Coaching Candidates To Win

Very good news for you. An executive candidate, sourced from your executive search firm, has been selected to interview with your client company in person.

What is the best method to get that candidate ready for your client so they are prepared to win the job?

1) Explain to the candidate how you have “pitched” their candidacy to the client. This can offer context before they walk into the client interview. I like to review areas that I have presented to the client about the candidate’s motivation for the job, operating style, technical fit plus any compensation or relocation issues. Discuss all of this information with your candidate before they walk into the interview.

2) Go over the most critical areas of the job description that are “must haves” for the client. These can include both technical and cultural areas for the job fit.

3) Discuss the client personalities that your candidate will meet over the interview day. Giving a glimpse of each person they will meet is a way to make the candidate feel more secure about going into a job interview.

4) Be very candid about any area that the candidate needs to be aware of with their operating style. For example, some candidates may get too chatty while interviewing due to nerves. Some candidates may show so much energy and passion that they don’t listen when they should. If you observe something early on and you also believe in the candidate, it is your responsibility to point it out and make them understand the issue. If you don’t, your client certainly will observe it and the hiring process will most likely end.

5) Insure that your candidate has taken the time to research the company and personalities via websites and social media links. Clients want to know that the candidate has done their homework and are serious about the job.

6) If the candidate is coming from out of town for the interview and they have a little bit of downtime, insure that you point out a restaurant or city landmark that they should experience while they are there. This is a good way to plant a positive seed about the new location to the candidate.

Getting your candidate ready to win is your job as an executive search professional. If you do this right, you have a better chance of placing the candidate for your client and both parties win.

2017-07-15T02:06:01-05:00By sbalistreri|Candidate Communication, Executive Search Process|

“As a search committee member, we selected Sal's firm to help us with a key CEO search. They made the process painless both for the candidates and our search committee. We made the right choice and Sal's team delivered.”

Michael Bennett, Head of the APRO Search Committee, APRO Search Committee

“Sal specializes in executive search and has delivered some outstanding results for Silvercar. He has assembled a great team and they conduct searches the way it should be done – from scratch! He understands the importance of not only finding the right skill set, but also finding the right cultural match. He does his homework before he starts and does it well. Sal has jumped through hoops for me and delivered great results. He provides personalized service from start to finish and won’t stop until you are satisfied. I highly recommend that you consider Sal and his team for your next search.”

Kay Stroman, Former Chief Administrative Officer, Silvercar

“Sal was definitely a huge asset in our recruiting efforts. He spent a lot of time getting to know our culture and understanding the values that were essential to the makeup of of our team. Sal is a great partner and I certainly recommend him and his firm to anyone looking to recruit a great team. You will not be disappointed!”

Craig Taylor, Former CEO, Cirrus Systems

“Sal clearly understands the culture of the client and clearly understands the REAL person behind the candidate. This allows him to best match clients and candidates because he sees beyond their words and understands their real talents and value systems. Sal also has the ability to present a candidate because he is committed to her/him and their talents and values they could bring to the job. He is even MORE committed to the client’s analysis of the candidate so that he learns from any rejection of a candidate in order to fine-tune the search for the next better candidate.”

Vickey Thayer Kleinsmith, Former Vice President Human Resources, Lozier Corporation

“I appreciate the fact that Sal takes not only the job requirements into account, but he also considers culture and “fit”. These are rare and valuable traits for a recruiter and that is one of the many reasons that we love working with Sal.”

Debbie Mitchell, President/CEO, Velocity Credit Union

“Sal is able to communicate our company culture and organic growth strategy and along with his high level of responsiveness, is a great partner to work with.”

Karen Ganzlin, Former Chief Human Resources Officer, TD Ameritrade

"Sal and his team are awesome partners in our success. His team has taken the time to become part of our team so that they understand the "fit" component of our hiring process that includes the mission, vision and values and most importantly, our culture."

Scotte Hudsmith, Chairman & CEO , Specialized Dental Partners

“Consider Sal if you need a recruiter for key management positions and C-Level searches. Sal is very focused on finding the right person for the right position. He produces solid candidates across a variety of industries and will personally work with his clients to help them achieve success in hiring. He is a seasoned expert, well networked and very responsive.”

Kurt Halvorson, President, Imprimis, LLC

“Sal and his team offered a great process with a very good long term result for Lozier. It was a process made easy for our team to meet all the candidates in a short period of time and come to a conclusion.”

Sheri Andrews, Co-Chair, Lozier Corporation

“Sal is one of those rare business executives who truly believes in the power of ‘doing well by doing good.’ He is generous to a fault with his time and his network. He spends his professional capital to help others in his community with no eye towards personal gain.”

Cat Nawawi, President, The Highland Group

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