How an Executive Recruiter Builds Talent in Your Team
It’s all about the people. Collectively any organization is made up of services, products, people, equipment, inventory, and supplies - but people are the source of creativity, the spark, the initiative, and the right people can make or break a company’s future.
If this is readily understood, why is it that so many companies treat recruiting as if they are buying a commodity? Un-employment rates may lead organizations to believe that positions are easy to fill. In fact, finding the right talent is as difficult as ever, perhaps more so, because economic uncertainty has made many potential candidates hold on to current positions instead of moving on to new opportunities.
For senior positions, where it is absolutely critical to to find an outstanding candidate, competition is fierce. To win the battle for the best of the best, companies need advice and counsel as well as access to vast networks of talent. That is where a professional recruiter comes in. A recruiter is not only skilled in helping a business defining roles and present corporate culture to candidates in an attractive way, but in exploring a applicants psyche to identify true matches and find the best fit for the management team.
How an Executive Recruiter Delivers the Best Talent
1. An executive recruiter practices passive recruiting, the art of maintaining relationships with top people who are not actively looking for a new position. By keeping a network of talent at hand, and engaged, a recruiter can bring a rich resource of potential candidates to the table from the beginning of the search.
2. The technology behind recruiting has changed. Companies can take advantage of a recruiters knowledge about the latest tools to announce job openings and acquire potential candidates. Technology can also be applied to the selection processes, such as scenario testing, and the use of video. Social media plays an increasingly active role in recruiting and a recruiter will be plugged into networks such as Linkedin.
3. Before a position is posted online or in the paper, a recruiter will help identify the key performance objectives of job, what a new hire would need to achieve to be regarded as successful. These objectives can then be used as criteria to evaluate the candidates past experience in reaching similar goals.
4. A recruiter will help answer the question, “Why would a top talent want to move to this company and this position?” The answer will help the recruiter present the corporate brand and articulate the key selling points and advantages of the opportunity. The ‘answer’ must be based on a realistic assessment. A recruiter wants to find top talent that will take on the new position and make a longer term career commitment.
5. During the interview process a recruiter will bring consistency to better assess candidates across standardized questions. Thinking outside of the box, a recruiter may ask questions a business manger might not consider, but are designed to provide insight into how a candidate thinks on their feet and organizes their thoughts.
Using an executive recruiting service brings a level of professionalism to the hiring process that will help a business acquire and retain the best talent. When all candidates are treated well, through all steps of the process, even the unsuccessful prospects will become brand ambassadors for the company, and this extends the network of available talent for the future.