The Importance of Experience in BrainWorks’ Recruitment Process

1. The Importance of Experience in BrainWorks’ Recruitment Process BrainWorks has established a reputation as one of the premier executive and C-level recruiting firms in the country. They have done so with a number of proprietary tools, including the Talent Acquisition Profile (TAP), Talent Evaluation Process (TEP), and their Seven Traits to Assess Results (STAR) system. However, at the core of BrainWorks’ recruiting process is an industry asset that no recruitment tool can ever replace: EXPERIENCE. And this is offered across a wide range of practice areas, from analytic recruiting to consumer products recruiting and more. Experience with People, Experience with Businesses A great recruitment strategy isn’t just about identifying someone who’s an “A”-level talent and matching them up with a business that is seeking talent. It’s about bringing the right A-level talent to the company seeking it. If contacted by a food and beverage company looking for C-level candidates, for instance, the BrainWorks’ recruitment team would have a number of candidates in mind. In addition to understanding the industry and the skilled people within it, BrainWorks’ team also has the sourcing skills necessary to find and determine truly elite, C-level talent to fill that particular position. This is due in part because BrainWorks has been in the executive recruiting space for over 25 years. They are also experienced CPG recruiters and have developed their proprietary Talent Acquisition Profile (TAP) to clearly

2. define your ideal candidate profile. Employing an understanding of the food company’s goals, initiatives, problems, and priorities established by their Talent Acquisition Profile (TAP) narrows down the candidate pool. BrainWorks’ familiarity with their candidates’ personalities, styles, strengths, and motivations—established by their STAR (Seven Traits to Assess Results) evaluation and rating system with the candidate—further clarifies who would and wouldn’t be the absolute best talent for the position. For instance, if it’s a marketing position, a candidate with a genius for departmental organization is certainly an asset, but the marketing department needs a creative genius. The final experience-informed criteria are less quantifiable and rely on the recruiters knowing the personalities of their candidates and the client-business: personality fit. Objective Experience to Share An objective stance on candidates is invaluable, particularly for the C-level. Consider this example: A CPG company is looking for someone to cull, interpret, and analyze data of buying patterns of their products. They contact BrainWorks looking for data science recruiters, even though their management team has someone in mind. Their top candidate has years of experience in data analytics and made a great first impression when interviewed. It would be beneficial to look at some other candidates, but at the end of the day, it’s best to fill the role quickly with someone who makes a good impression with the team, right? Not necessarily. Not only will BrainWorks’ recruiters exhaustively outline client and candidate requirements and idiosyncrasies, but they also have decades of experience with the vetting, interviewing, and hiring process. Sometimes what it takes is an objective party to point out that 20 years of consistent but unremarkable experience is less important when compared to a candidate with 15 years of experience showing terrific insights. Often, the element that separates a good hire from a great one is a specific blend of experience and measurable attributes. It can come down to drawing a distinction between past accomplishments, drive, practical problem solving and thinking skills and also management, leadership, and organizational ability. An experienced C-level recruiter will look at all of this and consider general initiative and commitment against a subjectively good first impression. Set the course for your business’s success at https://brainworksinc.com/