It's easy to copy a job description from another organization. But posting a job advertisement that looks like every other employer won't help you hire someone terrific.
It's easy to copy a job description from another organization. But posting a job advertisement that looks like every other employer won't help you hire someone terrific.
Whether you are the CEO or a newly promoted manager, the majority of your interview training (if you received any) was probably from legal counsel. Congratulations. Now you know a dozen questions you are not allowed to ask. But how should you conduct the job interview (beyond dodging legal trouble), so that you can be confident you are hiring the best possible candidate for the job?
In a typical CEO or Executive Director search, the hiring process can take 4-8 months. But just where does all that (elapsed) time go?
Candidly, some of it occurs before we even know there is a search need. It's not uncommon for a committee to devote a month or two solely to the search firm selection process. But once Staffing Advisors has been retained to run a search, the largest driver of the search timeline is scheduling.
If you are the chair of a search committee you have a daunting list of factors to consider. A CEO search involves far more than posting an ad, collecting resumes and scheduling a few interviews.
Several times a week, a potential new client calls our executive search firm to learn more about us. Most people ask us whether we have handled a certain kind of search before, most people want to know our fee structure, and everyone wants to know how long the hiring process will take.
The biggest mistake most people make in negotiating executive search firm contracts is focusing solely on the outcome instead of the hiring process. In hiring, your goal is not to merely hire someone qualified; your goal is to hire a top performer, so your contracts need to reflect that.
info@staffingadvisors.com
1-888-884-0573