Do you want to expand your executive team with new talent? These days, it's no easy feat. There's a plethora of executive vacancies, but suitable candidates are scarce. Finding experts with years of experience is usually a dragging, time-consuming process. Since most already have a job they're fairly happy with, switching jobs doesn't seem to be a logical step. So, you decided to google around a bit. You entered terms such as 'senior executive search,' 'global executive search firm,' 'executive search services,' 'executive search consultants,' and 'executive headhunters.' There was no shortage of results: apparently, there's a myriad of executive search firms out there, and they all claim they can help you out.
But where is the executive recruitment firm that can recruit the right candidate fast and efficiently? How to find executive recruiters who have the experience, expertise, and network required to find the senior executives you're looking for?
If you want to recruit a new executive, you first have to write a good job description. That means you should keep it short and concise. The top-level talent you're looking for won't nitpick about the details.
They mostly want to know why the job you're offering is more attractive than others. You should also be transparent about employment terms, including fringe benefits. Candidates at this level expect that from you. They deal with budgets on a daily basis, so they don't consider money as a sensitive topic. That means you can — and should — call a spade a spade. On top of that, clarify the scope of the job. Share the number of FTEs that will fall under their responsibility, as well as the revenue that these represent. Finally, let your ideal candidate know whom they should report to. That's the type of information they're looking for!
Finding the very best talent is a complex endeavor. The right candidate should have extensive experience, a strong strategic vision, and a solid network. But the right soft skills are also indispensable. Executives always need to deal with people, so great communication skills are a must. A C-level executive should be able to listen to employees and connect them in the workplace. At the same time, they need to 'zoom out' and adopt a bird's-eye view whenever necessary, as the bigger picture is essential.
When running a senior executive search, it's crucial to consider qualities like these. Only then, you can assess whether a candidate is a good fit for the job and your company culture.
Do you want to work with an executive recruiter who knows the ropes and can find you a suitable candidate fast? At SalesSupply, we use our 20+ years of experience to recruit the right executives for our diverse client base. Each of our recruiters has worked in sales and management positions, so they know exactly how to go about executive recruitment.
Top-level candidates are busy professionals, so you only have a few minutes to demonstrate that you understand them and their situation. We're on the same page with them: we communicate at their level and do our homework. Most importantly, we don't start talking about the vacancy right away. It's crucial to first build a relationship and show genuine interest in someone's situation. We familiarize ourselves with a candidate's current position, vision, and ambitions. That's how we build trust. It's the main reason why candidates want to talk to our recruiters, even if they've turned down many others. And most of the executive candidates we find can perfectly articulate what they're looking for in a new job (without us having to ask them first).
Sometimes, they prioritize employment terms and growth opportunities. But usually, these things aren't as important as tackling more challenging tasks, having a bigger say, making a more significant impact, or increasing the scope of their job. Good executive candidates also expect a remuneration that matches the weight of the job and their current employment terms. So, we listen very carefully to understand what elements will help us convince the candidate that your job opening is interesting to them.
Is the candidate eager to make a bigger impact? Are they interested in connecting with employees more frequently? Do they want to tap into a new growth market that offers opportunities for the future? Do they wish to expand their global reach? We'll match their demands with your vacancy and pitch the job in a concise, convincing way. That's necessary, as recruitment has turned into sales — a field that's been ours for more than two decades!
As a well-versed executive recruitment agency, we adopt a thorough, personal approach. We always schedule several interviews with a candidate. It's the only way to assess whether they possess the hard and soft skills required for the job. Since our recruiters are senior professionals with 20+ years of experience, candidates quickly understand that they're talking to like-minded people with whom they can share things they wouldn't with others.
Our recruiters also encourage them to do this by asking spot-on follow-up questions. We don't accept shallow, generic answers. Sometimes a candidate beats about the bush, and we have to ask a somewhat uncomfortable question to get to the bottom of the matter. As senior experts, we know how to handle moments like these and get the answers we need.
Since we're all-round executive search professionals, we also act as executive search consultants. That means we provide personal guidance to candidates and clients where needed. As it turns out, both parties often require some additional coaching and advice. So, that's included in our executive search services!
That's SalesSupply's guarantee. Would you like to know what a collaboration with our executive search firm might look like? Or do you want to join forces with us right away, so you can fill your executive vacancy fast?
