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.