5 Tips to Ensure Your Executive Search Software Campaign is a Success
Creating a successful executive search campaign can be challenging. The stakes are high and time is of the essence: your company needs new, talented leaders to drive success. If you’re not creating the right executive search software solution for your organization, you’re missing out on a great opportunity to find talent that matches your culture, brand, and core competencies. In this blog post we share our top 5 tips to help you create an effective executive search software campaign that will get results fast.
Define your user personas
The first step in creating an effective executive search software campaign is to determine who you want to hire. Using user personas to map out your hiring manager’s needs can help you get a better understanding of the type of people you’d like to hire for specific roles. Knowing who you want to hire will help you better define your software solution. You can also use user personas to determine how you’ll use your executive search software solution. Your hiring manager may have different needs than the people you’d like to hire. Knowing who you’d like to hire will help you better define your executive search software solution.
Set realistic expectations
The biggest mistake hiring managers make when marketing their company is setting unrealistic expectations for the candidate experience. Companies often expect candidates to live up to the organization’s brand and culture, which is unreasonable. Start by setting reasonable expectations for how much time you expect candidates to spend with you, the hiring manager, and the team. If you’re looking to fill a C-level role, you might have a different expectation for how much time a candidate needs than if you’re looking to fill an entry-level position. Once you’ve established reasonable expectations, you can begin to set more aggressive expectations for the candidate experience. For example, you might want candidates to spend an hour interviewing with you, the hiring manager, and the team. You might also want to institute an “uncomfortable silence” rule for interviews. If candidates are talking too much or being too uncomfortable during interviews, you know they likely aren’t a good fit for your organization.
Be transparent and consult throughout the process
If you’re going to market your company using executive search software, you have to be transparent with your hiring manager. You have to be willing to consult with your hiring manager and staff throughout the process to figure out what they need from candidates. If you’re marketing an outsourcing solution, you have to be willing to consult with your hiring manager and staff on what they need from candidates. This includes defining their core competencies, work style preferences, and target salary range. If you’re marketing an executive search software solution, you have to be willing to consult with your hiring manager and staff on what they need from candidates. This includes defining their core competencies, work style preferences, and target salary range.
Include a strong compensation component
If you expect hiring managers to interview candidates and make offers, you also have to be willing to offer an attractive compensation component for those offers. This component has to be a strong enough component to drive the hiring manager to make an offer. If you don’t think the hiring manager is willing to make an offer because you don’t think their compensation component is strong enough, you’re putting the cart before the horse. You have to be willing to offer at least as much, if not more, than what you think the hiring manager is worth. If you think the hiring manager is worth $100,000 per year, you have to be willing to offer at least $100,000 per year.
Don’t rely on just one platform or tool
Most hiring managers are using more than one tool during their executive search campaigns. They may use an online tool to manage interviews and make offers, a talent management system to track their hiring process, and possibly a candidate tracking system to track interviews, offers, and resumes. You have to be willing to offer a solution that can support all of these needs. Many executive search software tools are built to support just one of these needs. If you’re marketing an executive search software solution, you have to be willing to support all of these needs just like recruiterflow.
Finding great talent is a challenge for any organization, but it can be especially challenging for startups. Creating an effective executive search campaign requires a unique approach to marketing, hiring managers have to be ready to be transparent, and candidates have to have the right fit for the culture, brand, and values of your organization. If you’re hoping to find great talent and fill executive positions with those who meet your company’s core competencies, you have to create an effective executive search software campaign. If you follow our tips, you can create an effective campaign that will get results fast.