It might not be wise to wait until the moment you need a new executive to start this complex hiring process. Instead, consider establishing a steady stream of recruiting activity to stay engaged and on the hunt for the caliber of talent you need.
A recent article on ERE.net looked at the steps one can take towards establishing "continuous recruitment," a process that sets up a "pipeline" of talented individuals who are actively interested in a future position.
Though the source found that more than half of the businesses it polled prefer this approach because it saves money, fewer than 40 percent of bosses actually maintain the energy necessary to do this.
One interesting thing that the author of the ERE piece, Hope Gurion, makes note of is the type of position that this strategy especially applies to, and when businesses should make a serious investment in it.
"Companies should only be pipelining for functions that experience high turnover or are projected to grow in headcount," Gurion writes. "And candidates can do most of the work, much like the job-application process."
A Forbes article by Dr. Kimberly Whitler recently looked at the challenges specific to c-level staff recruiting, citing lack of proactivity as one major potential roadblock.
It's possible that your company simply hasn't considered a proactive stance before: If so, the experience of a retained executive search firm can make a constant search more tangible. Energy and knowledge of interested candidates can be crucial assets in filling an open c-level position.
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.
