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STRATEGIES FOR STAFFING FIRMS: HOW TO ATTRACT EXECUTIVE LEVEL TALENT

Executive-level recruitment (styrelsen for fastholdelse og rekruttering) is one of the most important pillars of a successful organization as good leaders drive the entire organization towards the right direction. However, hiring one wrong executive can prove to be devastating and can put the organization’s performance and reputation at stake. This means an executive hire requires more expertise and skills

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STRATEGIES FOR STAFFING FIRMS: HOW TO ATTRACT EXECUTIVE LEVEL TALENT

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  1. STRATEGIES FOR STAFFING FIRMS: HOW TO ATTRACT EXECUTIVE LEVEL TALENT

  2. Executive-level recruitment (styrelsen for fastholdelseog rekruttering) is one of the most important pillars of a successful organization as good leaders drive the entire organization towards the right direction. However, hiring one wrong executive can prove to be devastating and can put the organization’s performance and reputation at stake. This means an executive hire requires more expertise and skills.

  3. So, the question here is that what strategies can help you bring in the right leader for your executive-level post?

  4. The 'turning point' is all about networking! Presently, it is inevitable to avoid the power of social media in its role to aid recruiters in the hiring process. The most popular mediums to form a strong talent hub is through LinkedIn, Facebook and Twitter. These platforms make a great source to build social media profile for an organization and use it further to recruit the best talent. (international rekrutteringog integration)Executive-level hiring can be made cost-effective through networking. Making connections does not cost you anything. This probably should be the first approach to make a hire be it at any given level. This may help recruit an executive that might not be available through other means of recruitment. Networking is the key!

  5. Increase the recruitment Circle:Youneed to spread the word. Involve your best-performing colleagues in it, both in searching and then in interviewing. With the talent hunt, multiple people can help in picking up the best talent from their networks, as it will offer a wider pool to pick from rather than a limited network of a sole recruiter. (job rekruttering)

  6. Take some help from the Selection Panel:Once you know the perfect hire for your job, make a selection committee at the executive level and take opinion from the entire selection panel in order to add value to your choice. Inform the short-listed candidates in a way that inspires them to join you because they are the ones at upper hand in this case. You may ask them to prepare a presentation of their best work or provide them with a challenging task to test their ability while simultaneously engaging their interest.However, in this case, choose the interview panel very carefully. Pick only those who are well-equipped with the skills in their respective field since the candidate him/herself is a professional.

  7. Be Ready to Negotiate: An executive level hire depends a lot upon the candidate and focuses if the job description and the culture suit their own requirements or not. Therefore, the offer must have something to attract the potential candidate to head over to a successful appointment. Be prepared to negotiate on the job terms and the salary. Bring everything in discussion with your selected candidate before you finally sign up with them. Once, everything falls into place with the terms clear at both ends, go for a written agreement! Give feedback to all! An important aspect of recruiting for any organization is where most of them lack. They never provide feedback to the rejected candidate which forms a basis for bad reputation of the company and also future hire may turn up amongst them if they are kept in tracked communication.

  8. An Alternative: Alternatively, if the situation turns upside down and by all means of networking via social media you are unable to find the executive hire for your company, the other option would be of taking referrals or to choose among the available candidate pool. This option should always be kept open as most of the senior level candidates do not scroll through the web looking for jobs, while some of them may not even have a social media appearance. They should be sought after. In the event that this option fails too then, it depends solely upon the reach of the recruiters at the executive level. Successful recruiters often know the professionals in the area and earn their trust to provide them with a better job and perks than what they already have and just like that it yet again falls back to networking! So in order to staff the firm at executive level, network as much as you can to create a circle of seasoned professionals!

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