Critical hiring basically terms as the recruitment of top-level executives at your organization. These individuals are going to be the pride and backbone of your company’s success. To achieve a business goal, you need people who are dedicated to your company, hence it is a job that demands keen observation, expertise, and bullseye approach to hire such candidates who will be associated with your company for a long time to ensure growth.
Quality triumphs over quantity, the hiring manager shouldn’t be in a rush when it comes to CXO level recruitment. A small ignorance can lead to huge damage to the company. You need to research well and understand the business requirements to get the best talent for your company.
Here is a step by step guide to help you with professional critical hiring –
Data Mapping
Scouting for an executive search is not easy, you need research extensively as they are not going to be the active applicants. You need to find a way towards them and for that, you need a core and incredible research team equipped with technology which is trending. Head-hunting will provide you with the best results only when it is done strategically and by keeping accuracy as the goal. At Vipany Global, our team ensures this by doing a proper competitor’s research and understand the need of your domain to get you the potential candidate through talent mapping.
Shortlisting
Unlike other designations for candidates, there are very few for executive search positions. So once you get the data about candidates, don’t lose yourself in a pool of talent. Instead, select the ones who are meeting your first and second level of qualification criteria. It will provide you with shortlisted candidates who are eligible according to the job requirement and can be the perfect fit and shift your focus to them only.
Passive Candidate Conversions
Now it’s not only the candidate’s test but also yours as to how well you can explain your need to them and how your company’s policies will benefit them both personally and professionally. Become their advisor and talk about the better opportunities they’ll be getting if they join you.
Screening and Interview
After the telephonic interview is done, you are left with a narrow target to evaluate in person. Let the first round be a short screening with someone from the HR team, let them crosscheck the provided details and proceed further if they find the candidate suitable for the organization. After this move to technical rounds and let the interview panel decide if the candidate is able to handle the position or not.
Facts to keep in mind –
- Before you contact the candidate, you need to have a strong brand and reputation so that it becomes easy to leave an impression on them.
- Make a scoring plan and then rate all the candidates to shortlist the top talents.
- To convert the passive candidate into a potential employee, work on your communication skills and present your organization in such a way that he can’t say no for the opportunity.
- When you are having face to face interaction with the candidate, observe if they are curious and taking interest in your business? If the candidate is not paying attention to what you are saying and they don’t have any questions to ask, then probably you are wasting your time on that particular employee.
- Since you will be hiring someone who is not only going to manage a team under him but also going to hold things together for the betterment of the company, they need to be a team player with inspirational interpersonal skills to motivate other employees to work hard and happily for the organization.
- While having a personal interview, you need to evaluate whether they are enthusiastic about the work and not. Remember that the top level of authority needs to be great with people and relationships along with his technical qualifications.
- As the candidate will be responsible for both the success and failure of the company, he should be a person who shares the credit among the team and is ready to accept his mistakes.
When you opt for critical hiring solutions, our research team works with the recruiters and together they perform the required talent intelligence methods to come out with the right input which further helps you to build the highly professional and potential workforce.
