The Recruitment Process

Please bear the following points in mind once you have decided to embark upon the recruitment process:

Allow sufficient time for the various stages of the recruitment programme

With notice periods often being 3-6 months for senior candidates, the actual time lapse in replacing a candidate can be quite lengthy. It is important that your recruitment process is not allowed to drift or lose focus. Any reputable consultancy will agree a timetable for the recruitment process at the outset. This not only allows the consultant to deliver measurable progress against the pre-set deadlines, but also ensures that the process is managed satisfactorily within the overall time-frame.

Confidentiality

Is there a need for confidentiality? This will impact on where and how to advertise and also on the suitability of internal candidates.

Advertise the vacancy internally

Provided the situation is not sensitive.

Invite a pre-selected consultancy to discuss the initial brief

The initial choice of consultancy should ideally come via referral or recommendation. Any such choice should arise from the consultancy's positive profile in the market. It is a truism that 'People buy people' the client must have confidence and faith in the consultancy's ability to handle the brief. The most crucial factor is that the client organisation should feel that it can work in partnership with the consultancy to effect a successful outcome. Choose a consultancy you feel you can trust and work exclusively with that partner to gain maximum benefit.

In discussing the brief, be prepared to be open and frank about the company, its culture, its history, the current financial position, previous successful and unsuccessful recruitment exercises, current trends in the industry, etc.

Schedule a date to meet again to discuss the short-listed candidates face-to-face and agree first and final interview dates and the format of the interviews. Your consultancy will then handle all the administration throughout the interview process from initial interviews to the final selection meetings, including feedback to unsuccessful candidates, and report progress to you throughout the assignment.

Have realistic expectations

Take advice on market conditions. Be realistic about the type of person you can attract, given the current level of supply and demand in the market. Also consider other factors such as your company's image; the seniority of the role; the salary and benefits package; the future progression available. Be mindful of recruiting to complement the existing team.

Take advice

Openly discuss with and be guided by your consultant on the appropriate salary and benefits package for the role and on the most appropriate recruitment methods likely to ensure success. A successful consultancy will work with you with one aim in mind - to achieve a positive outcome.

Consider using psychometrics on the key management team members to gauge the type of candidate most likely to complement the existing team and therefore most likely to succeed. Subsequently, consider using psychometrics to aid the recruitment process at the final selection stage.

At Executive Management Recruitment, we look differently at all aspects of your recruitment programme. We understand that you are relying on us to deliver a successful outcome and you can trust us to control the process from the outset. This will save you time, money and hassle, as we work with you tirelessly to ensure a successful conclusion.