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We have all done it. We have an opening for a key executive and we get introduced to someone, or meet someone at a coffee shop and we think, “That’s the One.” So you hire them.  And for about 6 weeks everything goes along well.

Or does it?  Things are not getting completed to your satisfaction.  Someone else on your team is starting to have conflicts with that person.  Or even worse, you get the feeling that something is Just Not Right.  You are losing sleep; you need to make a change.  You hire an executive search consultant to perform a replacement search and hope they can find the right person, this time.

The search consultant comes in and does an assessment of your goals and puts together a positive description that identifies key qualities, skills and performance objectives. The search consultant presents several candidates who look great on paper, but when you meet them, it’s a no-go. You just “don’t feel it” and you can’t really define it. So the search goes on, and on and on. Six months go by and your key position still remains open. You tell the recruiter, “I’ll know it when I see it.”

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Executive recruiters define, identify, assess, and vet — to provide you only with talent who are a great fit for you and your unique business proposition.

Your recruiter is exasperated and you find your search is bumped low on their priority list, with a candidate tossed your way every now and then. You blame the recruiter, when in fact you have set up an impossible assignment.  Your recruiter cannot read your mind. You need to be transparent about your company goals, the scope and size of the role, and your values and culture you wish to create. This is where the fit comes in. It is not enough to say you want someone “World Class.” You need to define exactly what that means to you and how to identify it in a candidate you meet. This activity hones your ability to assess talent.

Developing a few questions to learn about the “who” it is you are hiring is the easy part. After all you are not just hiring a skillset.  You are hiring a whole person. The goal of the interview process is finding out who that person really is. Clearly defining and writing down what you want increases your chances of success by 35%. Enlisting others to hold you accountable jumps that up to 79%. Hiring a professional search consultant places your success over 90%. Staying focused is tough when the business climate is moving quickly and you feel your needs changing, but focus is essential to success in the hiring process.

An executive recruiter’s job is to ensure not only that the requirements for the position are defined up front, but to also make sure candidates are identified and vetted against your culture, and team compatibility.  Not to say everyone you hire will see things entirely the same way you do, but they will be able to align with you and your team, run a business with the same vigor you do, build teams that function within the larger company, and execute well.

Executive recruiters define, identify, assess, and vet — to provide you only with talent who are a great fit for you and your unique business proposition.  At Raynak Search, we have been successfully executing this for over 18 years.  Find more about us at www.raynaksearch.com or give us a call to find out more about how we can build an exceptional team for you.

 

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