Before a senior leadership vacancy is filled in a particular organization, a specialized task is made to choose as well as hire a person. Such searches often refrain from the typical recruitment strategies as well as tactics just like Internet postings as well as classified ads. In most instances, organizations prefer agencies to perform such searches.
In general and under normal conditions, it is the job of the HR department to hire someone when there is a job vacancy. However, many think that it is not right for the HR department to be greatly involved when it comes to hiring an executive. The reason behind this is the individual may eventually make decisions about this specific department. It cannot be denied that the kinds of qualifications the HR department are looking for during the recruitment of mid-level managers and production workers are usually very different from those they should look for in a senior leader. These are some of the reasons why a lot of organizations performing these searches prefer to get the services of specialized education executive search firms.
These agencies are of two types. Those that run based on retention and those that run based on contingency. The first type get a part of their fees during the process, but at periodic intervals. Prior to the selection of a decision maker, they may already get their entire fee. The second type on the contrary can only get their fees if a candidate has already been employed. They frequently have exclusive contracts. The meaning of this is these agencies are in no competition with others.
These agencies are successful because they maintain and establish networks of senior leaders they work with so that they can identify those with potential for new openings. When these agencies search for a senior leader to fill a specific job, they contact all the senior leaders in their networks matching the qualifications they are looking for. As a matter of fact, they often go outside a region's geographic boundaries just to find their candidates.
In most instances, such agencies concentrate on those people currently working. This is due to the fact a wroth hiring senior leader is already employed in a company. The mission of such agencies is to find people to match openings rather than finding openings for people, making them different from the regular employment agencies.
The questioning and evaluation is different and similar to the typical process most especially after the candidates were identified. The candidates' skills are verified. The evaluation of the capacity of the decision maker is different from the evaluation conducted for production employees or department heads.
The individuals qualified for senior leadership position are usually interviewed in different settings more than once. One interview might involve the entire senior leadership team, while another might take place with the CEO or other senior exectuive of the organization.
The board of directors will formally meet the candidates, if the board finds it necessary. The obligations of the agencies is definitely to locate qualified candidates, but it is the board of the company that has the last say and will make the final decision. The search will continue if the candidates do not match the necessary qualifications.
In general and under normal conditions, it is the job of the HR department to hire someone when there is a job vacancy. However, many think that it is not right for the HR department to be greatly involved when it comes to hiring an executive. The reason behind this is the individual may eventually make decisions about this specific department. It cannot be denied that the kinds of qualifications the HR department are looking for during the recruitment of mid-level managers and production workers are usually very different from those they should look for in a senior leader. These are some of the reasons why a lot of organizations performing these searches prefer to get the services of specialized education executive search firms.
These agencies are of two types. Those that run based on retention and those that run based on contingency. The first type get a part of their fees during the process, but at periodic intervals. Prior to the selection of a decision maker, they may already get their entire fee. The second type on the contrary can only get their fees if a candidate has already been employed. They frequently have exclusive contracts. The meaning of this is these agencies are in no competition with others.
These agencies are successful because they maintain and establish networks of senior leaders they work with so that they can identify those with potential for new openings. When these agencies search for a senior leader to fill a specific job, they contact all the senior leaders in their networks matching the qualifications they are looking for. As a matter of fact, they often go outside a region's geographic boundaries just to find their candidates.
In most instances, such agencies concentrate on those people currently working. This is due to the fact a wroth hiring senior leader is already employed in a company. The mission of such agencies is to find people to match openings rather than finding openings for people, making them different from the regular employment agencies.
The questioning and evaluation is different and similar to the typical process most especially after the candidates were identified. The candidates' skills are verified. The evaluation of the capacity of the decision maker is different from the evaluation conducted for production employees or department heads.
The individuals qualified for senior leadership position are usually interviewed in different settings more than once. One interview might involve the entire senior leadership team, while another might take place with the CEO or other senior exectuive of the organization.
The board of directors will formally meet the candidates, if the board finds it necessary. The obligations of the agencies is definitely to locate qualified candidates, but it is the board of the company that has the last say and will make the final decision. The search will continue if the candidates do not match the necessary qualifications.
No comments:
Post a Comment