The definition of the word “insight” is the capacity to gain an accurate and deeply intuitive understanding of a person or thing. When it comes to executive search, it is critical for recruiters to have this often-unique ability to see beyond the technical skills listed on a candidate’s resume and to gain a deeper understanding of their soft-skills. Call it intuition or even instincts—it’s imperative to the executive search process.
Executive recruiters with sharp people insights can better identify candidates that will fit into all aspects of an organization. This of course leads to employees that excel in the workplace, work well with others and blend into the existing company culture with ease. While this is always a win for the hiring company in search of an executive that will make an impact and last within the organization, this means a new employee will also feel like they are a perfect fit in BOTH their new role and new company. This leads to higher retention rates and long-term success.
Executive search firms that put a focus on people insights during the search process will have more success in placing candidates. Skilled recruiters have long-practiced how to read candidates and what they can bring to a new organization beyond the technical aspects of a job. Behavioral interviewing is one such way executive recruiters look at the various layers of a candidate. This coupled with a comprehensive understanding of the client, their culture and expectations as well as what the executive role will entail, will allow search consultants to identify candidates that will succeed.
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- Posted by sarah
- On November 30, 2017
- 0 Comments