Finding the right candidate to join your company is a crucial part of growing. Whether it’s a new hire or an acquisition, you need to be able to find candidates that are not only qualified, but also a good fit for your company culture.
Here are some trends in executive recruiting and how Professional Executive Recruiters can help you find the best candidates:
Start with a corporate audit
A corporate audit will give you a complete understanding of the company culture and values, vision, mission, goals and objectives.
- Who are your competitors? What’s the competitive environment like? What about employee retention? In order to understand this information you need to talk with current employees.
- Having a good understanding of your leadership structure will help you make more informed decisions when it comes time for an interview process.
Utilize unbiased screening techniques
In addition to using an unbiased recruiting and screening tool, you can also take steps to ensure that your job description is not biased. Here are a few tips for doing so:
- Use gender-neutral language in the job description. If possible, avoid using words like “he” or “she” when describing what the ideal candidate would be like; instead of saying “a man/woman,” simply use “candidate.” This will help attract potentially more diverse candidates to apply for your position. Also make sure that other parts of your hiring process don’t have biased language written into them!
- Use an objective scoring system for the interview process. When conducting interviews with candidates, make sure each person receives scores based on their performance on certain criteria instead of just being evaluated by one person’s subjective opinion—this helps eliminate bias from determining who gets hired (and who doesn’t).
Put diversity first
Diversity is a key component of any successful business. It not only increases the quality of your team, it also improves team performance and morale.
In fact, a recent survey conducted by Forbes revealed that companies with diverse leadership teams perform better financially than those without diversity at their helm.
Standardize Your Search Process
As a hiring manager, you’ll want to ensure that the candidates you’re interviewing are qualified and fit the criteria for your open position. To do this, it’s important that you have a standardized process—a series of steps that follow a similar pattern for each candidate.
A standardized process should include everything from job postings to making offers. It should also include onboarding new employees after they’ve accepted an offer.
Conduct a Comprehensive Search
As Executive Recruiters, it’s important to realize that finding candidates with the right experience and qualifications can be a challenge. However, you can use several methods to increase your chances of success.
One way is to use social media platforms as an avenue for recruitment. This will help you find individuals who are already in the industry and have relevant skills, but might not be actively looking for new opportunities at this time.
You may also want to consider using job as another source of talent acquisition; however, keep in mind that these sources usually only list job openings rather than companies’ open positions—so they aren’t ideal if you’re looking specifically for executive candidates.
Conclusion
If you’re looking for new talent to join your team, it can be easy to get caught up in the sheer volume of resumes and applications that you receive. But what’s important is not just finding a good candidate—it’s finding the right candidate.
With these tips, we hope that you can put together an effective search strategy that will help identify talented individuals who will contribute to your company for years to come.
