Feb 23 2012
The Process of Executive Recruitment
Executive recruitment and IT recruitment are two organizational positions that must be filtered very carefully. Both positions have important roles in a company’s development. One is a top-tier position while the other on deals with technological advancement of the company to be able to meet today’s market demand. To be able to understand how executive recruitment and IT recruitment works, let us understand what they are.
Executive Recruitment Process
Executive recruitment is the process of searching for highly qualified individual who will be able to fill a company’s senior executive positions. Recruitment for this position may be done by the board of directors or the use of outside executive recruitment agency.
If the company opt to avail the services of an outside executive recruitment agency, the process involves the following:
Initial meeting between the company and the executive recruitment agency
Once a company decides to avail of an executive recruitment agency, an initial meeting between the agency and the hiring company must be set. The hiring company will share their mission and vision and the ethos of the company.
The initial meeting will also cover the company’s requirements for the search, the duration and how the recruitment agency will search for the candidates.
Candidate Specification
Client specification process is the creation of the job profile. This will outline the type of executive recruitment, whether it is global or boutique search. This will include the identification of a recruitment team with highly qualified skills as researchers.
A reference document will be developed by the recruitment team where the searching process will be based on. This reference will be called as the job description. The job description will consists of the detailed information about the role, responsibilities, career outline and the educational background required from the candidates. This will also show the hiring company profile and the key opportunities offered on this executive position.
Search Procedures and Strategy
A detailed search procedure will be presented by the executive recruitment agency to the hiring company. This will include the presentation of the research tools, database, market analysis, internet sources, and the executive recruitment own network of contacts.
Candidate identification
After all have been covered and established, the searching for qualified applicants will commence. Candidates derived from the executive recruitment tools and methods will be identified.
Creating a list for interview and qualification
After the candidate identification has been done, a list will be made for initial interview. The interview will result to at least 10 to 20 candidates. These candidates will go through another interview until their numbers will narrow down to 3 to 5 potential candidates.
This potential candidates list will be presented to the hiring company wherein the latter will interview each candidate.
Negotiations
Negotiations will involve an offer of which the candidate may accept or negotiate. The company will then decide which of the potential candidate will be chosen. The executive recruitment agency will then help the final candidate for the applicant integration into the company.
Executive Recruitment and Headhunters
Writing job description is not as simple as it sounds. Many job posting fails due to an incomplete or erroneous job description. That is why in executive recruitment, it is essential to have an effective and experience headhunter. It is in the headhunter’s hand to find the most qualified candidates by writing and preparing the detailed job description and post it for the qualified candidates to see.
Headhunters’ job description
Headhunters, or executive recruiters, are part of an executive recruitment process to find highly qualified and skilled candidates for a job position. A headhunter is known to be retained by law and accounting firms to find specialists. Executive recruitment agencies typically retain such skill in their company.
A headhunter can be a former banker who is typically assigned to company that is searching for candidates for banking, financing and accounting. The clients of a headhunter will be based on the kind of the company. IT profession is one of the types of client that a headhunter secures as the IT field has specialization such as networking, advertising and a lot more.
It is the headhunter job to screen the candidates before a candidate list is given to the client. Candidate qualifications can be reviewed through online CV submission and a phone interview. The headhunter is the one who will schedule the initial interview between the client and the candidate. Initial interview like this are often through telephone. The client or the hiring company will decide on the schedule for the next succeeding interviews.
It is the headhunter who acts as the middleman between the hiring company and the candidate if negotiations for compensation are needed. The headhunter job will be over once the candidate is hired.
Hiring a headhunter
There are two ways to avail the service of a headhunter in executive recruitment. It can either be retained or in a contingency basis. If a headhunter is retained in an executive recruitment agency, this means that the headhunter is the only recruiter for a certain executive recruitment project.
Retained headhunter compensation will be per contract of the executive recruitment agency to the hiring company. That is the executive recruitment agency gets the contract, the headhunter will find the candidates. A down payment will be given to the headhunter upon contract signing between the executive recruitment agency and the hiring company. The balance of the headhunter compensation will be given upon completion or once a candidate has been accepted for the job.
If the headhunter is hired on a contingency basis, this means that a headhunter may not be the only headhunter for a certain executive recruitment project. This means that the headhunter is not the only one searching for candidates. Payment for a headhunter under contingency basis will be given only after the candidate from the headhunter client list has been hired.
A headhunter can be in-house or telecommute. An in-house headhunter works within the executive recruitment agency office. But due to the internet and telephones, a headhunter can work at home or telecommute.
A skill in human resources or experiences in the field of public relations and sales is highly advantageous in being a headhunter.
How a headhunter search job candidates
There are several ways a headhunter can find candidates for a job position. A headhunter may do post ads with the use of internet sites or publications. There are also instances that a headhunter has established network from previous referrals and associates.
It is advisable to avail the services of an executive recruitment agency in searching for top-tier positions. This way the company can ensure in a neutral ground where the only basis on hiring a candidate is through the candidate’s qualifications.
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