Top 4 Executive Search Tips for Drawing In Quality Candidates

By November 12, 2012 No Comments

In light of the current job market, now overflowing with under qualified job seekers as a result of the suffering economy, companies are beginning to find it more and more difficult to draw in those candidates with the necessary skills and qualifications necessary to fill certain positions. In response to this situation, now more than ever before, companies are finding it necessary in their executive search efforts to make a point of selling themselves and the position to the candidate in order to attract the preferred individuals. The trick then becomes for organizations to be able to draw these individuals without appearing too desperate and also without simply pouncing on the first semi-decent candidate that comes along. Done properly this will require a new, marked effort on the part of the employer when it comes to conducting their interview process.

To help meet these needs more successfully, here is a list of the top four tips compiled by executive search firms to better guide employers in their interview process with the goal of attracting the most desirable candidates.

Respect the Client1. Respect the Candidate

The number one step employers must take to attract those ideal candidates and ensure their interest in the company and position is to begin treating the applicants with a bit of common respect. Far too often employers treat their applicants with such a sense of disrespect, showing up late to the interview themselves, not having reviewed the candidate’s resume beforehand, etc. This is a huge mistake, particularly for those attempting draw candidates in. It takes next to no effort on the part of the employer to show their candidates a bit of simple consideration, and this is essential in attracting quality individuals.

2. Avoid the Same Old Routine

The first thing employers need to keep in mind when interviewing a promising candidate is the fact that these individuals will have gone through this routine an untold number of times before and after this interview. What employers will need to begin asking themselves now is what they can do to make themselves stand out among the slew of other companies that the candidate will talk to. This can be a simple matter of taking a few basic steps which so many other companies neglect, such as being courteous towards the individual in a few basic matters.

3. Personify the Company Culture

Often, the interviewer is the first contact that a candidate will have with the company, a fact that should certainly play into the way the individual represents themselves to the candidate. While many organizations use their company’s culture as means of keeping their employers happy, it can also be used as a method of drawing candidates. The interviewer will need to be able to both embody and illustrate this matter to the candidate in order to a) judge the compatibility of the candidate with the company culture, and b) should this match be ideal, using it to effectively draw the candidate in.

4. Commit to the Follow Up

Finally, when employers end an interview with that most basic of lines, saying that they will contact the applicant in such and such number of days or weeks, this is a promise to the candidate to follow up, whether that be with positive or negative feedback, or even to say that the process will take longer than expected. When an employer fails to take the time to fulfill this simplest of acts, this sends a clear message to the candidate that the employer does not see them as being as worthy of their time.

Published by Conselium Executive Search, the global leader in compliance search.  

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