can look great on paper…it doesn’t mean the successful candidate will end up relating to the culture in the long term. On the other side of the coin, an employer can discover a fantastic candidate and hire them…only to find it wasn’t the right match after all. These things happen – it’s simply part of the recruitment process.

That is why creating a talent pipeline will help you pinpoint the essential skills and characteristics of your future hires. A good recruitment strategy starts long before you need to do the hiring part! Here’s what to consider when forming your own talent pipeline.

• The team they will manage: When a senior hire takes over a large team or department, dynamics will already be established. What kind of leader do you feel can match these dynamics or even help improve them?
• Personality traits: How do these gel with the team and culture?
• Experience and competencies: Is there a certain industry your future hires absolutely need experience in? What are the key skills they will need to do this job successfully?
• Engagement and marketing: When creating your talent pipeline, how will you extend your reach beyond the existing talent network? The most successful hiring processes are often a result of creative marketing. Establish marketing campaigns throughout the year, identifying the key periods in the year where these are necessary for your business.
• The hiring process: Establish a process that is going to nurture these candidates from the very start. Discuss what will engage senior-level candidates and encourage them to continue in the process.

Is a quick hiring process possible in Executive Search Recruitment?

With critical business hires, such as Chief Technology Officer or Director level positions, we understand the desire to take your time. If they are not done correctly, then what impact would this have? However, the events of the pandemic have changed the hiring landscape. From remote interviews to remote onboarding, so much has changed. Many candidates expect this way of hiring to continue, as it offers flexibility and a quicker process.

So, in answer to our own question, a quick and streamlined process is possible. You just need to plan effectively. We spoke about the talent pipeline and how planning the process is a big part of establishing this. Determine how many stages you will need and how the interviews will be conducted. Face to face is still great, but utilise the shift towards video calling tools to your advantage too! Remember to also take notice periods into account, as these can often be longer with senior candidates.

When a role takes a long time to fill, it can increase the cost per hire. Furthermore, you risk losing quality candidates who expect a faster process. Being prompt in your recruitment process at every stage will ultimately improve the candidate experience.

Choosing an executive search agency that understands

We can see that executive search recruitment takes time. These are hires that are integral to your business, so we understand when companies consider their options carefully. Remember, you are not alone in this journey. At TechNET CxO, we have helped many companies make those all-important senior hires. When you are looking for recruitment assistance, here’s what to consider…

• They understand your challenges: There are so many agencies that will tell you the search will be straightforward. What you need is a recruitment company that is transparent, talking openly about where you can improve the hiring process and helping your vacancy stand out.
• Knowing the market beyond the active network: Sometimes, the candidate who can do the job isn’t often looking for a new role. This is particularly common in senior hires. Make sure your agency partner has proven ways of marketing to and approaching senior talent who are not looking for a new role actively.
• Thorough market mapping: An executive search agency should provide industry-leading candidate research, by mapping the market and benchmarking for skills, roles and salaries.
• They see past the traditional CV: Executive search is not only about presenting you with CV’s…it’s about presenting solutions. It’s just as much about the person behind the CV as it is the skills listed on it. Do they match the culture and can they deliver the goals of the business? Your chosen agency should have a detailed plan in place when it comes to candidate screening and how they communicate this with you.

How can we help your executive search recruitment process?

We are here to help with your executive search recruitment needs! With dedicated consultants, you can find the recruitment partner you’ve been looking for in us. Head to our client vacancy page to get your journey started.