Your organization can directly benefit by partnering with an experienced recruiter to conduct specific key search functions. Recruiters can help attract talent, screen likely candidates and check the background and work history of your preferred candidate(s) in anticipation of a hire. They can also facilitate negotiations and help you successfully close the deal once you select your front-runner. At key points in the search process, a recruiter can pave the way to your success.
In my three-part series, I will walk you through the different aspects of a search process identifying both the benefits and role of a recruiter at each step as well as the details to consider before deciding on the best recruiter for your job.
But, first thing’s first: You must truly understand and be able to define the role you are wanting to fill.
Defining the Opportunity
Many organizations rush through the early phases of the hiring process neglecting to think through what the real opportunity for the organization might be. When a leader decides to move on (or you decide to downside, right-size or reorganize), really take the time to ask probing questions about your organization and how best to get to the next level.
Is your pressing need for a new Executive Director or for a more effective Chairperson of the Board? Perhaps you need both.
- Do you need another Director of Development, or do you need a Vice President of Strategic Development to take on the Development functions and coordinate development activities alongside broader strategy?
- Which aspects of organizational growth need the most help most urgently? Which functions/roles can best address those needs?
Find creative ways to get both qualitative and quantitative data about the organization’s needs. Then, build your hiring strategy around those needs.
Asking these kinds of questions before you meet any potential candidates gives you a better picture of the leadership the organization needs to hire/recruit. Another way to ask the question is, “What do we need to achieve measurable success at meeting our mission during the next year?” Then, align that to the role(s) in question. You can reason backward from the outcomes you want to the roles that will play a part in meeting the objectives. Often, in doing this, you will realize you need to realign roles and expectations – before you begin any kind of leadership search.
Once you comprehensively understand the opportunity you seek to fill, you can better define the scope of search required to fill it.
The Scope of the Search
- Ideally, do you want to run a local, regional or national search?
- What is your budget for conducting the search?
The answers to these questions will have the most direct impact on the scope and level of recruiter involvement. If you opt for a full, retained search, you need to be prepared to compensate the recruiter at 30% of the leader’s total annual compensation. (This includes bonuses and salary.)
Many organizations offer partial search options allowing you to pay for those services you need most to optimize your process. This can be highly effective and budget-friendly. In this scenario, you outsource portions of the search on a fee-for-service basis and conduct portions in-house. You can outsource:
- Position Description Drafting
- Networking/Sourcing
- Ad Construction
- Telephone Interviewing/ Screening
- Reference Checking
- Background Checking
- Salary Negotiation/Closing the Deal
There are a number of steps to the search process and numerous details within each to consider. Be patient; the time investment pays off in terms of a search that serves your needs. In my next entry, I will discuss the specifics of the talent you seek — whom do you want, and how do you attract them?
Last updated on September 18th, 2012 at 05:22 pm
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