The importance of recruiting and appointing the right candidates at c-suite level cannot be underestimated. The stakes are certainly high; c-suite executives can make or break a company. However, forming effective recruitment strategies is easier said than done. There are a number of essential points to consider when developing a c-suite executive recruitment strategy, from initial candidate sourcing to retaining the successful candidate in the business.
For many companies, internal ‘through-the-ranks’ c-suite executive recruitment is the preferred option. Interviews can be conducted at their convenience, bypassing the obstacle of confidentiality for the candidates. They also have full access to employee records and work history at their fingertips, as well as an understanding of the candidate on a personal level. An avenue that should not be ignored when recruiting at c-suite level is encouraging the current senior level staff to use their network of contacts and referrals. This can be a very lucrative source of candidates, and in particular, LinkedIn is an excellent way to employ this strategy.
Utilise executive recruitment services
The case may often be that the business does not currently have internal candidates that fit the criteria of their c-suite position. In this instance, there are numerous strategies that companies can employ to conduct external c-suite executive recruitment. Associations often turn to c-suite executive recruitment services to find an executive director, or CEO and other senior staff. These services can help the association to define their set criteria for the c-suite role, as well as set realistic expectations, for both the organization and the candidates, regarding compensation, benefits, and cultural fit that will attract the right people to the position.
Preparation and research
To successfully conduct c-suite executive recruitment, research and preparation should be completed beforehand. The more a recruiter knows about a position to be filled, the company, and the industry itself, the better that recruiter will be able to produce top quality candidates. Getting the best-qualified candidates will lead to greater productivity for the company and better retention of the successful candidate. Conducting this research will also help the recruiter to find candidates who fit the company culture well, again helping not only to place the candidate in an appropriate c-suite role but to retain them in that role.
Once the c-suite recruitment strategy is executed, and a candidate is placed, onboarding is the next step in retaining that candidate. Essentially, if the successful candidate is not happy in the role, they are unlikely to remain, meaning the whole process will need to be started over.
Getting basic administration in place from day one, such as; including the candidate in planning for company events; and implementing a successful strategy for the introductory period, are all essential when preparing to welcome a new employee to the business.
Bringing it all together
To conclude, it is clear that a good c-suite executive recruitment strategy is vital in creating a company board composed of quality individuals. It may be that the company already has in its ranks an employee who is perfect for the role; however, if that is not the case, executive recruitment services are a vital resource for generating and placing excellent candidates. After completing initial recruitment, keeping the successful candidate happy in the role is the next step in ensuring the recruitment process does not need to be repeated too regularly. If businesses take the time to ensure that the right executives and senior leaders are in place at a c-suite level, they should expect a resultant positive impact that can be used to drive effective and worthwhile change.