Utilize a Search Consultant Firm

For specialized roles, consider giving your recruitment team a helping hand by leveraging resources like executive search firms.

Often, these recruitment agencies work closely with their client — you — to understand the nuances of the position, the company culture, and other details to help ascertain the perfect fit.

Cultivate Internal Talent Pipelines

High-level employees hoping to flourish in their careers are drawn to places that promote from within.

Creating an internal talent pipeline helps make your company a desirable place to work. Employees who have risen through the ranks are firmly rooted and knowledgeable. They have a history with the company and understand a lot more than someone brought in from another organization.

Leverage Social Media

While you shouldn’t rely solely on social media, it’s still a worthwhile tool. Maximize professional social media sites like LinkedIn during your recruitment efforts.

Having an active social media presence is an excellent way to:

• Share company values
• Discuss exciting new developments
• Enhance brand awareness

Network

Networking is vital for many reasons, one of which is keeping passive candidates in your back pocket.

One of the best ways to network is to participate in industry-related conferences and social gatherings. Encourage your employees to network as well. The more people you know, the better your chances of finding who you need when you need them.

Overhaul Your Hiring Process

Executive hiring requires forethought, intention, and due diligence. Because the person you hire can either make or break your company, you must be as prepared as possible, and don’t rush through the process.

These ideas will help you better understand the candidate’s leadership style, past accomplishments, and whether they have the qualities you’re looking for.

Create a Structured Interview

This behavior-based interview should touch on past accomplishments and include different scenarios.

Make sure it’s role-specific; don’t settle for purely generic questions. Pay attention to how each prospect answers (the depth and thought they put into it), including how they respond to questions they’re unsure of or have little to no experience with.

For fairness, subject each candidate to the same set of questions.

Conduct a Panel Interview

Rather than having a single person present for the interview, have a panel interview instead.

Perspective is important. Having multiple people who represent the company participate, including the leadership team, HR, hiring managers, and other influential positions, is crucial.

Implement Scenarios

Create scenario planning exercises by generating situations that candidates may experience as part of the position, and ask them to explain how they’d solve each.

Use past or current challenges as examples.

Encourage executive interviewees to explain why they approach each problem in the way that they do. This yields valuable insight into many things, including their awareness of how the position relates to others.

Take Advantage of Psychometric Assessments

There are a plethora of online psychometric assessments and other tests that provide critical insight into leadership styles and qualities that are hard to ascertain otherwise.

Choose the ones that best meet the needs of your organization.

Conduct Tech Testing (If Applicable)

If the executive needs to be proficient in a particular area of tech, evaluate their technical knowledge by administering relevant assessments. Again, there are plenty of resources and tests available online.

See How They Solve Problems

If you’re currently bumping up against roadblocks, be honest about what you’re dealing with. Ask each candidate how they’d solve that specific business challenge.

Again, pay attention to how they answer:

Do they ask questions? Do they launch directly into a proposed solution?

Conduct Thorough Reference Checks

Doing reference checks on potential candidates should be standard operating procedure, no matter which position you’re hiring for. Be thorough and ensure the reference checks align with the information the candidates self-report and list on their resume.

Additionally, you may want to conduct a background check; some businesses require this for every position.

Introduce Them to the Board and Stakeholders

Schedule an informal meeting where candidates can meet board members and stakeholders prior to making any hiring decisions.

This is an excellent way for stakeholders to ask questions, interact with leading candidates, and participate in the decision-making process.

It can take place either during or after the panel interview, or it could be held after the second round of interviews.

Implement Metrics

With all the factors that can cloud judgment and inform unconscious bias, it’s important to create a benchmark: a comprehensive set of metrics to fairly evaluate candidates and help inform hiring decisions.

Each candidate should be evaluated through the same set of metrics, and the same people should be involved in the hiring decision process.

Create an Enticing Value Proposition

Positioning your organization as a desirable workplace is imperative if you want to attract top talent.

Ensure you’re clear with each candidate about your organization’s goals and expectations.

If applicable, emphasize growth opportunities.

Most people who are focused on their careers are invigorated by the prospect of using their talent and drive to help take a business to the next level.

Be realistic and transparent when discussing challenges and expectations. Don’t minimize real difficulties in an effort to try and entice people.

It’s important to discuss company culture and values and provide examples of how both currently exist within the company, as well as areas where they fall short.

Mention all the benefits and perks that come along with the position, such as:

• 401k
• Health insurance
• Dental and vision plans
• Time off and vacation policy
• Stock options
• Any other perks or incentives
  
  

Lead with what you believe are the motivators for each candidate, but be sure to discuss existing challenges within the market and your organization.

Be Organized

Organization is key in demonstrating professionalism and competency.

The interview process should flow seamlessly. You want to maintain a streamlined, respectful approach. Be prompt with any follow-up communication; don’t go for weeks on end without communicating a critical decision or checking in.

Ensure that interviewers are well-prepared, coordinated, and thorough. They should ask each candidate the same set of questions, and each prospect needs to be evaluated using the same criteria and set of metrics.

Encourage candidates to ask questions. After all, they are interviewing you as well. Taking on an executive position is a big deal, and if it’s not the right fit, both the organization and the individual feel the sting.

Each candidate (regardless of whether they make the final round) should be respected and feel valued. Be courteous in all your communication. If you hire someone else, thank them for their interest in your organization.

After the Hire: Welcoming Your New Employee

After making the big decision, a lot still needs to be done.

Executive onboarding is more comprehensive than hiring mid-level employees. It’s important your new hire gets a peek into each department and is treated to a detailed overview of how the business operates as a whole.

Ensure you have a comprehensive and streamlined onboarding process that delves deep into the details of your organization. The more your new executive hire knows, the better they will be at making informed decisions that help guide and influence business direction.

The last thing you want to do is hire and then leave them to their own devices. Offer coaching or mentoring support, and schedule regular check-ins with other high-level employees and department leads.

The more cohesive your organization is, the smoother it will run. Therefore, facilitating relationship building between the new hire and key employees — all employees, really — will set a foundation of trust, communication, and understanding that will help catapult you to the next level.

Conclusion

The recruitment process for senior-level employees must be comprehensive. The goal is to find the most qualified candidates seeking new opportunities who have the skills and competencies you need.

Rather than hiring solely based on cultural fit, the perfect executive talent should add something to your existing culture, enhancing it in some way.

When the candidate’s interests and your needs align, it’s a good sign you’ve found the right candidate.

Where should you start the recruitment process?