Hire the most resourceful talent and match them to the appropriate executive position profile and organizational environment!

Hiring a Top Executive

But, how do you ensure the executive is right for the Position? Current selection strategies often fail miserably, leaving company executives scratching their heads as to why? Often, candidate will have excellent credentials, interviewed with intense care, and then hired. Was there something missing in the process? Normally the answer is yes.

Time then begins to “Expose the weaknesses or Promote the resources of the hired executive. Have you ever noticed that happening? The time line can be rather short and you may wonder, “How did I miss that?”

What’s tough to uncover are the intangibles, like executive behaviors, values, and cognitive processes required to be successful in an executive position and within the environment. Personality assessments are great yet, insufficient because they aren’t designed to specifically relate to the position. However, each executive position requires specific behaviors, values and thinking processes to be performed effectively. If the executive position would just inform you what it would take for success than it is easy to recognize the important distinction to evaluate. How do you get the position to reveal that important information?”

It is important to conduct a position analysis using a series of tools we have developed that identify and rank those intangible talents required for optimal performance. The result of the analysis is a Position Profile of the ideal executive candidate. During the full search process all candidates are assessed along the way to determine how closely they match the established benchmarks. Standard selection techniques, such as interviewing and reference checking are still utilized, especially the techniques we use to question past references regarding the candidate’s performance. The special processes we have created and utilized over many years have proven to be extremely effective for identifying often missed distinctions.

We do not use the paper mills presently being integrated into search and employment methodology in this virtual age. We do used virtual methods to identify potential candidates yet our specific efforts are to identify candidates the “old fashion way” Direct Recruiting. We research the potential candidates presently in similar positions either locally or globally depending on the “Position” and then determine a candidate’s performance through carefully researched data and conversations with people who may know them.

We never identify our clients and many times do not identify that we are conducting an Executive Search (Acquisition) engagement. Our researching methodology is professionally engaging and we always maintain the highest integrity.

Finding the “Right Fit” is a specialty service and not just a resume reviewing and interviewing activity. This may surprise you, when we visit the final candidates it is important for us to also meet with their family members (Spouse if married) so that we can connect the patterns of behavior that may create stress or support within the full cycle of the candidate’s life.

Staying focused when using Executive Recruiting

 

 

 

 

 

 

 
Hiring a person for a key executive position includes more than their specific work talents and it is important to know the whole person in order to Lead them respectfully and resourcefully.

Engaging an Executive Search Firm is a critical decision when hiring an executive. You deserve the most effective and specialized service and so does the potential executive candidate.