Finding the best fit for any organization is a challenge, especially when seeking an executive level team member. There are many factors to consider when seeking a high level candidate to join your organization. Below are some key steps to take when engaging in an executive level candidate search and selecting the right candidate:
1. Define and understand both the organization and the job.
If you do not truly understand these things, you won’t be able to seek out a good fit for the company. Talk with members of the executive team to define the organization and identify the company’s strategic direction. Be sure you fully understand the job’s requirements by implementing a job benchmarking process that uses validated and legal assessments to let the job talk and remove all personal biases. You also need to know the details about the working environment, expectations, requirements and objectives of the position. Defining the job selection criteria is vital to the success of the selection process.
2. Seek out resources to use in your candidate search.
In addition to networking and word of mouth, there are many great online tools that can be used to source executive level candidates. Create a plan of action that covers all bases possible, from posting online job advertisements, to searching the web for candidates and using popular online networking sites such as Linked In and Ziggs.
3. Screen your candidates!
It is important to use methods that gather valuable information about your candidate that they may not convey to you in a normal interview scenario. Consider a pre-employment assessment that coordinates with the job assessment and allows you to compare the job and the talent in the same areas. Also, be sure to do an initial phone screening with each applicant to ensure interest in the position, confirm salary requirements and ask questions that validate their resume. Screening the candidates will allow you to create a short list of “prime candidates” to pursue further.
4. Meet with the prime candidates or conduct an in-depth interview.
It is important to meet with prime candidates in person, but at the very least, schedule an hour-long phone interview. Use this time to allow them to explain their background and experience in their own spoken words and ask them behavior-based questions that require them to share concrete examples from past experiences.
5. Choose the best candidate for the position.
After all of the screening and interviewing, you should be ready to select your new hire. Throughout the employee selection process, be sure you consider all the information, including resumes, interview notes, assessment results, etc.
Once all of these steps have been completed you can feel confident that you have found the most qualified and best suited candidate for the position and the organization overall. However, your process shouldn’t end there. Recruitment and selection is just the beginning. The link between employee retention and job satisfaction should be a key area of focus. Be sure you have a concrete on-boarding and development plan to build employee engagement to secure employee retention.
