As an employer, you might be thinking about using a search consultant to conduct resume screenings and interviews on your behalf.
The best way to work with a search consultant is to give that person ample information about your organization’s culture and about the expectations associated with the role at hand. The more accurate the information, the better the search consultant can serve your needs.
Information that is likely to be helpful includes:
- Organization’s Mission & Stakeholders
- Key Leadership Goals
- Annual Revenue
- Budget for the Anticipated Role
- Single Most Important Achievement for the New Hire
- Companies/Competitors/ Organizations that lead in the space
You should have a (draft) position description and you should also have conversations with key leaders and managers who will interface with the person you will hire. Reporting relationships, and the corporate hierarchy should be transparent at the outset. Your conversations with the search consultant should be based on the consensus of your organization and you should have clear information about:
- Scope of search (national, regional or local)
- Search Budget
- Search Timeline
- Compensation package and areas of flexibility, including anticipated salary, relocation assistance, and bonuses
- Ideas about title(s) and willingness to be flexible to attract the right level of candidate
With this information, the search consultant can inform and screen candidates effectively.
Having these details as part of the arsenal makes for an organized, successful search process.
These details help to streamline the search process. The consultant will have the information needed to identify exceptional candidates and to pitch your company effectively. Issues related to salary, internal reporting relationships and company standing may discourage serious candidates from considering your opportunity – particularly if the answers crop up randomly.
The ExecSearches job board was recently listed as one of the best niche job boards.
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