How To Hire The Right Recruiting Firms To Find Executive Level Talent

Retaining a good executive search firm to find executive candidates for your company is important for your long term success. Before you start to look is a good idea to do some homework. First create a list key performance indicators (KPI) with clear deadlines.

This is a list things the candidate is expected to accomplish the job. For example if you want the new hire to open up European market for your product you would write Open up Eastern Europe for widget x making accessible to at least 45% the population — 12 months. The KPI list should span at least two to three years. Next create a description the position. This would explain the content the job company vision culture historical performance candidate experience desired attributes & work style. Add any other factors that may help to effectively market the position.

Professional search firm will also help you refine the job description but this is going to be a good starting point. Combination the KPI list & the job description is probably a better way to explain the position than just a bullet point list duties. KPI list also helps the candidates visualize the job more accurately & connect with their past experience & their future aspirations.

You are now ready to search for executive search firms. First step is to compare price quotes from multiple recruiters. Search the internet & also ask your business associates for recommendations. It is important to look for firms with expertise your industry job position or geographic region. Share the KPI list & the job description with a few firms & see their response. Expect some them to withdraw if they do not have the candidates or the expertise to help you.

Once your list has narrowed down to three or four executive search firms is time to understand their search process & feel comfortable with the staff. They should provide you with a document that explains the search process. Request them to also provide information about a similar completed search.

Ask to speak with the senior consultant & her team. Understand the search process including the search fees expected out pocket expenses & other costs if any. Try to gauge their professionalism character & personality. Is the search consultant ethical enthusiastic professional & well experienced? Ask yourself that if you were looking for a similar position would you like to speak with these consultants? Many executive search firms have off-limit organizations. If you have any target organizations mind make sure they are not their off-limit list.

It is important to ask the right questions to the candidate to predict their future success. Ask the firm to show you their candidate assessment techniques. Ideally they should have a numerical rating approach to ascertain degree match with key requirements.

References are critical the search process & should be checked by the search firm soon after the first screen. Also important is the technical background check that confirms academic & work credentials.

Ask about the success rate the firm. How long have the hired candidates stayed at their new positions? You need a candidate that not only a good fit with the job description but one who also sticks around long enough to deliver. Finally ask to speak with a few satisfied clients the search firm.

It is worth the time & effort to carefully select the right search firm for your key hiring need. If done right will lead to a long lasting mutually beneficial business relationship.