Let’s face it: Searching for the right executive is exhausting. HR departments have their hands full with existing staff, and most of the time it’s difficult to figure out exactly who you want in a high-level position.
I recently wrote about adaptability in the workplace as a key element of a successful employee. After thinking about it, I want to offer you a little more insight. While it’s easy to know what makes someone qualified for a position (years of experience, vast knowledge, excellent references), most hiring managers don’t have the necessary time to figure out personal qualities.
‘Personal qualities’. Two words that aren’t an exact science, and most of the time aren’t quantifiable. That’s why they are, well, qualities. This is precisely where a recruiting firm holds great value. If they are doing their jobs correctly, they have built a vast network within specific industries. And, if they’ve networked, they are bound to know what a particular person’s strengths are. Nuances in personality can make or break a ‘fit’ at a company—and HR may not be privy to idiosyncratic traits. A well-trained head hunter knows these things.
Now, don’t get me wrong, I’m not talking about whether a potential CEO has to have his shoes buffed every morning. I’m talking about those bandied-about words that are hard to measure: adaptability, flexibility, leadership styles and so on. When the stakes are high—which they inevitably are when placing top talent with the right companies—an executive search firm will do its due diligence.
I’ll leave you with a great article I read on Recruiter.com. It talks about those ‘unquantifiables’ that a recruiter can help you discover.
Published by Conselium Executive Search, the global leader in compliance search.
