My firm's philosophy is to "treat both candidates and clients as honored partners within the search process." Below is an email example that we recently utilized to keep our candidates informed on where they stood in the interview process. Keeping candidates firmly in the loop is the best method to earn trust and [...]
The pre-offer step of the executive hiring process is crucial to help transition your candidate and client to the offer stage. My firm makes the point to the candidate at this stage to state that although we work for the client company, our role is to be a trusted, neutral bridge between the candidate and [...]
A client and my firm recently collaborated on a process that proved efficient and safe related to hiring during this pandemic. Here are the steps we took: Our firm interviewed candidates via Skype or Apple FaceTime and we selected five candidates to present to our client. We convened with the client executive team [...]
Especially during a hot job market, one of the most important duties of a recruiter is to keep your top candidates "warm" on the opportunity. On most executive searches, there is a lag between initially recruiting top candidates for the position and then presenting them to the client for their evaluation. Plus the client/candidate [...]
Once the client wants to proceed with an offer to a selected executive candidate, I have the green light to engage the candidate to understand what they need from a compensation standpoint. The start of this discussion should include an understanding with the candidate: Although I am paid by the company client, my job [...]
When my firm is ready to discuss best candidate profiles after the first 30 days of our search efforts, a candidate grid is a useful method for this client discussion. The grid is a good icebreaker to start the candidate discussion. It displays how each candidate presented fits the qualifications that the client is [...]
As an executive search professional, I am often asked by candidates how to negotiate with a company that they just received a written offer from. I always suggest to keep your ego in check during this time. Always stay very positive. Look at the areas of the offer that you really like and communicate [...]
Attempting to understand how good candidates assess their performance and true interest in the job can sometimes lead to awkward questions that don't really get to the red hot center of information. After a candidate completes the final interview, I ask them two very basic questions: Rate from 1 to 10 (with 10 being the [...]
It is always the little details that make or break a successful executive search outcome that results in the hire of a top candidate for clients. There are certain points along the process that the executive search professional has to have an intuitive feel to insure success and take communicative action. One of those points [...]
If you ask me what keeps me up at night, it would definitely be newly hired executive candidate who has accepted the job offer and set a 3 to 4 week start date with my client company. Of course, you always expect at least 2 weeks but sometimes candidates need 3 or 4 weeks and [...]
