How to Run a Proper Executive Search (That No Executive Will Actually Follow, But Should)

In the competitive landscape of executive search, getting it right is crucial. Unfortunately, many organizations stumble through the process, making avoidable mistakes that cost time, money, and often the best candidates. Here’s a guide to running a proper executive search that most executives won’t follow but absolutely should.

Step 1: Conduct a Proper Intake Session

The foundation of a successful executive search is laid during the intake session. This initial step is often rushed or overlooked, leading to misaligned expectations and wasted efforts. Here’s how to get it right:

• Define the Role Clearly: Start by understanding and articulating the role’s responsibilities, required skills, and the ideal candidate profile. This clarity helps in targeting the right talent pool.

• Calibration on Live Profiles: Reviewing real candidate profiles with the hiring team can help calibrate expectations. This exercise ensures everyone is on the same page regarding what a suitable candidate looks like.

• Set a Compensation Range: Establish and agree on a compensation range upfront that the organization is committed to honoring. Disputes over compensation late in the process can derail weeks of effort and lead to frustration on both sides. Having a clear, agreed-upon range avoids this pitfall and ensures that candidates who move forward are within the budget.

Step 2: Make the Process a Positive Experience

The candidate experience during the executive search process is a reflection of your organization’s culture and professionalism. Ensuring a positive experience is essential, not just for the successful candidate but for all participants.

• Engaging Initial Reach Out: The first contact with potential candidates sets the tone. Make it engaging and informative, highlighting the exciting aspects of the role and the company. A well-crafted message can significantly impact a candidate’s interest level.

• Stage Rewards and Acknowledgments: Recognize candidates as they progress through each stage of the process. This doesn’t have to be extravagant—sometimes, a simple congratulatory email or a small token of appreciation can go a long way in making candidates feel valued.

• Exit Interviews: For candidates who do not make it through to the final stages, offer exit interviews. These interviews provide valuable feedback to the candidates and leave them with a positive impression of your organization. It’s an opportunity to maintain a good relationship, as they might be a fit for future roles.

Step 3: Move Quickly When You Know

Timing is critical in executive search. Delays can cause top candidates to lose interest or be scooped up by competitors. Here’s how to maintain momentum:

• Close the Deal Promptly: Once you’ve identified the right candidate, move quickly to extend an offer. Prolonged decision-making introduces uncertainty and increases the chances of losing the candidate to other opportunities.

• Minimize Variables: The more time you give between identifying the right candidate and making an offer, the more variables and potential complications can arise. Fast-tracking the final stages ensures that both parties remain committed and reduces the risk of deal-breaking factors emerging.

Conclusion

While the steps outlined above might seem straightforward, they are often neglected in the rush and pressure of executive hiring. A proper intake session, a positive candidate experience, and swift decision-making are the cornerstones of a successful executive search. By following these steps, organizations can improve their chances of securing top executive talent and setting the stage for future success.