Businesses should never forget that when they judge a candidate for a CEO position, they are also being judged. Writing for ERE.net, Kimberly Kasper recently wrote about major missteps that companies make when looking for leadership.
One common theme is the negative impact of ignoring the applicant. A global executive search is an intensive process, and it seems strange that employers wouldn't pay attention to the person they're trying to recruit.
But Kasper writes about several ways that businesses refuse to take initiative in recruiting. This includes responding slowly (or not at all) when a candidate asks a question, dodging questions by giving vague answers and relying too much on defunct technology, which weighs down the entire process.
Bad decisions hurt recruitment efforts right from the beginning, as Kasper notes that job postings need to be factual and specific.
"All inaccuracies will catch up with you in the end, which doesn't come across favorably to candidates," she writes. "Plus, if you're not up front about exactly what you're looking for, you'll simply end up with ill-fitting employees down the line."
Communication tools make getting the word out about a job easier than ever. However, hiring managers need to use these assets to their advantage rather than expect that talent will come to them without effort.
By acting quickly, describing job duties in detail, and sending their job posting to a broad number of people, businesses improve the impression they make on potential CEOs and show that they take management recruitment seriously.
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