Any executive search has the tendency to flounder unless the executive search professional is experienced in keeping the search on track during all phases. Here are some insights:
1) Kick Off phase-insure that you truly understand the job description and the company culture you are recruiting for.
2) Name Generation phase-make sure that your research team is compiling a robust list of the top targets to call to network and pitch the job to within the sectors required.
3) Initial Candidate Interview phase-understand the company, culture and job and be able to have at least three selling points as to why the job is a valuable one while approaching/discussing with candidates.
4) One month Candidate Resume Presentation phase-take great notes at this stage so you understand what the client truly wants. They will most likely identify 2 or 3 candidates from a slate of 5+ that you presented. Focus on why they identified the top 2 or 3. This will serve as your template for the rest of the search.
5) Insurance Candidate phase-while the client is bringing in the top candidates to interview, make sure that you continue to recruit aggressively any additional candidate(s) who can compete and perhaps beat your best candidate. This is a due diligence stage too.
6) Offer Negotiations phase-make sure that you give the candidate a great sense of what to expect and the timeline involved. Also get a very good sense whether a deal can be made with the compensation parameters you and your client have to work with.
7) Waiting to Start phase-keep lightly in touch with the candidate who has won the job during the transition to the new job with your client. You are there to help with any bumps they may have during the transition period.
Staying on track during all executive search phases takes great patience, diligence and intuition. Being the best and most honest resource you can be for your client and candidate will bring the deal home for all parties.
