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By Tim Dare, Managing Director, Mosaic Search & Selection Ltd
The hiring process is typically thought of in simple terms: you, the employer, post a job ad and sit back, twiddling your thumbs as you wait for the perfect candidate to turn up on your doorstep. Of course, the reality is a lot more complicated, particularly when it comes to senior positions.
At Mosaic Search & Selection, we specialise in headhunting senior executives and specialists with huge amounts of experience. Over the years, we’ve seen hundreds of candidates move successfully through the hiring process and accept the offered role. In some cases, though, a lack of momentum has led candidates to pull the plug, backing out before the client can make a final decision.
Here’s how to stop that from happening.
If you’ve engaged a headhunter to carry out an executive search, understand that the people who make it to shortlist are highly experienced and qualified, able to bring something to your company that it currently lacks. For this reason, an atmosphere of mutual respect should be established from the word go – so don’t waste their time, give them false hope or ignore their calls.
Many headhunted candidates will have been approached out of the blue and asked to consider leaving their current position in favour of your company. In your eyes, it may seem like a no-brainer – in their eyes, it can feel like a huge leap of faith. If you encounter a headhunted candidate who’s the perfect fit for your role, don’t assume they will accept your offer. It’s your job to sell the position and your company and at Mosaic Search & Selection we will coach you how to do this.
Once a shortlist of headhunted candidates has been drawn up, you should be ready to take interviews as soon as possible. Why? Because with senior candidates, there’s always the risk of a counter-offer popping up from their existing employer. If they’re actively seeking work, they may also find another role. Or, they may simply lose interest, the longer the process drags on.
You may think that deciding to hire at the end of a lengthy interview process is the easy part. But remember – these are candidates who typically have more than one option. Make the offer as soon as possible and, once they’ve accepted, send out their contract. The longer you leave them waiting, the more likely they are to look elsewhere. It’s always a good idea to call the candidate once they have accepted your offer, to congratulate and welcome to your team. Not only is this a nice thing to do, but it also increases their confidence ahead of resigning from their existing position.
The Mosaic Search & Selection process is designed to identify the best candidates and match them with their ideal position – but rarely, it just doesn’t work out. One Mosaic candidate had three interviews over four months, but after finally being offered the role, was made to wait a further three weeks for a contract. The result? They pulled out, feeling that this experience reflected poorly on their potential new employer. Sadly, this lengthy process went against all the advice we gave the client.
While the hiring process should never be rushed, it should always maintain its momentum; without that, you risk letting your dream candidate slip through your fingers.
Get in touch today to discuss how we can help you find your next critical hire!
Call +44 (0)1242 239147 or email email@example.com