How to Make Your Executive Recruiting Process More Successful
For example, if your company’s executive recruiting process is long including multiple interviews with candidates then weeks passing by without a response, they’ll get the impression that the decision-making process is made slowly with many different employees’ input. While on the other hand, if the candidates who are constantly calling and pestering the person in charge of hiring are the first to obtain interviews, they’ll learn that being passive isn’t the way to survive in the company. Both of these extremes could be trouble, and some companies do not realize the cultural vibe they a putting out until it’s too late. According to the Balzac’s blog, to avoid getting stuck with employees who don’t fit the culture of your company, ask yourself these questions before beginning the recruiting process:
- What are the values of your company?
- What does the perfect employee look like and why?
- How will you know when you’ve found the right person for the position?
- How does your company’s hiring process reinforce the behaviors you value while discouraging the behaviors you don’t value? How might it do just the opposite?
- How will you know if the people you didn’t hire were actually the people you should have hired?
- How are you measuring the success of your executive recruiting process in the short and long term?
- Do you think your company has a culture problem and if so, what resources can you use to deal with it?
Although there are no correct answers to any of the above questions, they are necessary to ask in order to figure out whether your company is sending out the right cultural vibe to its candidates. If you aren’t happy with recent hires and haven’t been able to figure out why, this may be your answer.
Tags: executive recruiting