Useful Executive Recruitment Strategies For Superior Talent Acquisition

Executive recruitment strategies mean the difference between success and failure for many organizations. As businesses look to cut costs, they are depending on their HR departments to step up their recruiting efforts instead of outsourcing to executive recruiters. Good organizations welcome their HR executives as key strategists and as top management team members.

Instead of persuading the candidate to take the job, recruiters should make the candidate earn the job. Ideally, by the end of the screening and recruiting process, the candidate will be trying to convince recruiters of their qualifications. Recruiters who take the time to understand each candidate's motivating needs will position their open job as an opportunity for growth.

The word "no" does not deter the best recruiters. Information like location, compensation and title may cause a candidate to initially say "no" to the job. However, recruiters should continue their pitch until the candidate has full information about the position. In the best cases, recruiters decide whether they want the candidate; the candidate does not decide whether they want the company.

Departing from traditional job descriptions will have many benefits. Recruiters have to understand the "real job" and to see available positions as more than official descriptions and bulleted competencies. When recruiters truly understand what the candidate must do to achieve in the position, the recruiter will ensure fewer mistakes with the hiring process and more acceptance of extended offers.

Good recruiters will sell the job in terms of the quality of the opportunity, not the compensation. Good leaders are looking for fair compensation, but they also want to look for an opportunity to lead effectively. The short-term stretch and long-term growth aspects of the job, then, are crucial talking points in any discussion with an executive.

Many recruiters have success with consumer-based advertising. Some executives are looking for something different, first on search engines and then on specific company websites, so targeted advertising may persuade a few candidates. Cold calling, however, should be limited to people who have been referred by at least two or three trusted sources. Then, from these people, recruiters should ask for two to three additional referrals to keep their talent network growing.

In some cases, recruiters will do better with internal talent. Internal talent will already understand the company culture and will save the time spent recruiting outside of the company. Companies that expect a lot of their employees, and companies that provide growth opportunities for employees, will always have a ready source of internal talent. Good companies do not cut back on training and relocation initiatives, even in troubled economic times.

The best talent on the market will not be attracted to a company that is not great. Also, candidates at the executive level will dismiss a second-rate recruiter. The best recruits will expect companies to have universally high expectations, good communication within the company and initiatives for developing their employees. For top-level executives who can afford to be selective, companies have to adjust their executive recruitment strategies, molding themselves to the way that top people capitalize on opportunities.

By: Allan Ryckman

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