Finding the best employee to fill a role is crucial in any organization, but it is especially critical when recruiting for top positions. When hiring C-Level candidates, the cost of a bad hire can be more than a monetary setback; you cannot undo poor company performance when your top executives do not perform.
As you delve into the search process, it becomes difficult to pinpoint top candidates. Productive, experienced, long term stability, company culture, and affordable are just some of the buzz words that come to mind when thinking about top talent. Finding the Swiss Army Knife of candidates soon becomes an arduous task with several variables that makes finding that top candidate frustrating, to say the least.
When searching for The Crème De La Crop of Talent, here are five tips to keep in mind.
Not everyone has a visible and glowing list of recommendations. How could be a better source of trust in a candidate than someone you have worked with or currently employ? Although this is a great tip for recruiting for within a department, you often have to look outside your little black book when recruiting for positions that have never existed within your company.
Organizations often get hung up looking for candidates with relevant experience within their industry. Transformational Talent isn’t something that can be quantified: it’s about discovery, innovation, and reinvention. Pioneers in one industry can easily use their intelligence, creativity, and drive to transform the role you are looking to fill.
As spring begins to conjure up feelings of fun in the sun, a convertible may be the most logical choice in automobiles as June, July and August approach. However, when hiring within your industry, season’s change and you can find yourself caught in the rain without a roof over your head. It seems logical to hire within your functional industry, but the best candidates have the skill set to maneuver through many organizations and specialties.
The cost of bad hires is immense, and it is easy to say yes to the wrong person when you need a candidate for a role that should have been filled, well, yesterday.
Timeliness is often a requirement in the search process. Recruiting is certainly a process that should be done with efficiency and speed. However, great candidates are not always available when you want them. It can be a huge mistake in the long-term success of an organization to hire the best “available” candidate.
Just like water and oil, you cannot force a candidate that does not fit culturally into your company because there will always be a disconnect when they settle in. A candidate that can communicate with the rest of your organization seamlessly is a must. After the interview, conversing with a prospective candidate is a great way to see if they will be a good fit. A good litmus test to ask yourself once you have met with a candidate is: Would they be someone I could see having a conversation in the break room?
When interviewing the “Crème De La Crop” don’t forget to play up the strengths of your company. Mention prior success, future plans, and sell the position like there is no other. This is crucial because when recruiting at this level, desirable candidates know their value and want to be in a position that gives merit to their success.
There is no harm in mentioning your superlatives. Your goal is to get the candidate excited about joining your team. Don’t forget to let the candidate know you recognize their talent, because compensation can only say so much.
What Obstacles have you come across when recruiting the Crème De La Crop of Talent for your Role? Leave your comments below!