Executive Search Tips You Need to Know

Staffing your company with the right executives is essential. That’s why it’s a good idea to keep certain executive search practices in mind when you need to fill these important roles. Although the process of finding the ideal candidate for such a position may vary to some degree on a case-by-case basis, in general, the following recommendations will boost your odds of finding the ideal fit.

Ask for Internal Help

Depending on your industry, it’s entirely possible that current members of your team know of individuals who may be right for an open executive position. Asking your coworkers to share their extensive networks can help you cast a wider net.

Just make sure you’re not letting too many people know you’re seeking a new executive. There may be people at your company who think they should be considered for the role. You could generate conflict if you don’t account for this when coordinating with other team members. It’s best to discuss the topic with a select few coworkers who are likely happy in their current roles and who you suspect may have a network of possible candidates.

Ask Candidates What Motivates Them

It’s important that executives are passionate about their work. If they’re not, they may leave the company early, which can be costly. Additionally, if they lack passion, they won’t succeed in motivating their teams when challenges arise.

One of the most essential steps in executive search recruiting involves building relationships with candidates. While you don’t want to waste more time than necessary filling a role, you do want to spend enough time getting to know your options that you can feel confident in your final decision.

During this stage of the process, try to find out what motivates your candidates. What gives them a sense of passion for their work?

However, don’t directly ask candidates what provides them with drive and motivation. There’s a very good chance they’ll simply supply you with a generic answer they assume you want to hear. Instead, ask them about a major professional accomplishment they’re proud of. When ambitious people are given the chance to describe one of their proudest professional moments, they often grow passionate and animated, allowing you to see what they can bring to your company.

This can also give you insights into what drives them overall. You can then determine whether working at your company will inspire the candidate, or whether they’ll find the role underwhelming.

Ask about Side Projects

Some business owners and recruiters have found that the strongest executives also tend to be the type of people who aren’t content to simply relax when they’re no longer at work. Because they have naturally ambitious and creative personalities, they’re always hungry for work, even on side projects and hobbies. These types of people make effective executives because their hunger and work ethic translate to strong job performance.

For instance, maybe you’re recruiting an executive for a major retail brand. You might learn that one of your candidates maintains a blog or podcast on the subject of retail marketing trends (or a similar topic). This tells you they’re actively interested in the work they’d be doing.

Even if a candidate’s side projects aren’t directly related to your industry, the fact that they need to constantly work on tasks that inspire them indicates they may bring the same passion to their role at your company.

None of this means you should reject candidates who don’t have side projects. Some very strong executives find it helpful to “turn off” at the end of the day. However, broaching the subject of hobbies or side jobs could help you better understand how passionate and hard-working some candidates may be.

Be a Student

There are instances when a qualified candidate will still need to learn new skills or acquire new industry knowledge to truly thrive at your company. If a candidate is a good fit, don’t disqualify them merely because they will need to expand their knowledge and expertise. The fact that they’ve made it this far in their career means they are almost certainly capable of learning.

It’s also a good idea to look for candidates who can teach you something about their area of expertise. This is a sign they know how to explain complex ideas in ways that anyone can understand. That’s a key leadership skill.

It’s also worth keeping in mind that this isn’t a task you need to handle on your own. On the contrary, working with an executive search firm gives you the chance to coordinate with experts who know how to find the best possible candidates. Consider this option (and keep these tips in mind) the next time you need to fill this type of role.