Overcoming Recruitment Challenges


How Search Professionals Master the Process

When speaking to clients about their recruitment challenges, they typically mention their lack of ability to find the right candidate for their job roles in a timely manner. Many clients post a job only to find a low number and/or low quality of candidates applying for the position.


Other clients have found that candidates have deliberately used the potential new company as a bartering chip to increase their salary with their current employer. Still, other clients may recruit a candidate only to find that they resign during the first year of employment due to a mismatch with the corporate culture.


All of these recruitment issues suggest that working with an executive search professional can offer many benefits, especially if organizational leaders are inexperienced as recruiters and interviewers.


Why is that?


First of all, executive search professionals apply a comprehensive search and assessment process that ensures an accurate representation of the job and corporate culture. Secondly, their Internet research capabilities help to identify those qualified individuals who are not currently in the job market, but who would be interested should an opportunity be presented to them. Lastly, the screening and interview processes used by executive search professionals are second to none; when finalist candidates reach the organizational client, you can be assured they are the best of the best. Let’s look at why these processes are more effective.


Job Description & Profile Creation – search professionals work with clients to ensure that job descriptions are current and up to date. Many organizations focus only on job duties and tasks while search professionals describe the skills needed for these duties and what attitudes and characteristics are essential in order to fit into the organizational culture.


The Search Process – many organizations fail to consider the various elements of search including the job profile, cultural fit, leadership style, advertising strategy, interview strategy, salary and compensation and the orientation strategy. Search professionals, on the other hand, have a comprehensive checklist of search elements to be addressed and never leave any stone unturned.


Advertising Strategies – typically organizations focus on only one medium for marketing their job and/or they rely on word of mouth. Search professionals use multiple mediums such as newspaper advertising, Internet advertising, social media networking and pure research. This multitude of activities is much more effective in locating and identifying potential high performing candidates.


Psychometric Assessments – organizations typically do not use psychometric assessments of any kind as they are not trained to do so. Instead, they rely on gut instinct gleaned from face-to-face interviews. Effective and reputable search professionals are trained in the use of psychometric assessments, ensuring greater accuracy in pinpointing strengths and areas of challenge that need to be addressed if the candidate is to move forward.


Interview Strategies – first of all, since organizational leaders only infrequently engage in interviews, they are often not familiar with the questions that are deemed illegal and/or against human rights legislation. As well, their questions are often not directly related to the job at hand. Executive search professionals offer excellent interviewing skills both from the point of view of preparing and staging the right questions and also scoring, rating and analyzing the results.


Project Management – timeliness is of essence when undergoing a recruitment project. Poor communication with candidates results in candidate withdrawal. Stretching out the process will result in candidates accepting another position. All in all, poor time management means a loss of candidates. Executive search professionals are project managers who keep your recruitment on track, provide ongoing communication with candidates and the client to ensure that candidates are treated fairly and that “hot” candidates are kept “hot” until they accept your job offer.


Recruitment is one of the most important responsibilities of an organizational leader. However, inexperience, lack of time, an insufficient professional network, lack of access or training in the conduct of psychometric assessments and a lack of confidence in interviewing can all add up to a hiring mistake. If you are experiencing any of these frustrations, then it is time to call in your executive search professional.