4 Steps To Succeed As An Executive Recruitment Agency
Did you know that organizations list finding executive talent as one of their top business challenges? As the war for talent heats up, organizations are finding new and innovative ways to win the battle for the best and brightest. From offering incredible perks and benefits to creating a company culture that potential candidates can’t help but fall in love with, organizations are pulling out all the stops to snag the top talent. But is it enough? Perhaps not and that’s where an executive recruitment agency comes into the picture. They have the experience, reputation, and technology to find and attract these candidates before they even start looking.
At Tanner Menzies, a leading executive recruitment agency in Australia we follow a 4-step process to source candidates for open roles across various organizations.
1. Creating Clear and Precise Job Descriptions
As an executive recruitment agency, we understand the importance of a clear job description with the right information. We know that nothing puts off a potential candidate more than an ambiguous job description. A good job description would outline the specific duties and responsibilities of a position, which helps to better understand the expectations and requirements of the job.
2. Pursuing Passive Candidates
The most important step of an active recruitment strategy is to seek out passive candidates. Passive candidates are those who are not actively looking for a new job but would consider switching given the right offer. They are usually already employed, have a good job and are not in a hurry to find a new one. However, they may be open to hearing about new opportunities if the right one comes up. So how an executive recruitment agency pitches a role so such candidates determines whether they would like to take it up or not.
3. Carrying Out Thorough Research
Executive search is busy and hectic. Juggling candidate sourcing, research, business intelligence, and new business development on a daily basis is just the tip of the iceberg. At our executive recruitment agency, the research team takes on all of the candidate sourcing, database building, and other related activities for our team of recruiters, thus freeing up substantial time for the recruiter to focus on more important tasks. With a little help from a researcher, the recruiters can focus on what they do best: recruiting which creates a win-win for everyone.
4. Personalizing The Hiring Process
Candidates today want a more personalized interaction throughout the recruiting process. They know their unique skills and abilities are in high demand, so they’re not afraid to ask for what they want. This means that employers need to be more thoughtful about how they communicate with candidates. Using vague job descriptions, impersonal emails, and leaving candidates in the dark about important hiring decisions will no longer cut it. Employers need to focus on creating a more personalized experience for candidates if they want to attract and retain the best talent.
Our top executive recruiters ensure that the position is interesting for the candidate and that the candidate is motivated to take the job. We focus on the candidate’s personal interests and dreams and help them find the right job with the right organization.
At Tanner Menzies, we take a 3- pronged approach to finding the best candidates for your organisation. We carefully study our competition and related businesses to identify talented individuals who would be a perfect fit for your organisation. Our approach involves a finely tuned combination of networking, advertising, and research. To know more about us, visit https://tannermenzies.net.au/.