In the last 12 months a good proportion of my time has been spent recruiting for senior management roles, particularly leaders for B2B information businesses.
Appointing and interviewing candidates for a number of similar roles in a short (ish) period of time has lead to a series of commonalities emerging; a number of key qualities employers are really looking for, those that make good senior management candidates stand out from the field.
Here are my five key things to look for when recruiting for senior management roles:
Hiring the right senior talent into your business can be a time-consuming and expensive process. That’s where engaging the right executive search team to source talent can be crucial – it’s a time-saving and, ultimately, cost-effective process.
Time and time again we see hiring managers do things that, in the long-run, set them back. Common mistakes get made and, if not put right, they can repeatedly cost the hiring firm.
Here’s a quick and easy guide to the type of mistakes that occur time and again when recruiting senior executives – and the simple steps that can be put in place to rectify them:
Here at Martin Tripp Associates we’re often approached by people when they have made the decision to move roles and are actively looking for a new job opportunity. While our end goal is to place the best candidates in the best roles, our primary objective is to help clients find the best available talent for the post or business function they need to fill, rather than to help candidates source new jobs.
Unlike most recruitment agencies, retained executive search specialists aren’t looking for a ‘transactional’ relationship with candidates, it’s not the job to try and fit candidates into as many available vacancies as possible, it’s more a matter of establishing relationships with the right people in their specialist area, so when client vacancies come along, we know who to approach.
With this in mind, I thought it might be useful to set out some simple ways in which a senior executive can establish and nurture a relationship with an executive search firm.