by Juliayn Scales on February 12, 2019
3.5 min read
Review this list of frequently asked questions to decide if now’s the time to develop an internal executive recruitment team in your company.
Executive recruitment, or recruiting for C-level or top management positions, is conventionally outsourced to specialized search firms, especially by large-enterprise organizations. However, the changing talent landscape and advancing technologies make it not just possible, but also beneficial to handle executive recruitment in-house. Skim this list of frequently asked questions to decide if now’s the time to develop an internal executive recruitment team in your company.
Why is executive recruitment often outsourced?
Speed and a deep pipeline are two reasons executive search firms are traditionally used. They maintain networks of VP- and C-level talent so they can find interested, qualified candidates quickly. Also, executive recruitment used to be a demand that organizations had only intermittently, so outsourcing was cost-effective.
What’s changed to make executive recruitment more attainable in-house?
Several trends are changing the landscape for hiring corporate leaders:
Why should I consider building an internal executive recruitment team?
A primary reason is to reduce outsourcing costs. If you have the technology and TA team bandwidth for executive search and hiring already in house, you may be able to reallocate agency dollars to a different budget priority. In addition, your team is best positioned to share your organization’s brand and strengths as a leader-level career move in order to improve quality of hire. Handle executive recruitment well and you’ll elevate your talent brand credibility with a highly-networked group, too.
What hiring technologies are a must-have for executive recruitment?
Your candidate experience is a critical driver of accepted job offers, so deploy technologies that help you create the ideal executive-level candidate experience.
The interviewing platform you’re using to hire across your organization will have several useful applications for executive recruitment:
Keep in mind that with executive recruitment, quality in the experience of engaging with your company is equal to or even more important than speed.
What are some of the challenges in recruiting for executive positions?
The obstacles will vary by industry. Some of the most common ones include the limited, highly-competitive talent pool, and difficulty in scheduling interviews. You’ll run into a range of comfort levels with technology: Some in this talent pool can’t live without their enterprise systems, while others have always had an assistant to handle online work. In addition, VPs and C-suite candidates can afford to take your hiring process at their own pace, so you run the risk of lost revenue the longer a position goes unfilled.
What do experienced executive recruiters focus on to build success?
These strategies can help you elevate your performance and avoid costly mistakes:
Finally, be consistent. Maintain a specific recruiter’s dedication to a specific candidate as much as possible. Executive recruitment is high-tech, high-touch work that is highly dependent on the long-term relationships you build.
If you want to learn even more about recruitment, check out
2019 Recruiting Trends That Will Change How You Hire to stay ahead of the competition.