Executive Search: Hiring a Winning Team
In order for your team to be as successful as possible, you have to be able to rely on your team to do their jobs wisely and effectively. The hiring of an individual is one of the most important decisions that a leader can make and making the wrong choice can come with distressing consequences. By following just twelve simple steps you can ensure that every hire you make is ideal.
Step 1: Know What You Need
Before you even begin your search, have a comprehensive understanding of how you want the new employee to perform. Create a list of the goals you'll want the employee to have met at the end of his/her first year, with a time limit set for each objective. Next, create an additional list of criteria that the candidate should meet. This should consist of the necessary amount of experience, skills, characteristics, etc. that you are looking for in a candidate.
Step 2: Selling the Job
Using your new lists of performance goals and hiring criteria, draw up a job description which will appeal to prospective clients and draw them to your company. This description should include a brief overview of your company, a summary of the job itself, your list of performance goals and hiring criteria, and contact information.
Step 3: Effectively Sourcing Applicants
Rather than using newspaper ads and job posting sites to reach out to prospective candidates, there are more effective means to source applicants that will require much less waiting and thumb twiddling on your part. The best means of alerting candidates is to send out messages through your social media networks with a call for applicants and the job description you've created. This method, however, will still only reach candidates who are currently searching for a job, overlooking those who are already employed. To ensure that your message reaches the optimal candidates, you may want to use a recruiter.
Step 4: Using a Recruiter
While a recruiter can make a valuable resource, you'll want to be careful when choosing the right one for your search. Avoid recruiters who boast a database of experienced professionals as these databases tend to consist of individuals with one setback or another. You should also be wary of recruiters who specialize in placing candidates in your industry as this can create a conflict of interest for the recruiter and narrow the options given to you. When looking for a recruiter, find one who is constantly in talks with applicants both currently seeking, already employed, or even working for your competition.
Step 5: Putting Together an Applicant Bundle
Before you begin contacting individuals, it is vital that you put together an applicant bundle that can be sent to potential candidates. A good bundle should include a business summary, job synopsis, one page brief on company benefits, and a collection of any recent, flattering media coverage of your company. This bundle serves as an ideal means of attracting candidate, and can be a valuable tool should you decide to use a recruiter.
Step 6: Making That First Connection
Making that first connection with a candidate is a crucial moment and must be handled as such. Never approach a potential candidate indirectly; if you don't make direct contact with the individual don't leave any information other than your name, business, and number. When you do make contact, passionately describe the opportunity and ask if you can send them a job synopsis. If the individual seems reticent about the position, look for a hook. For example, inquire as to whether or not they would consider the job should it offer a pay increase or promotion in position. If they are completely forthcoming in their disinterest, see if you can turn them into a source by asking about fellow coworkers. If they are interested, ask for email address and send them your applicant bundle. This stage of the search process can be extremely frustrating. While many candidates will ignore your calls and discard your emails, so long as you stick to it, eventually your hard work will pay off.
Now that you've begun your search and found your candidates, your next goal is to find reasons NOT to hire them. While it is all too easy to pick a favorite candidate, once you have you will no longer be looking for issues that may arise, but will begin selling the position. This is the single most common factor in a bad hire. Even should the candidate seem to ideal at a glance, it is your responsibility to find reasons why they may not be.
Step 7: RésuméEvaluation
Take your time when it comes to evaluating each candidate's résumé. Check to make sure that all necessary qualification are met, the job history has been consistent, and that they have all the skills and experience necessary to meet your list of performance and hiring criteria. If any one of these factors falls shy of ideal, drop the candidate. If everything you need is there, begin marking the résumé with any questions you may have.
Step 8: Making Second Contact
Once a candidate's résumé has been approved, next, you will need to conduct a brief phone interview. Before contacting each candidate, take some time to prepare a line of questioning that will best get to the information you are looking for. It is at this stage of the interview process that you should ask any questions that you may have marked on their résumé. By asking the right questions you should be able to eliminate unqualified candidates in as little as ten minutes. Should a candidate not meet your expectation, politely tell them so and move on. If a candidate's answers meet with your approval, arrange for a face-to-face interview.
Step 9: Conducting the First Interview
The interview process is a complex ordeal. In order to conduct the best possible interview, ask behavior-oriented and open ended questions which focus on the performance goals expected of the position to determine whether or not a candidate will be able to meet these demands. Ask about how the candidate makes use of their skills in their current position and how they would put these skills to work to complete the goals of the new position. A good rule of thumb to keep in mind during the interview process is that a candidate should be talking 80% of the time and the interviewer only 20%. During this initial interview always remember that your first job is to identify reasons why you should NOT hire this individual.
Step 10: Follow Up Interviews
No hire should ever be made based on one interview. Once the candidate has been approved in the first interview, call them back for follow up interviews. In these interviews bring in other people to help conduct the interview, such as the candidates prospective coworkers, subordinates, or members of HR. After these interviews see if anyone has any objections to the candidate. If any strong objections are made, do not hire the candidate. Following these interviews, conduct another one-on-one interview in order to address any final questions that my have arisen since the initial interview. Do not make an offer in the final interview. Instead, ask about a trial proposal simply to judge their level of interest.
Step 11: Using a Fine Tooth Comb
When it comes to reference checking do not simply assume that any references given by the candidate will give positive feedback. In conducting these checks, ask carefully constructed questions that explore the candidate's behavior in prior positions as well as making sure that any answers given by the candidate in the interview process check out. Based on the nature of the position being offered, you might also consider running credit and criminal background checks, as well as psychological testing.
Step 12: Making the Offer
If multiple candidates are being considered, do a detailed comparison of each candidate against the goals and criteria of the position, as well as referencing any comments made by anyone else in the interview process. Following this you should finally be able to make an informed decision. When it comes time to make the offer, always do so in person and have a detailed letter of the offer available for the individual to sign. If the previous eleven steps have been correctly followed then your team will now have an ideal new member.
In order for your team to be as successful as possible, you have to be able to rely on your team to do their jobs wisely and effectively. The hiring of an individual is one of the most important decisions that a leader can make and making the wrong choice can come with distressing consequences. By following just twelve simple steps you can ensure that every hire you make is ideal.
Step 1: Know What You Need
Before you even begin your search, have a comprehensive understanding of how you want the new employee to perform. Create a list of the goals you'll want the employee to have met at the end of his/her first year, with a time limit set for each objective. Next, create an additional list of criteria that the candidate should meet. This should consist of the necessary amount of experience, skills, characteristics, etc. that you are looking for in a candidate.
Step 2: Selling the Job
Using your new lists of performance goals and hiring criteria, draw up a job description which will appeal to prospective clients and draw them to your company. This description should include a brief overview of your company, a summary of the job itself, your list of performance goals and hiring criteria, and contact information.
Step 3: Effectively Sourcing Applicants
Rather than using newspaper ads and job posting sites to reach out to prospective candidates, there are more effective means to source applicants that will require much less waiting and thumb twiddling on your part. The best means of alerting candidates is to send out messages through your social media networks with a call for applicants and the job description you've created. This method, however, will still only reach candidates who are currently searching for a job, overlooking those who are already employed. To ensure that your message reaches the optimal candidates, you may want to use a recruiter.
Step 4: Using a Recruiter
While a recruiter can make a valuable resource, you'll want to be careful when choosing the right one for your search. Avoid recruiters who boast a database of experienced professionals as these databases tend to consist of individuals with one setback or another. You should also be wary of recruiters who specialize in placing candidates in your industry as this can create a conflict of interest for the recruiter and narrow the options given to you. When looking for a recruiter, find one who is constantly in talks with applicants both currently seeking, already employed, or even working for your competition.
Step 5: Putting Together an Applicant Bundle
Before you begin contacting individuals, it is vital that you put together an applicant bundle that can be sent to potential candidates. A good bundle should include a business summary, job synopsis, one page brief on company benefits, and a collection of any recent, flattering media coverage of your company. This bundle serves as an ideal means of attracting candidate, and can be a valuable tool should you decide to use a recruiter.
Step 6: Making That First Connection
Making that first connection with a candidate is a crucial moment and must be handled as such. Never approach a potential candidate indirectly; if you don't make direct contact with the individual don't leave any information other than your name, business, and number. When you do make contact, passionately describe the opportunity and ask if you can send them a job synopsis. If the individual seems reticent about the position, look for a hook. For example, inquire as to whether or not they would consider the job should it offer a pay increase or promotion in position. If they are completely forthcoming in their disinterest, see if you can turn them into a source by asking about fellow coworkers. If they are interested, ask for email address and send them your applicant bundle. This stage of the search process can be extremely frustrating. While many candidates will ignore your calls and discard your emails, so long as you stick to it, eventually your hard work will pay off.
Now that you've begun your search and found your candidates, your next goal is to find reasons NOT to hire them. While it is all too easy to pick a favorite candidate, once you have you will no longer be looking for issues that may arise, but will begin selling the position. This is the single most common factor in a bad hire. Even should the candidate seem to ideal at a glance, it is your responsibility to find reasons why they may not be.
Step 7: RésuméEvaluation
Take your time when it comes to evaluating each candidate's résumé. Check to make sure that all necessary qualification are met, the job history has been consistent, and that they have all the skills and experience necessary to meet your list of performance and hiring criteria. If any one of these factors falls shy of ideal, drop the candidate. If everything you need is there, begin marking the résumé with any questions you may have.
Step 8: Making Second Contact
Once a candidate's résumé has been approved, next, you will need to conduct a brief phone interview. Before contacting each candidate, take some time to prepare a line of questioning that will best get to the information you are looking for. It is at this stage of the interview process that you should ask any questions that you may have marked on their résumé. By asking the right questions you should be able to eliminate unqualified candidates in as little as ten minutes. Should a candidate not meet your expectation, politely tell them so and move on. If a candidate's answers meet with your approval, arrange for a face-to-face interview.
Step 9: Conducting the First Interview
The interview process is a complex ordeal. In order to conduct the best possible interview, ask behavior-oriented and open ended questions which focus on the performance goals expected of the position to determine whether or not a candidate will be able to meet these demands. Ask about how the candidate makes use of their skills in their current position and how they would put these skills to work to complete the goals of the new position. A good rule of thumb to keep in mind during the interview process is that a candidate should be talking 80% of the time and the interviewer only 20%. During this initial interview always remember that your first job is to identify reasons why you should NOT hire this individual.
Step 10: Follow Up Interviews
No hire should ever be made based on one interview. Once the candidate has been approved in the first interview, call them back for follow up interviews. In these interviews bring in other people to help conduct the interview, such as the candidates prospective coworkers, subordinates, or members of HR. After these interviews see if anyone has any objections to the candidate. If any strong objections are made, do not hire the candidate. Following these interviews, conduct another one-on-one interview in order to address any final questions that my have arisen since the initial interview. Do not make an offer in the final interview. Instead, ask about a trial proposal simply to judge their level of interest.
Step 11: Using a Fine Tooth Comb
When it comes to reference checking do not simply assume that any references given by the candidate will give positive feedback. In conducting these checks, ask carefully constructed questions that explore the candidate's behavior in prior positions as well as making sure that any answers given by the candidate in the interview process check out. Based on the nature of the position being offered, you might also consider running credit and criminal background checks, as well as psychological testing.
Step 12: Making the Offer
If multiple candidates are being considered, do a detailed comparison of each candidate against the goals and criteria of the position, as well as referencing any comments made by anyone else in the interview process. Following this you should finally be able to make an informed decision. When it comes time to make the offer, always do so in person and have a detailed letter of the offer available for the individual to sign. If the previous eleven steps have been correctly followed then your team will now have an ideal new member.
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