Top executives are an important part of any organization. However, finding the right candidate to fill a C-suite position is challenging. With so many companies vying for top talent, it is important to have a strategy for finding and screening the right candidates. From executive recruiters to personality assessments, here are some tips that may help you recruit the right C-level executives for your company.
Define the Job
The first order of business is to define the ideal purpose and characteristics of your candidate. Determining the overarching objectives of your company and the strategy for accomplishing those objectives is essential before you even begin your search. Gather the other members of your C-suite team and draw up a description of the duties associated with the vacant position. Then, you will be able to decide what the ideal applicant must be able to contribute to the team and the criteria that will be used to evaluate their performance.
Prioritize Specific Qualities
Now that you have an outline of what your ideal candidate should be able to achieve, you can highlight the key attributes that they should have. Typically, this will include the ability to demonstrate leadership skills on a daily basis across all levels of the organization. Other qualities that you may consider include experience in your field, experience in a company of a similar scale to yours, fortitude under pressure, capacity to inspire, expertise in strategy, decision-making style, and creativity and adaptability.
Write a Clear Job Description
A complete and precise job description helps you to save time by weeding out unqualified applicants, sets the appropriate expectations, and can help to attract the C-level candidates that you seek. Hence, you should aim to be as specific as possible. This is not a job that should be left to regular HR staff. Go into detail about the roles and responsibilities, qualifications and requirements, time commitments, reporting obligations, and more. Also, mention the goals of the company and any possible opportunities for growth and advancement.
Hire a Recruiter
In certain circumstances, companies may not want to make it publicly known that they are looking to fill a C-level position. Or perhaps you have written a job description but do not want to be inundated with applicants. In such cases, hiring an executive recruiter is the best option. Executive recruiters can help you to connect with a pool of candidates that have already fulfilled a stringent selection criteria. Some high-quality executive recruiters focus on C-suite hires and can provide access to a curated list of top talents, saving you valuable recruitment time.
Use the Interview
The purpose of an interview is to meet the candidate in person and learn more about their background and character traits. However, you can make the most of your precious interview time by incorporating some subtle tests. For instance, you can ask the candidate how they would navigate the company through a hypothetical scenario to assess their leadership and problem-solving skills. You should also allow them to ask questions about your company. Their questions can show if they are insightful and if they have a genuine interest in becoming part of the team.
Screen References
Needless to say, it is common practice to check references before extending a job offer. However, the quality of references is much more important when it comes to a C-level executive. Are the references listed on their application from influential and well-respected individuals of a similar or higher standing than you? Contact the references and find out how they know the candidates. You may find that some candidates may have powerful references but these references may be friends who have not had experience with them in a professional capacity.
Find the Right Fit
During the interview process, evaluate the candidate’s ability to work as a part of the executive team. Some recruiters swear by the use of personality assessment tests such as The Birkman Method to learn more about job applicants. These assessments can help you to find out more about what motivates and drives your candidates. Of course, face-to-face interactions are also a good way for other executives to find out if they can gel with the potential hire. Spend time with candidates at personal events and get feedback from your C-suite team before making an offer.
Take Your Time
It may be better to leave a vacant C-suite position unoccupied for a while than to fill it hurriedly with the wrong individual. C-level executives can make drastic changes to a company’s operations so it is prudent to take as much time as needed when choosing a candidate. Try to meet each applicant several times in different settings and talk to as many of their references as possible. Do not be afraid to ask tough questions and solicit unfiltered feedback and criticism from other C-suite team members.
The hiring process for a C-suite executive is a critical step in an organization’s success. The above tips can help you to navigate the process and increase your chances of finding a candidate that will drive growth. Spend time defining the duties and demands of the position and do not settle for someone that does not check all the boxes. If you are unable to find the right candidate, consider using an executive recruiter for greater reach.