How to recruit great candidates in around two to three weeks, even for an executive position.
One of the benefits of going off on my own is that I do all the recruiting myself. The biggest thing I’ve noticed is it takes weeks, not months, to have excellent candidates interviewing with the client. The key word here is excellent. Not just folks who may check the boxes, but people who could potentially be the placement. There’s a difference. They still need to go through the entire interview process, but we get there much faster.
I've been reflecting on my process to make it even more systematic and wanted to share in case this helps you too.
Let’s assume you’ve taken a good brief of the role. That’s non-negotiable.
✔ Step 1. Spend 1-2 days creating a search strategy, job description, target company list, market message, and interview questions. This does take a couple days. Even leading up to the pitch/brief I listen to podcasts and absorb as much info as I can about the company. I need to feel as if I work there. Good writing (JD and email) is critical. When you’re writing, think about what motivates this type of person. Think about why you’re reaching out to these types of people. The email is about both them and the position, not only about the position and hiring company.
✔ Step 2. Spend 1-2 days reaching out to people you already know. Source them on the role. Ask questions. Listen to their reaction to the role. Listen to their questions and write them down. Be on a journey of sourcing, curiosity, and learning. Tweak your pitch and email. Keep a list of what you’re learning and observing, and any epiphanies you have.
✔ Step 3. Go through your target company list, research/identify new target candidates and reach out to them. Because you already spoke with your network, you have a lot more knowledge about this space and can ask candidates better questions, assess them better, and have a stronger lens of what good looks like, etc.
✔ Step 4. After a week or so, bring your questions to the client. You’ll have some. Bring your roadblocks and potential solutions, asking their thoughts. Let’s change our approach, lens, or ideal candidate profile in the first two weeks, not after a month or two. Discuss the candidates coming through now that you have some real people and real data points to share.
✔ Step 5. Implement what you’ve learned. Fully assess the top candidates you spoke with already and keep reaching out to new folks.
Now you have a ton of momentum to keep going and fill the search.
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🌟 Hiring? Get in touch: Somer@DistinguishedSearch.com
📘 🎤 Want to know the behind the scenes of executive search? Check out my book, Search in Plain Sight: https://lnkd.in/gqgu4vuq on Amazon or Audible.
📽 The online course and group office hours are live and in motion: Mastering the Executive Job Search. https://lnkd.in/gNCZpTXx
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