The CIRCLE Executive Division holds strong experience with the recruitment of higher-level candidates and well understands some of the pitfalls when recruiting your next executive.
Executive search is a time-consuming and diligent process.
Many senior team members are not actively looking for a new role and may need to be convinced to explore opportunities outside of their current role. This means that your standard advert in Seek, may not generate the best results. What if your ideal person is not currently actively looking but is sitting at their desk and just vaguely thinking that they would like a change.
This is where the term ‘headhunting’ comes into play. It simply means that good recruiters develop relationships with people long term and uses these contacts and other alternative sourcing strategies to access passive candidates.
Looking for specialised talent, takes considerable research and time.
Recruiters use their industry knowledge and specific sourcing strategies to locate the people that you are wanting to speak to. Of course, they may not want to move, but we are just out there, exploring any opportunities and asking the right questions.
Developing a deeper relationship with your recruiter can assist your business over many years, because as we get to know your business needs, we are able to keep an eye out for exceptional candidates who have specific industry experience or specific high-level skills.
References can be another difficult area. The high level of some of these candidates, means that their referees are equally placed and many candidates do not want their referees interacted with, unless the job is on the table. This can be a difficult process to manage, as you may need to negotiate around a job offer that is not finalised until the referees can be contacted and verified.
There have been some very public cases where referees were not verified and it has turned out that senior staff members never held the roles they suggested.
The same goes for verification of educational qualifications and depending on the role, these may need to be independently verified to ensure your person really is educated in this area. Hard to believe that these situations do arise, but I think everyone has watched Leonardo DiCaprio portraying Frank Abagnale, Jr. who worked as a doctor, a lawyer, and as a co-pilot for a major airline without any of the background!
Senior staff are expensive and you want to make sure you are getting your return on investment. This is why it is important to lengthen your recruitment process. These are not decisions that can be taken lightly or quickly. You need to have a number of consistent touchpoints with your applicants along with a variety of tools utilised that hold strong predictive validity. Working closely with a recruiter will increase your understanding of each of these measures and the information you can glean from them.
In regards to CIRCLE Executive, we supply all levels of managerial staff from supervisors, managers, General Managers, Business Managers, to all C level executives.
We work with our clients to devise a deeper recruitment strategy that covers off all areas of sourcing, predictive interpretation, interpersonal abilities, and job and organisational fit.
We have the industry experience and recruitment know-how to source your next senior staff member backed up by our strong guarantee period, no additional advertising costs; included Australian Federal Police Check on lead candidate and our targeted database.
For your next big staffing acquisition, look no further than CIRCLE Executive.
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