Clockwork Recruiting Blog

how to recruit executives

How to Recruit Executives

By | Executive Search Strategy | No Comments

Executives are busy people. No matter their specific role, C-Level professionals have high-level challenges that they are working through and very little time for friends and family, let alone someone unknown to them who wants to talk about an “amazing job opportunity.”

To get executives to take you seriously, you need build a connection with the executive and nurture that connection until you can produce a job opportunity that is a great match for their career desires. Read More

onboarding checklists

New Hire Onboarding Checklist

By | Executive Search Strategy, Talent Relationships, Venture Capital | No Comments

Whether you just hired a new executive or an entry-level employee, all new hires to your company, or a portfolio company, need to go through a formal onboarding process that is specific to their new position.

69% of employees are more likely to stay with the company for at least 3 years after a great onboarding experience, so don’t miss the chance to engage your new hires in their work during the onboarding process. Read More

integrated talent management

What is Integrated Talent Management?

By | Executive Search Strategy, Talent Relationships, Venture Capital | No Comments

The speed with which new technologies and techniques disrupt “business as usual” will only increase going forward.

Having people in your company who are talented and adaptable enough to make quick, effective adjustments along with company pivots will be even more of a competitive advantage for companies as time goes on. 93% of executives are planning on making organizational changes to their company in the next 2 years, and the success of these changes will depend on the talent that these companies can secure.

Integrated talent management is a strategic solution to the growing talent demands faced by organizations of all sizes, industries and specializations. Read More

difference between sourcing and recruiting

The Difference Between Sourcing and Recruiting

By | Executive Search Strategy, Talent Relationships, Venture Capital | No Comments

Candidate sourcing and candidate recruiting are terms that are often used interchangeably, but sourcing and recruiting are different steps in making a hire.

For instance, while you can refer to making a hire as “sourcing” or “recruiting” that person, each of these terms refers to different part of the process that led to this person ending up in their new job.

Sourcing and Recruiting

Sourcing and recruiting are processes that depend on one another, so it helps to have some solid definitions before we continue.

Sourcing: The process of identifying a viable candidate for a job opening by any means.

Recruiting: The process of nurturing candidate interest in a job opportunity and facilitating this candidate’s interest to the point of hiring them.

Sourcing and recruiting take place in different stages of the hiring process, but sourcing and recruiting are highly dependent on each other.

When a candidate is identified as a good fit, whether through a professional network or through their application to your company, this is the point at which the sourcing of a candidate transitions to the recruitment of that candidate.

While the candidate you identify may be familiar with your brand and interested in your job, candidate interest needs to be developed throughout the hiring process to hire finalist candidates. Without nurturing their interest, you leave your top choice for the job open to offers from competitors and counter-offers from their current employer.

To secure the talent your company needs, your sourcing and recruiting strategies must work in harmony and be geared to build candidate interest from their first contact with your company and job opportunity.

How to Source Great Candidates

Finding suitable candidates to recruit is half of the battle, and these sourcing techniques will help you to identify great candidates for your next job opening.

Evaluate the Demands of the Job
The demands of the job you are trying to fill are unique to your company and may have changed since the last time you filled this job.
Always re-evaluate the demands of the job before creating your job advertisement to hone in on essential candidate qualities for the role you want to fill.

Choose Candidate Sources Based on the Job

The candidate sources that work best for reaching your ideal candidate, will always be chosen based on the demands of the job you’re trying to fill. For instance, you will typically experience a great deal of difficulty sourcing executive candidates through general job boards.
Always choose candidate sources strategically based on the demands of the job, such as investing in subscriptions to tech-specific job boards when sourcing candidates for a software engineer role.

Create Captivating Job Ads

The more captivating you can make your job ads, the more candidate interest you can generate and the more qualified candidates you can source for your open job. Creating captivating job ads also helps you build candidate interest from the beginning, making it easier to recruit top candidates later.

Build Your Employer Brand

The strength of your employer brand is based on the public perception of how enjoyable and rewarding it is to work for your company. Whenever a candidate sees your job opportunity, they will seek out employer brand information to find out if your job and company will be a good fit.

Make sure there is plenty of engaging employer brand information online for candidates to explore, like: interviews with your employees, pictures of company outings and/or interesting content that your company has created or sponsored.

How to Recruit Great Candidates

Once top candidates have been sourced, the next step is to nurture their levels of engagement in your job opportunity and recruit them into taking the job at your company.

Nurture Interest in Top Candidates

Top candidates are sure to have other options and counteroffers from their current employer, so nurturing the interest of highly skilled pros is essential.

Never let top candidates feel lost in the hiring process and keep them engaged with interesting information on your company and the job opportunity.

Retain Candidate Interest

Just because a top candidate has said they’re interested, doesn’t mean they haven’t said this to other companies they’re interviewing with.
Keep candidates engaged throughout the hiring process by asking questions about their employment desires and career goals.

Negotiate with Candidates

The more skilled your top candidate is, the more likely it is that you will have to negotiate with them to hire them.

When it does come time to negotiate, you should never risk losing a top finalist candidate for the sake of saving on their salary. Apart from the time wasted by failing to negotiate, there’s no guarantee that your next finalist won’t be negotiating for the same salary as the candidate you pass on. Increased stock options, more time off and more flexibility in working are all great ways to improve a job offer without going over the budget allotted for the new hire.

Present your Offer

You should present your job offer to the finalist candidate as soon as all required parties have agreed and “signed off” on the new hire. Delaying or being delayed by indecision can easily result on your top choice taking another offer.

Your offer should include all changes that were discussed during offer negotiations or during the hiring process.

Ensure a Smooth Transition and Onboarding Experience

The final step in recruitment is ensuring a smooth transition for your new hire and ensuring that they are prepared for your company’s onboarding program.

Always be accommodating to the schedules and obligations of new hires, when possible, as a smooth beginning to the job will promote the new hire’s long-term engagement and retention.

successful onboarding strategies

Successful Onboarding Strategies

By | Executive Search Strategy, Talent Relationships, Venture Capital | No Comments

Successful onboarding strategies help new hires to your company or a portfolio company to feel at home when they’re at work and to help them transition into their new job in the most effective way possible.

When a company’s onboarding strategy isn’t deliberately designed, welcoming or organized, new hires are more likely to develop misgivings about the company they are joining and more likely to be delayed in reaching optimal levels of performance in their job. Read More

ceo transition

Steps for a Smooth CEO Transition

By | Executive Search Strategy, Private Equity, Venture Capital | No Comments

CEO transitions should be smooth, or else.

The consequences of an uncertain, divisive or delayed CEO transition can be extensive for a company, especially when a CEO transition starts getting media attention before it is completed.

The media coverage of a CEO or CEO transition can be a great thing for a company’s brand strength and valuation, or it can cause a good deal of damage to that company’s brand, employer brand, morale with employees and management and, most importantly, damage to the company’s share prices.  Read More

portfolio companies

How to Grow Talent in your Portfolio Companies

By | Executive Search Strategy, Private Equity, Venture Capital | No Comments

Talent is the currency of venture capital.

Talent and insight are required to create a revolutionary company or product that gets the attention of investors and promises to make an impact in the marketplace. Talent is also required to maintain the performance of any company and to make adjustments required to respond to successful competitors, market forces and advances in technology. Read More

improve performance of portfolio companies

Improving the Performance of a Struggling Portfolio Company

By | Executive Search Strategy, Private Equity, Venture Capital | No Comments

What’s better, a portfolio company with a short, booming period of success, or a portfolio company that posts modest profits consistently for a long period of time?

Ideally, companies in your portfolio are experiencing the best of both words, with the initial fanfare of a successful startup or acquisition transitioning smoothly to consistent performance post-launch and beyond. Read More

private equity recruiting

Private Equity Recruiting for Portfolio Companies

By | Executive Search Strategy, Private Equity | No Comments

Most of the hires made at your portfolio companies will not require the attention of your PE firm, but executive hires and other senior hires critical to revenue, R&D and other value-creating operations should be watched closely.

When a portfolio company experiences an absence in a key position, it can be incredibly disruptive to operations and can even affect the company’s performance in the market. Worse still, critical vacancies can lead to other critical vacancies, as leaders within the company rush to abandon a ship they believe to be sinking.

To ensure that portfolio companies continue to create value for your PE firm, you need to ensure that high-level hires are exceptional by the PC’s industry’s standards. Read More

executive self assessment

How to Get More from Your Executive Self-Assessment

By | Talent Relationships | No Comments

Executive self-assessments are valuable tools that help leaders to evaluate their performance in a fair, strategic, and actionable way.

Action is the key word here, because if you don’t act based on what you learn, your executive self-assessment will be about as useful as a hokey online personality test.

To get more from your executive self-assessment, you need to take it seriously and make a commitment to honestly evaluating the results of your efforts and searching for leadership skills that can be improved upon. Read More