Executive Employment Searching

Although executive recruitment is not an exact science it can be quite challenging to find the right candidate for many senior positions. Finding someone who matches the person profile and brings with them the right mix of experience, ability and gravitas can take time. So, maximising access to potential candidates should be any HR department's priority. They should also resist the temptation to fill the position quickly, if the right candidate is not immediately available.
<BR><BR>
The first and most cost effective place to start an executive search would be with internal candidates. Many companies operate succession planning policies and in cases where executive positions need to be filled, can draw the appropriate candidate from their own staff. Indeed, it makes perfect sense for organisations to assess their own employees' skills and experience and identify potential high flyers before advertising a vacancy externally.
<BR><BR>
However, some specialist positions may need to be filled from outside meaning that using existing staff to fill that slot is not an option. Therefore, if the decision is taken to advertise a position externally then it will prove more cost effective if advertisements are targeted by being placed in relevant specialist publications and on appropriate websites, rather than using a scattergun approach by advertising through the cheapest media.
<BR><BR>
Other large employers may invest time developing relationships with <a href="executive">http://www.cvtrumpet.co.uk/executive-recruitment.htm">executive recruitment</a> firms, other recruiters and university placement offices for first line executive employees. Using specialist executive recruitment websites, such as those where candidates post their CVs is also a great place to start. That type of website allows a potential employer to select candidates based on the criteria needed to fill the position and can produce an instant, targeted shortlist.
<BR><BR>
Networking is also a rich source of potential candidates. Encourage your staff to participate in relevant industry and professional networks and attend specialist conferences where they can develop their own networks with relevant potential candidates and pass on their details to departmental heads or human resources department. Additionally, companies can incentivise their employees to trawl their own networks in order to produce a suitable candidate by offering a placement 'bounty' in return for a successful appointment. For example, £1000 or more may be offered to an existing employee whose personal recommendation results in a filled vacancy. Dependent upon the seniority of the role filled, that solution could prove far cheaper than using a traditional executive search company.
<BR><BR>
Ultimately the best way to find the perfect candidate for a senior executive position is to use as many of the aforementioned methods as possible, rather than opt for only one solution.
<BR><BR>

About the Author:

Matthew Pressman writes for a digital marketing agency. This article has been commissioned by a client of said agency. This article is not designed to promote, but should be considered professional content.

1. gclub on April 4, 2012:
   Thank you for writing this tremendous top quality article. The information in this material confirms my point of view and you really laid it out well. I could never have written an article this good.
2. royal1688 on April 9, 2012:
   If there is some kind of award or reward for great content, this material should win it. I have not read such good quality content in a while. Thank you.