What to Expect when Hiring at the Executive Level

For Candidates, For Employers

hiring-at-the-executive-level

The process of hiring a new employee can be time consuming, unpredictable, and difficult. This is especially true when hiring at the executive level. Recruiting an executive for your company comes with a certain degree of time and energy that may not be invested into lower level job openings. The talent is out there, but it is important to know what to expect when approaching a search for an executive. There are several challenges as well as some advantages to keep in mind when the need to hire for an executive position at your company arises. This article will provide some helpful tips to get you through the process.

Because the requirements and expectations are so high at the executive level, it is important to be realistic about the job search process. CEOs, Presidents, VPs, and CFOs are crucial to the everyday operation and overall success of a company. In other words, we understand that it can’t be just anyone. That being said, our recruiters try to encourage open-mindedness if a client is experiencing roadblocks, or not finding candidates with each and every one of their exact requirements. Finding the best talent typically requires reaching out to individuals who are currently employed, otherwise known as passive candidates.

Convincing a passive candidate to leave his or her current job for a new position can be complicated. The employer needs to find the very best individual for the job, and the candidate needs to be sure of their decision to leave what may already be an excellent, high paying position. It may seem as simple as offering the candidate more money and a generous relocation budget- but there are other factors that come into play. It can mean all the difference to a candidate if they feel that they will be joining a more positive team, will see an overall improvement in work environment, or will have more opportunity for career growth. Presenting these elements as advantages is essential.

Candidates like to be courted, which takes time and energy. Asking the right questions to find out what factors a candidate wants to improve about their current situation can help you show them why this career move is the right one for them. Be sure that they are aware of all aspects of the company and the position specifically; such as salary and benefits, company culture, and what life in the new city is like. Additionally, if a candidate visits your company for an interview, taking the time to show them around and allowing them an extra day to explore the area will make them feel valued.

There are many advantages to hiring at the executive level, mainly quality of talent. When hiring at a lower level, the pool of candidates is much larger and can be overwhelming. However, because the requirements are higher for executive level positions, the pool is much smaller and easier to maneuver. Another advantage when searching for talent at the executive level is that the effort is reciprocated. These are professional, smart individuals with superb communication skills who are willing to put the time and effort in when it means potentially being hired as an executive at a prestigious company.

Hiring an executive for your company can be a daunting task. The stakes are high and companies want to find the best of the best in the least amount of time. The good news is that the talent is out there. By keeping these guidelines in mind you will have a better chance at hiring your company’s ideal candidate- all while saving time, energy, and ultimately money.

Bristol Associates, Inc. is an executive search firm with over 50 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Hotels and Resorts; Travel, Tourism, and Attractions; Facilities and Concessions; Food and Beverage Manufacturing; Restaurant; Hospital and Healthcare; and Nonprofit industries.

If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.

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