Like other prospective hires, potential CEOs want to feel excited about the job they're considering. How a business describes the position (and itself) could affect the interest level of a candidate, especially a passive one that may not be looking to make an immediate move. To keep this sort of person engaged and make them want to take over, companies have to know what to emphasize.
This is part of what Dr. John Sullivan advises in an ERE.net piece about recruiting tools that are effective and simple. He cites unexciting job descriptions as a problem for recruitment plans and recommends instead that companies use language that will attract attention. It could also be necessary to review some of the materials used to discuss the business in the past to make sure that the position is described accurately.
"Many recruiters use dull job descriptions that were written long ago," he said. "Hiring managers and recruiters should work together to rewrite them so that they sell the exciting aspects of the job. At the very least, they should be tested against your competitors' descriptions to ensure they are more compelling." He also recommends asking the candidates themselves for possible criteria, to use as an influence for hiring strategy.
When using a professional executive recruiter with experience placing many different roles, businesses should trust that candidates will have an understanding of what to expect and will approach an opening with the right frame of mind.
YES Partners takes the time to understand what our clients' current needs are and what should be prioritized during a particular search. Within weeks of collaboration, we will have a tailored approach to finding the top CEO candidates ready.
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