Understanding the executive recruitment process can save you more than just time. Resources, budget, reputation, and the health of your brand all come into play when you are filling any position. Make sure you’re optimally exploiting the recruitment process. Have your marketing team provide your recruiters with soundbites, materials, and tools to optimally tell pertinent stories.
Lesser experienced internal “generalist” recruiters provide little to no credibility when speaking with industry-specific candidates who want information about what is happening in the market, and with competitive companies. Their perspective is narrow, whereas a seasoned executive recruiter can easily address market trends and competitive companies from first-hand experience. Candidates expect recruiters to know specifics about what is happening inside competitive companies, and they want career counseling from veterans with anecdotal experience They want perspective based on sound market intelligence.
How a company goes to search and approaches candidates indeed reflects the importance the company puts on attracting top talent.
Additionally, internal recruiters rely heavily on advertising and social media; the amount of searches they do concurrently is enormous which makes any passive candidate outreach impossible because of time and volume constraints. Passive candidates are not responding to ads on social media, they need to be proactively recruited.