Hiring a new executive can be challenging because  an experienced professional isn’t motivated by the same things that a fresh college graduate is motivated by, especially if you’re trying to recruit top talent away from their current position. Follow these five best practices for partnering with an executive search firm to recruit the right executive candidate.
Clearly define job specifications.
Finding the right executive means you must be as specific as possible when outlining the requirements for the position. This is especially true if a recruiter will be handling the search for you. Include behavioral specifications (team-focused, open to new ideas) as well as professional qualifications. And remember to identify which requirements you can be flexible on and which ones are must-haves.
Be practical, even if your candidate has superstar status.
Don’t base your hiring decision on reputation alone. The candidate in question needs to meet the specific qualifications to fill the niche required. Candidates who are considered superstars by others sometimes begin to think of themselves that way as well, and that can lead to conflicts within the company.
Ensure the entire recruitment team knows the hiring goals and strategy.
You’ll need consistency in communicating values and goals to an executive candidate. You don’t want the executive candidate to feel unclear about the expectations for the position or the strategy for implementation. The last thing you want is for an executive candidate to reject an offer because  communication was poor or job requirements were vague.
Communicate the value of the position.
At the executive level, professionals are concerned with more than just salary. It must be clear what they will learn from the position, what impact it will have on their career, and how they can make a real difference in the organization. When you demonstrate the intrinsic benefits of the job, not just the monetary ones, you’ll attract the right kind of executive talent.
Give respect throughout the entire process.
Executive candidates are experienced.  They bring a lot of potential talent to the table and should be treated with mutual respect. Answering emails and phone calls promptly, providing information about what kind of onboarding process to expect, and letting them know you value their time are key.
 
Finding the right person to fill an executive role requires time, clear communication, and an executive search strategy. An executive search firm like Hire Velocity can help your company efficiently manage the process and guide your recruiting team in the best ways to have a deliberate, purposeful interview process for recruiting executive talent.