It is currently estimated that the global executive recruitment market generates more than $16 billion dollars on an annual basis. Due to the sheer size of this industry, it is also a foregone conclusion that competition is rife. This is why embracing the most effective recruitment techniques is crucial. Let’s break the process down into a series of steps in order to appreciate which strategies should be employed along the way.
Table of Contents
Creating the Ideal Candidate Profile
Similar to any type of marketing campaign, it is critical to identify the type of candidate that you are hoping to attract. Metrics include skills, abilities, knowledge, and background. Clarifying these traits will allow the recruitment process to start off in the right direction.
Reaching Out to the Right Talent
We need to remember that first impressions are just important in regard to how the recruitment agency is perceived. Communication should take place in a timely fashion and any relevant candidate questions must be addressed. Concerns here involve automatic screening and clarifying the role in question. A growing number of executive recruiters are therefore choosing to outsource these metrics to qualified third-party firms.
Reviewing Conversion Rates
It is next wise to gauge the efficacy of the previous two steps. Some questions to ask include:
- How many candidates applied?
- Did they possess the proper qualifications?
- What were the fallout rates (the proportion of candidates who lost interest after the initial point of contact)?
This type of objective evaluation will enable recruiters to appreciate if their approaches may need to be slightly modified.
Screening and Selection
The next stage in our recruitment pipeline involves preparing candidates for the upcoming interview. This involves explaining what will be required of them, any pertinent information they may need to present, and how long the session will take. The primary intention here is to discover those who are the most suited for the position in question through targeted vetting.
The Initial Interview
Interviews should take place at a convenient time for both parties (such as during lunch or immediate following working hours). This “hands-on” session allows the candidate to clarify his or her talents while enabling the interviewer to further refine the impressions that are received.
Of course, reference checks are always important. These serve to reinforce (or negate) any claims made by the candidate. Assuming that everything is in order, the candidate (or candidates) can then be proactively included within the onboarding process.
This final stage is when the role of the recruiter becomes slightly diminished. Instead, the candidate will be basic information alongside orientation programs and mentorship opportunities. If onboarding is not emphasized, many individuals who may otherwise be fully qualified could be left with a negative impression of the firm.
We can now see that the recruitment process involves much more than might initially meet the eye. Feel free to refer back to this article for future guidance as required.