What should employers keep in mind when preparing to recruit for a senior executive position in their company? They have to do all the work. The hiring process for a senior-level position is vaguely different from the one for entry-level employees. When recruiting for a senior executive position, you want someone that is extremely qualified and has a truckload of experience. This leaves you with a very small crowd to choose from, because candidates who will be a great fit for this position are either already hired, or only recently quit their job and won’t be unemployed for long. Unlike entry-level positions, for senior executive roles, you may have to seek the candidates out and reach out to them yourself. Hopefully, these tips help to make the process easier for you.
There are three (3) major methods of recruitment for senior executives. They include:
- Promote existing staff
- Reach out to qualified candidates in other companies with a better offer.
- Post job listings for the vacancies on job search sites.
Steps to follow when recruiting for a Senior Executive Role
1. Identify the Job Requirements
It is important that everyone who is part of the decision-making team in the company agree on the same picture of the ideal candidate. Consider the job requirements of the role, the personality traits, history of achievements, and the number of years of experience expected. Also, look at the worst-case scenario, and talk about which of the requirements you can forfeit in the hiring process if none of the available candidates has all the stated qualities. Discuss the duties of the role, the paycheck, and employee benefits that your company is offering. Figuring all these out before actually starting the hiring process, helps the company know where to look and who to look for.
2. Check Within
Before you go looking for the right candidate outside, screen the ones you already have in the system and promote any entry-level employee who has been committed and exhibits the traits you aim to find in your ideal candidate. The best part about promoting an already existing employee is that he is already conversant with your company’s work ethics and management system, so you won’t have to stress over re-sharing all that. Plus, employees that grow with a company are more loyal and find it harder to leave.
3. Reach out to Qualified Candidates
Most candidates who will be a great fit for this position are already employed in other companies and may not be actively searching. Don’t be afraid to reach out to potential hires with impressive profiles on LinkedIn who you feel will be a great fit for your company. You can also reach out to them by mail if they were mentioned as a recommendation. However, be sure to confirm that the potential hire did not sign an exclusive contract with their previous employer. Of course, you may still post job listings on several job search sites to attract senior executives that may be looking to switch jobs.
4. Offer More than just a Bigger Paycheck
When recruiting senior executives, more than the paycheck it is the benefits of the job that attracts qualified candidates. Especially if you want to hire a candidate that is already employed at a different company, you have to offer them more than just a bigger paycheck to convince them that your company is a better fit for their skill set (chances are that they already receive a fat envelope when it is payday). Workers’ benefits like healthcare, flexible schedules, shorter working hours, and paid vacations are good ones to highlight in your offer.
5. Do your Research
Research your competitors to see what they are offering senior executives in their company, to inform your decision on the packages to offer yours. Be patient, the process of recruiting a senior executive is not a fast one, make sure to start recruiting as soon as you have a vacancy.
6. Request their suggestions on how to Increase Company’s Growth
When interviewing a candidate for a senior executive position, ask them for suggestions on how to move the company forward. Listen to their ideas and pay attention to how they present them. This will give an insight into how their mind works, and you’ll be able to evaluate if they are someone you can work with.
7. Evaluate if they’ll still be an asset to the Company in the Future
When recruiting for a senior executive position, you want to ensure that the chosen candidate will still be a great fit for the company in the future. Ask about their long-term goals in the interview, and see if it aligns with your company’s visions.
8. Ensure that their Personality Traits are a Perfect Match for your Ideal Candidate
Personality traits have a big influence on the productivity of an employee. Make sure from the interview you observe the candidate diligently for anything that points to an inability to submit to constituted authority or work efficiently in a team. Good behavior is critical because senior executive officers play a big role in influencing how things are done in any company. If a new employee’s behavior clashes with already established work ethics in the company, it could cause division among team members, and negatively impact workflow and productivity. When recruiting for a senior executive, it is expedient that the chosen candidate is found worthy in character as well as in qualifications.
9. State Clear Expectations During the Hiring Process
When recruiting for a senior executive position, make sure to set clear expectations during the hiring process. To ensure that they do not over-promise and under-deliver, communication is key. Even after the hiring, you might need to diligently follow up with the new hire for a while to ensure that the set expectations are being met.
10. Hunt for Evidence of Results Achieved in Past Employment
When an employee has a well-written resume that highlights commendable qualifications and an attractive personality, it’s easy to get carried away. But you must not lose sight of the most important thing, the reason why you are hiring him in the first place: can he deliver efficiently in the capacity of a senior executive? The best way to deduce this is to look through the achievements section of his resume to see the results he was able to achieve in his last job positions. Another way is to have the HR team in your company phone his past employer and inquire about his period of service with them. Good employees always get glowing recommendations.
Of course, it will be easier to look at the employee’s past records and achievements if you are promoting existing staff instead.
Recruiting for a Senior Executive Position: Take-Home
Recruiting for a senior executive position at a company is always tasking because senior-level employees naturally have a lot of influence and authority over work done in a company. This is why many offices and organizations prefer to promote committed employees in lower positions to senior-level posts and recruit to fill the vacancy that now exists in the entry-level position instead. Hiring that way, however, means that you will need to organize relevant training to help the employee get settled in his new status.
Whichever method of recruitment you choose (promote existing staff, reach out to qualified candidates or post job listings on job search sites), I hope you find this guide helpful in the hiring process.