Hiring the right executive is one of the most important decisions your organization will make. Many companies partner with experienced executive recruiters or a trusted recruitment company to navigate these high-stakes searches and build effective recruiting solutions.
While it’s important to put a lot of care and consideration into your recruiting process for any position, it’s absolutely imperative in the case of a C-level search. Hiring the wrong executive has the potential to make a huge impact on your team and your organization’s bottom line.
In many ways, recruiting for the C-suite is the same as recruiting for any other position. It does come with some unique challenges, though. If you’re looking to add a new executive to your team, these tips may help your process go more smoothly.
Plan Ahead
Before you even start sourcing candidates, you need to be very clear on the job requirements and characteristics you’re looking for—and which are the must-haves. Think about whether assessments may help you identify candidates that fit your success and job fit pattern.
Look for Passive Candidates
Many top executives are already employed and may not be actively looking for a new position. That doesn’t mean they wouldn’t make a move for the right role, though! Searching for passive candidates with the background and skills you need may be the best way to find the right fit for your team.
Do Your Research
Take the time to learn about the companies or organizations your candidates work for. According to Purple Ink’s Peggy Hogan, “It’s important to understand the scope of work the candidate has had. Understand the number of employees, their number of direct reports, products or services, the revenue of the company, challenges in the market, etc.”
Talk About the Value of the Position
Professionals at the C-level are often looking for more than a great salary. Explaining what they’ll learn from the position, how it will impact their career, and how they’ll make a difference may seal the deal with your dream candidate.
Roll Out the Red Carpet
Go above and beyond for on-site interviews with executive level candidates. Make sure they have face-to-face time with the CEO, board of directors, and/or other members of the leadership team.
If they’ll be relocating, set them up with a realtor who can show them some housing options, sell them on the city, and tell them about school systems and amenities. Factor in a tour of your facility, a meal, and some break time between interviews.
Overall, your goal should be to create a positive and red-carpet interview experience. You and your team are in woo mode, giving a realistic preview of the role and its challenges while selling the culture and opportunities.
Don’t Ask for Free Advice
Having C-suite candidate make a presentation to company leadership during the hiring process can be an opportunity to observe their strategic strengths, ability to present, and awareness of the position’s top priorities.
“Be careful to keep this a positive candidate experience and not just a guise for free consulting,” says Peggy Hogan. The focus should be on the candidate’s skills, not on generating free ideas for solving your company’s issues. Keep it very high-level and make sure all candidates have the same data and guidelines.
Need help hiring your next executive? Our team of executive recruiters delivers customized recruiting solutions to support your leadership search. Reach out to learn more about how we can help.