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Thursday, 18 July 2013

How to avoid recruiting second-best for higher level positions

You may be able to get away with second-best employees at lower level positions in your company, but if you do the same at executive, high-level positions that demand intellectual thinking and fast decision making, the results are going to show in the annual revenue reports of your company.

In this case, working with a recruiter can save you a lot of time and money, and you’re likely to connect with the best out there in your industry. For example, if you're in the business of gambling - a casino recruiter can help you find that perfect candidate for such a position. Online specialists can look to a digital marketing recruiter. Wall Street and stock market companies can search for stock market recruiters – you’ll find recruiters available for almost every industry.

While most of the work will be done by the recruiter, you can optimize the process of search and make it more productive through these tips:

1.  Give unlimited information to the recruiter
Unlimited means you should give as much information as there’s to give about the job description. You’ll need to craft a compelling copy of the description, pointing out the exceptional qualities, skills and expertise that you’re looking for. Be passionate about the information you give out so that the recruiter knows that second-best won’t cut it for you.
When recruiters have all the necessary information, they’ll be easily able to say sorry to second-best candidates and shuffle through to find the best one and tell them why your company’s position will be a great decision for their careers.

2.  Don’t give second thoughts, later
Recruiters are going to be efficient in their search only if you’re efficient in your input and feedback. Both of you want the process to go ahead as soon as possible, so you’ll have to play your part and prevent second-thoughts from coming to your mind.
This means you should be sure about the high-level positions that are vacant. You should also be prepared to give timely answers to potential candidate questions and provide quick feedback to the recruiter about different candidates throughout. It’s quite important that you provide honest feedback and point out in case of even the slightest hesitation.

3.  Be upfront about the selection/screening requirements
Remember, recruiters are searching for the best and finding the best isn’t an easy process, even for them. You may be saving your time and energy by searching through a recruiter, but you should play responsible and save their time and energy as well.
You can do this by being upfront about the selection process. If you have a list of specific questions that candidates have to answer related to top-level positions, make sure you jot down a list and hand over to the recruiter. You can’t just assume that the recruiter’s screening process will include all such questions.

4.  Explain your company’s culture
Give the recruiter an insight on the culture of your company. The recruiter may not find it difficult to select the best on paper, but he/she needs to make sure that the candidate will be able to adapt to the culture instantly as it’s an executive level position.

You can tell the recruiter what’s acceptable at the company and what type of behaviour can be seen as second best.

In the end, build a long term relationship with the recruiter fill top-level positions with the best talent. It’s also wise to stick to a single recruiter for the process because if you go with several recruiters, you may end up with second-best.

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