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 come in 2 basic types. There are agencies that do such searches on retainer basis. There are also those doing such searches on contingency basis. Portions of their fees are received by retained agencies at periodic interval while the process is ongoing. They may also get their entire fees even before the selection of a senior leader. Contingency agencies normally receive their fees when a candidate was already hired. These agencies often have exclusive agreements though. This implies that such agencies do not compete with the other contingency ones.
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.
Those qualified for the position of being a senior leader are often interviewed multiple times in various settings. The person might be interviewed by the senior leadership group and the CEO might do the interview at a different time.
The candidates need to meet the entire board of directors formally if this is preferred by the organization. Even if it is the job of these agencies to look for candidates, the final hiring decision is still the responsibility of the organization's board. The agencies will go on searching if there is no acceptable candidate.
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 come in 2 basic types. There are agencies that do such searches on retainer basis. There are also those doing such searches on contingency basis. Portions of their fees are received by retained agencies at periodic interval while the process is ongoing. They may also get their entire fees even before the selection of a senior leader. Contingency agencies normally receive their fees when a candidate was already hired. These agencies often have exclusive agreements though. This implies that such agencies do not compete with the other contingency ones.
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.
Those qualified for the position of being a senior leader are often interviewed multiple times in various settings. The person might be interviewed by the senior leadership group and the CEO might do the interview at a different time.
The candidates need to meet the entire board of directors formally if this is preferred by the organization. Even if it is the job of these agencies to look for candidates, the final hiring decision is still the responsibility of the organization's board. The agencies will go on searching if there is no acceptable candidate.
No comments:
Post a Comment