Making the Right Hiring Choice. Trust the Process and the People.

Making the Right Hiring Choice. Trust the Process and the People.

Making the Right Hiring Choice.  Trust the Process and the People.

The long-term success of any organization depends on the ability of the executive hiring team to recruit, select, develop, promote and retain the right people for the unique as well as evolving needs of the organization. Organizations can’t afford to make costly mistakes in the hiring process, but they often do.

Our national studies have indicated that a hiring mistake can cost an organization anywhere from 6 to 10 times that leaders annual salary. The direct costs pale in comparison to the indirect costs.

For organizations to be successful in making the “right” hiring decision the first time, they need to establish a high level of trust with their executive search firm. The trust factor establishes a foundation for a strong working relationship and enhances the level of confidence as well as effectiveness between the company and the search firm.  The ability to clearly identify the organization’s needs, scientifically evaluate the prospective candidate’s attributes and closely match the “right” candidate to the position is the “secret sauce for success”.

Trust is the one of the biggest components of any good relationship.  Here are some solid ways executive search firms can establish trust with their clients.

1. Demonstrate Knowledge

Not only in evidence-based search techniques, but also in doing some extensive research on your clients to get a precise handle on their requirements.  Find out everything you can about the prospective candidates using evidence based tools. Far beyond the internet, social media platforms, competitive industry evaluations and standard company profiles, your discovery process should include meeting with the position holder’s primary constituents to identify expectations, discuss the challenges and profile the opportunities.  It’s what you don’t know about your own needs and how these compare with the unique qualities of each candidate that often determines the “fit” and ultimately makes or breaks your organization’s hiring decision.

2. Use validated and objective candidate assessment tools

Many times, in the executive recruiting process hiring decisions are based on gut reactions-things that are not usually pinned down by the senior executive until it’s too late.  Organizations need to remember that job candidates once hired will not change themselves to fit their jobs; rather they will change the job responsibilities around to suit their preferences once hired.  So, if an executive feels good about a candidate without relying on an objective screening and evaluation process, this usually is a recipe for disaster.   Don’t just trust your instincts alone; consider using evidence-based assessment strategies to select the right person the first time.

3. Deliver on Expectations

An organization’s success depends on hiring the right people.  More than ever they must select the candidate who best fits the company’s vision and who will enable the organization to achieve results and maximize profitability.  As a result, organizations need to think differently when moving though the hiring process and ultimately to trust the process in matching and referring only those individuals who are scientifically aligned to the company’s unique needs.

4. Identify the Blind Spots

Organizations need to be coached and provided with solid strategic advice during the search process in order to identify the blind spots.  Trust is built by providing the organization with a clear analysis between the perceived requirements the organization defines for the position and the actual demonstrated attributes the candidate must deliver to be successful. Then get a realistic picture of the critical or highest priority requirements and how best to identify them in your candidates.