10 of 14

Write now Article Tools

Page 2 of 3

and overall competitive advantage. Include the base salary, any bonuses, benefits, and stock options if appropriate.

Step Two: Conducting Original Identification Research
So, where do you begin to locate prospective candidates? This is a time-consuming process, so do not move to the next stop until the current step is complete. This will save you tremendous time and effort down the line and keep you focused on the big picture. First, identify the vertical industry of interest. Second, identify the companies within this vertical marketplace; this is your target list. Target lists in executive recruitment terminology always include companies, not people. Third, identify the prospective position titles within these companies. Fourth, do name identification to gather your prospective candidate list.

Step Three: Recruit First, then Network
Once the prospective list is complete, systematically, subtly, and professionally approach each person on your target list. The most effective approach is an attempt to recruit the individual first. During initial communication with prospective candidates, discuss both short-term and long-term objectives of that individual; then, if appropriate, discuss the short-term and long-term opportunities with the organization in the context of that person's upward-trending career path. If a potential match exists, then confidentially send detailed job description, performance profile, and organizational information. Have the candidates tailor their cover letters and resumes/CVs to the position and company.

When talking to people that are not interested or qualified, then ask for three referrals of potentially qualified, not necessarily interested, individuals so you can expand your network of contacts. Always ask if it is okay to mention the referral source's name. This approach must be professional and absolutely confidential, executed with a significant degree of integrity and unbiased objectivity. This is where judgment and insight are invaluable. If there is mutual interest, take the next step.

After the identification and initial recruitment of a prospective candidate, moving while the identified candidate has expressed a high motivational level is pivotal. Have the candidate immediately forward a cover letter, resume or curriculum vitae, any other supporting documentation that will detail significant accomplishments. Schedule a time to talk for thirty minutes for an in-depth initial telephone consultation. This called a prescreening interview'.

Step

• << previous page
• 1
• 2
• 3
• next page >>

Add your voice

Know something about The art of recruiting new staff?
We want to hear your view. Write now!