Five warning signs that your approach to executive recruitment needs to change

Executive recruitment isn’t as easy as it may seem. Beyond the obvious signals, these are five warning signs that your approach needs to change:

1.You’re converting less than 25% of your approaches to people into interest. Among other issues, this indicates a lack of focused targeting, an insufficiently appealing employer brand and / or the inability to present roles in a compelling fashion. Really, you should be converting a third of the people you contact.

2.Contract and remuneration negotiations are drawn out and overly complex with both sides arguing over small matters and amounts. Not only does this mean the person you are looking to hire is not fully engaged but that your business is not fully committed either.

3.Your company finds it hard to reach alignment and differences of opinion arise throughout the recruitment processes from agreeing on the role description to which of the interviewed candidates is most suitable.

4.Line management is not engaged in the recruitment process but abdicates responsibility to the talent / HR team or subordinates who will be peers to the appointee.

5.There is a focus on “ticking boxes” related to experience at the expense of exploring and securing cultural fit. No executive or leader will succeed in a business if there is poor synergy regardless of how “right” they may seem otherwise.

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