​When you want to hire a virtuoso, using the right executive search firm saves you time and money by not having to wade through lots of bad resumes, and not scheduling endless numbers of interviews to find a good candidate.
 
A good executive search firm:

• Has a strong qualification process that ensures you’re only seeing resumes of candidates with the right tangible and intangible skills, and fit well into your culture
• Will share with you the impression candidates are getting from your company during the interview process. As Maya Angelou said so well, “I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
• Can tell you about the market; where things are trending and where you fall in comparison to your competitors, especially in candidates’ eyes.
• Is a firm with extensive experience recruiting in your industry and in the functional area of your open role. No firm can be everything to everyone.

 
The selection of the right executive search partner begins a successful process to help you make the best hires for now and the future.

You have one chance to make a good first impression. This pertains to candidates who are interviewing, as well as to your company and the impressions given during the interview process. Don’t let poor impressions of your company drive away great candidates.
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As interviews are being scheduled, timeliness and good communication are imperative. How your HR and hiring authority communicates (or doesn’t communicate) with the candidate, and how respectfully the candidate is treated are all being assessed by the candidate. On the day of the interview, how well it goes is critical. Is each interviewer informed about what position the candidate is interviewing for? Does each interviewer represent the company well? Is the candidate able to get a consistent message about your organization, where their role will fit and expectations? Then, how long does it take for your company to make a decision. All are critical factors to consider.
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Impressions go both ways, and you need to be sure your internal interview processes are leaving the right impressions about your organization in order to attract and keep stellar candidates.

​Part 2 of 4 Part Series                      
Resumes
Past accomplishments indicate future successes. When you see a well written resume you will know about the results the candidate has accomplished in his/her roles, and how their work served their teams, companies and the industry at large.  You should be able to get a feel for their passion and drive, as well as commitment to results, not just a regurgitated job description.
 
Use the resume as a starting point. During your interview with the candidate:

• Find out what their specific contributions were to the successful outcomes
• Ask for specific examples regarding their ability to influence and drive projects forward
• Discuss the outcomes of the differences they made to their team and companies they worked for
• Find out how they have impacted to the industry at large.

 
In today’s competitive business environment, it’s important to find that leader who will drive results. The accomplishments you see on their resume will let you know if you have the luminary your organization needs.