Ask a Recruiter

[David Sandusky]

Post a new thread on interview questions and ideas from both sides of the table.
Want to know what a recruiter or hiring manager recruiting you is looking for?
How do you attract the right person to your team/company?
Anything recruiting...be creative and have fun!

[Dr.John]

As both a candidate for executive-level positions and someone who has organized and supervised recruiting efforts, I have observed that successful recruiting efforts are based on the Golden Rule. In the context of executive searches, the Golden Rule means that both the organization seeking new leadership and those men and women who may have an interest in providing that leadership have needs that the process must meet. Failed searches--searches that either fail to produce a hire or result in a hire who flames out or leaves prematurely--can often be traced to one or more failures to follow the Golden Rule.

That point seems obvious, so it might seem surprising that so many executive searches fail. Part of the problem is in the nature of the search process itself. Executive searches are, by their very nature, asymmetrical processes. They are organized, conducted, and paid for by the hiring organization. Candidates have little or nothing to say about how a search is conducted. There is a strong temptation, therefore, to design and conduct the search to meet the needs and suit the convenience of the organization, giving little or no attention to the needs of the candidate.

Consider, by way of an obvious example, the issue of confidentiality. The best potential candidates for executive-level positions are often in similar positions elsewhere. Should their employer learn that they are exploring another opportunity, they may find their current position severely compromised. Protecting the confidentiality of all candidates is imperative. But a hiring organization that isn't attentive to this need may fail to take the steps necessary to ensure candidates' confidentiality. A single breach of confidentiality can do more than lead to a failed search; it can harm an organization's recruiting efforts for years to come.

As is true in other areas of life, following the Golden Rule turns out to be enlightened self interest.

I'd be interested in hearing others' first-hand experience with searches, both good and bad.

[David Sandusky]

Originally Posted by Dr.John

That point seems obvious, so it might seem surprising that so many executive searches fail. Part of the problem is in the nature of the search process itself. Executive searches are, by their very nature, asymmetrical processes. They are organized, conducted, and paid for by the hiring organization.

I have been fortunate to have seen a number of searches succeed. The process referred to is different in detail within many organizations whether it is how candidates are identified to how they are interviewed through the experience of the negotiations, etc. The internal process experiences change more if the search goes out to a firm. Is it a retained or contingency arrangement?

One thing remains the same in the ability to experience a win:win:win. The hiring organization must know thyself first. What are the needs? What is missing on the team to succeed? What is our culture - the culture we are thriving towards? If you can't paint the right picture - sell the opportunity as well as identify the significant challenges to the position - you will fail. In my experience, recruiting efforts fail because of desperate actions on both sides. "I need a body" or "I need a job". The trend continues with skipping steps. Both sides fail to ask the tough questions because they fear not liking the answer.

The organizations I see doing it right have great leadership that understand their role and have the ability to hire a complimentary brand. Ultimately catapulting their own career - the cycle and reputation attracts best in class talent.

[ChristianDeBlis]

Originally Posted by David Sandusky

One thing remains the same in the ability to experience a win:win:win. The hiring organization must know thyself first. What are the needs? What is missing on the team to succeed? What is our culture - the culture we are thriving towards? If you can't paint the right picture - sell the opportunity as well as identify the significant challenges to the position - you will fail. In my experience, recruiting efforts fail because of desperate actions on both sides. "I need a body" or "I need a job". The trend continues with skipping steps. Both sides fail to ask the tough questions because they fear not liking the answer.

You hit it on the head. Recruiting lives or dies with the level of trust and communication between the 3 parties (candidate, client, team). Who wants what, when, where and how. And we can control how it happens, in the sense that we provide the conduit for communication and information. The stronger our communication skills are, internally and externally, the more control we have over outcomes. Information is in flux, and my recruiting thrives on my ability to attain it.

You can not argue with that fantastic dialog David and Christian!!! A lot has to go right to hire and retain the right talent and as culture changes...oh my, heeere weee gooo angaaaiin...