Lay the Groundwork for a Successful Leadership Search: 5 Prerequisites
As executive search consultants, our objective is to assist each client in finding the best candidate for a given open position. This entails a rigorous,...
By Eleanor Vogelsang and Tiffany Johnson
As executive search consultants, our objective is to assist each client in finding the best candidate for a given open position. This entails a rigorous, multifaceted process that requires meticulous planning, transparent communication, and a close partnership between consultants and the client. We strive to strike a balance between thoroughness and efficiency in our searches.
No two searches are alike. In some cases, for instance, it’s important to speed up your search, as our colleague Linda Komnick has written, in order to keep candidates engaged. While every search differs, there are rules of thumb to follow to ensure a recruitment gets off on the right foot. These are as follows:
1. Clarify organizational goals: A leadership search can be an opportunity to revisit and revise strategic priorities. Before undertaking a search, identify short and long-term organizational goals and be transparent about priorities for leadership, including core qualifications and the need for greater diversity. If there is anything of note regarding, for example, your organization’s culture or changing strategies, communicate these clearly with your search consultants. Provide your consultants with information that can be shared with candidates that paints a clear picture of your organization and community. These details can attract candidates and also provide your consultants with selling points when connecting with prospective applicants. In addition, candidates will appreciate your transparency about the current state of your organization and changes anticipated in the future.
2. Flesh out the leadership profile: It is essential to make key decisions at the start of the search process to prevent major issues or obstacles later. While your organization probably has a general job description drafted, take every opportunity to build out a more robust leadership profile. Leading up to the search’s launch you can clarify reporting relationships, determine decision-making authority, and agree with key stakeholders on candidate qualifications.
The profile also presents an ideal opportunity to discuss diversity expectations for your candidate pool and any strategies you might use to attract diverse candidates prior to the start of the search. Discussing and finalizing these fine points at the front end helps avoid delays later on in the search.
3. Nail down the details of the search process: Establish a clear search timeline, understanding that on occasion you must be flexible and nimble to respond to the realities of the market. Consultants can help you think through who needs to be engaged from your organization and at what stage of the search process. Communicate these expectations with your colleagues so they can plan accordingly and save time on their calendars for interviews. When candidates are juggling multiple job opportunities, it would be unfortunate to lose a strong contender due to delays in speaking with identified stakeholders.
4. Identify and gather your internal team: Ensure key constituents have the opportunity to participate in the search process, either through a search committee or during the vetting process. This promotes transparency and buy-in from pertinent parties and ensures that everyone has a voice in the process. Including a diverse, representative group of individuals helps identify potential concerns early in the process, preventing delays or derailment of the search. Involving key constituents early on can help identify the crucial qualities desired for the role (see item #1 above), guiding the search process, and ensuring that strong candidates are selected.
Finally, be sure to consider the best time to engage various stakeholders during the search process. During one recent search, the hiring manager did not engage with candidates until the finalist stage. When the finalists did not align with the manager’s preferences, the search was extended in order to add more candidates to the pool. In many cases we revise our search process to engage the manager earlier in the candidate vetting process.
5. Decide whether you’ll welcome flexible work arrangements: The COVID-19 pandemic profoundly impacted the way we work, forcing many organizations to think creatively about their employment arrangements. Flexible work options, such as remote or hybrid models, have become increasingly desirable to many job seekers. As organizations transition back to onsite work arrangements, consider the role flexibility can play in attracting top talent from distant locations and avoiding delays in the search process. Decide if candidates must be in the office, or if they may work remotely or in a hybrid fashion. Being open and transparent about the possibility of flexible work arrangements can help prevent delays in the search process by eliminating any misunderstandings that may arise during negotiations.
6. Be competitive with your offer: Of course, salary and benefits are critical factors for candidates. Be prepared to offer a competitive compensation package to attract the best talent. This includes benefits such as health insurance, retirement plans, bonuses and other perks like housing allowances and relocation benefits. Work closely with your search consultants to benchmark and ensure that you are offering a competitive compensation package that aligns with what the market will bear for the position. We have witnessed instances when candidates withdraw from searches due to the cost of living in a particular area or because the overall package is not competitive for the region. It’s important to let candidates know early on what they might expect in terms of compensation so that they can make an informed decision as to whether to proceed with the search. Also, be ready to adapt. If it becomes clear early on that top candidates are dropping out of the search because of the suggested compensation package, you may need to revise your offering.
Ultimately, finding the best candidate for your organization is a critical and complex process that requires careful planning, clear communication, and collaboration with your search consultants. Lay the groundwork for a successful search before you and your consultants begin reaching out into the marketplace. Your preparation will pay dividends in terms of a timely and successful outcome.
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