Most Common Recruitment Mistakes At The Executive Level
Some executive recruiters Michigan make mistakes that could affect the quality of recruitment. When it comes to executive recruitment, the same recruitment strategies cannot be used as those used to recruit junior employees. Here are some of the most common executive recruitment mistakes that recruiters can make and how to avoid them.
Thinking only about getting a candidate to fill the position
The notion of bringing on a new employee can be reactionary. Maybe there was a mistake in hiring a candidate or maybe an important executive leader just left the company. Instead, the business is growing fast and needs more support urgently. Before you jump into the search, it is important to know the business problem you are to solve when hiring.
The solution
The solution to this mistake is to focus on solving a problem and not just filling a position. This may be shocking for some people to hear but a new search isn’t always the solution. Searches that seem miss-scoped or unnecessary should be avoided. The priority of the recruiter should be for the company to make successful and long-term business decisions versus selling a search service.
There are a lot of instances when you should pursue executive searches and bring in fresh talent but it is important for companies to first look at their team to assess the holes and use underutilized talent to fill in the gaps before rushing to executive recruiters and telling them to find a suitable candidate. There may be people within the organization that can fill in the gaps and take on the new role. Promoting the employees you already have is a great way to boost the morale of your employees.
Choosing a recruiter based on upfront costs
Hiring a retained executive staffer for a key leadership role has a higher upfront cost compared to a contingency search firm. Short-term cost savings may result in a lot of expenses and risks in the long term. By choosing a contingency company rather than a retained company, you run the risk of a recruitment process that is drawn out, making the wrong hire or even tarnishing your brand in the entire market.
The solution
The solution to this challenge is to choose a company based on value-added. A fully retained staffer will complete all searches with a hire unless there are some outside influences such as restructuring and liquidity event that changes the dynamics of a company. The company can also take on a limited amount of searches to provide clients and candidates with a hands-on, high touch and consultative experience. It also allocates a major part of its workforce to deal with research and mapping the market.
Retained executive recruiters Michigan will also have a priority and focus on building long-term and valuable relationships with clients and candidates solving various business problems through acquiring the right talent as opposed to doing nothing. In some cases, a company may appear to be expensive but will end up saving you a lot of money by getting you the right candidate for the job.
