Clockwork Recruiting Blog

executive search and recruiting process

How to Improve the Executive Selection Process

By | Executive Search Strategy | No Comments

The executive recruiting process can involve more research, negotiation, stress and endurance than other new hire selection processes.

Accounting for this difficulty, there are still many ways in which the typical executive selection process can be improved, especially where the speed of the process and the strength of business relationships are concerned.

Upgrading the talent management system or the recruiting websites you use can help, but improving the executive selection process can be done simply through improving the way that you work with candidates and clients.

Improve the Speed of the Executive Selection Process

Improving the speed of the executive selection process is a win-win for your company and for clients. They get the hire they need more quickly, and shorter executive search projects mean you get to take on more executive search projects per year.

Drive Client Engagement

Driving client engagement from the beginning of a recruitment project will help to improve the speed of the recruiting process. Client engagement will also help to improve candidate quality and the how enjoyable the executive selection process is.

Your clients are under a great deal of pressure to make an executive hire, and, sometimes, this pressure is passed down to the recruiter-client relationship. Pressure, however, is inferior to engagement when it comes to getting results, and your clients need to understand this difference if they want to reap the benefits of engaging in a helpful way.

For your clients, engagement means:

  • Working with executive search pros to establish a clear understanding of the client company’s needs for their role.
  • Giving you an abundance of useful information to clearly define:
    • The requirements of the role.
    • The business outcomes related to the role.
    • The client company’s culture.
    • The people that the hire must work well with.
    • Available compensation resources.
    • Other relevant candidate criteria and fit information.
  • Answering and clarifying your questions fully and thoughtfully.
  • Providing detailed feedback on candidates presented, including the attributes they found desirable and undesirable.
  • Using communication best practices throughout the executive selection process (speed of response, professional tone, etc.).

Yes, you are the one being paid to find and present skilled executives, but clients need to understand how much their collaboration helps you achieve better results and helps you find a winner more quickly.

The bottom line to give clients: the more engaged you are, the faster you will be presented with an executive who meets your needs.

Establish Clear Expectations and Timeline

You and your client have exchanged contracts stating what is expected in a hire and a timeline for this hire, but it is still helpful to create a collected version of candidate requirements with the approval of clients.

This collection should be comprised of information gathered in the initial stages of the executive search project, including:

  • The candidate requirements submitted by the client, including a job description, mission statement and/or summary of company culture you can share with candidates.
  • A description of the people that the hire will work closely with and a description of the type of person that your clients believe to fit with these key colleagues.  
  • Role requirements you have discovered through independent research.
  • Candidate attribute advantages for the role you have discovered through research and through interviewing executives who are qualified for the role.
  • The candidate quality standards that you or your company maintain and a reference to any replacement or other guarantees you offer.

The more that clients participate, the better your collection of candidate information. When this collection is complete, both you and your client will have more detailed, defined hiring criteria.

The clearer your criteria and information shared with candidates, the more organized, efficient and brief the executive search can be. The collaborative element of creating this collected information resource will will give clients more confidence that you know what they need, and more confidence that you will deliver a winning candidate.

Improve Relationships in the Executive Selection Process

When you can improve relationships with clients, contacts and candidates, you can improve the speed and effectiveness of your recruitment services while making the executive selection process easier on everyone involved.

Establish and Maintain a Positive Tone

A positive tone improves the executive selection process from start to finish.

Friendly interactions mean reduced friction, and reduced friction leads to greater engagement from clients and candidates, and more stability for your professional relationships.

From easier, faster negotiations to enduring professional relationships, establishing a positive tone helps to streamline the executive selection process and make it more enjoyable for everyone. Hiring a new executive should be exciting after all, and if clients associate you with celebrating successful, high-impact hires, then you are likely to get their repeat business.

Negotiate for Candidates

Your clients always come first, but the candidates you work with need to be a close second.

Stronger relationships with candidates can mean quick, successful placements, and negotiating for the compensation and other desires of candidates is one of the most effective ways to strengthen your bond with them. When you negotiate on behalf of a candidate, you could be making a bond with this person that allows you to place them in multiple executive roles.

When candidates know you will negotiate for them, they will be more engaged in evaluating the opportunities you present to them and less likely to take another offer at the last minute when they are interviewing with your clients.

Use Clockwork to Improve the Executive Selection Process

Since we’re talking about improving the executive selection process, Clockwork is a platform that makes it easy to manage clients, candidates and projects from pitch to placement.

Clockwork is a powerful candidate database, CRM and project management platform. You can manage your sales pipeline and email marketing campaigns in-platform, and clients check your  progress by viewing shared information in the platform, not by requesting a status report.

Clockwork makes it easier to work with candidates and clients, keep high-quality data, and streamline your overall business process  It automates time-consuming tasks, like status reports and transferring contact information. This design helps recruiters using Clockwork find better executives to present to clients and place an executive faster than the industry average.

Partnering with us is also an asset to your brand: your clients know that Clockwork search firms are committed to collaboration and transparency, and to delivering a best-in-class search process. Clients can also see a history of the successful projects recruiters have run in Clockwork, so they can be confident in their choice of recruiter.

diversity recruitment strategies

Diversity Recruitment Strategies

By | Executive Search Strategy | No Comments

Diversity in the workplace is important, and, further than this being your company’s “official position” on the issue, your employees, customers and stakeholders should be seeing diversity in your company.

A diversity of backgrounds, viewpoints and demographics are essential for creating a workplace where any new hire can feel welcomed and where every employee can feel at home. Read More

executive recruiting summary

Creating Executive Summaries for Recruitment and Selection

By | Executive Search Strategy | No Comments

No matter how much faith a client has in your recruitment abilities, providing them with well-crafted executive summaries of the candidates you present will help them trust your abilities.

Creating effective executive summaries can increase the speed of recruitment and selection by making it easy for clients to compare the attributes of the candidates you present to them. This way, when finalist candidates are similarly qualified, it is easier for clients to be confident about their selection decisions and for clients to make these decisions more quickly. Read More

recruiting email subject lines

How to Write Great Recruiting Email Subject Lines

By | Executive Search Strategy, Talent Relationships | No Comments

Email is one of the most effective ways to reach people and present them with the advantages of your recruiting services.

Email is also one of the easiest platforms to be ignored on if your recruiting email subject lines aren’t sending the right messages to the people you want to start a conversation with.

To avoid the spam folder, your subject lines need to intrigue your prospects and set the right tone for a great recruiter-candidate relationship to begin. Read More

recruiting website design

How the Best Recruiting Website Designs are Made

By | Executive Search Strategy, Talent Relationships | No Comments

The website that your recruiting agency or you as an individual recruiter use is the first impression or among the first impressions that potential clients get of your business.

The design of your website will determine the experience that new and existing clients have when reviewing your website for the information they’re looking for.

Whether they’re looking for recruiter contact information or a complete list of the services that your company offers, a visually appealing homepage and intuitive layout will give clients and candidates exactly what they’re looking for and give them a positive interaction with your brand. Read More

candidate database

How to Choose the Best Executive Candidate Database for your Needs

By | Candidate Experience, Executive Search Strategy, Project Management | No Comments

Executive candidate databases help you organize the data you have on executive candidate contacts, help you track the activities of candidates and, generally, help you get more from relationships with your executive contacts.

Executive candidate databases also help you ensure that you always have some executives to present to new clients and ensure that executive contacts are nurtured effectively over time and do not “cool off” to your contact relationship.

As long as you have the right executive candidate database for your needs, it will be an immensely useful resource in managing candidates and candidate relationships. Read More

find customers for your recruiting business

How to Find Clients for Your Recruiting Business

By | Executive Search Strategy, Sales Tips | No Comments

New clients provide new revenue for your company and, if they like the results of the recruiting services you provide, new clients can be repeat clients and/or net you referrals to other companies that are a good match for your company’s services.

Finding new clients for your recruiting business on a consistent basis is crucial. All contracts will come to an end, and all client companies will experience lulls in hiring. Your company will suffer during these lulls if you do not have new deals with clients to see you through these slower periods. Read More

Talent Management 101

Talent Management 101

By | Executive Search Strategy, Talent Relationships | No Comments

Talent management is one of a recruiter’s most important tools for making high quality hires, especially when you are trying to effectively manage talented candidates who are highly ambitious.

Generally, the higher the profile, the greater the expectations of the candidate for their next job opportunity.

That being said, as long as you have a fully detailed understanding of an executive’s career desires, you can present them with jobs that are in-line with these desires or that at least pique their interest. Read More