Maintaining Momentum During an Executive Search

Posted by Reed Flesher

You’re an executive recruiter, and you’re good at what you do. You have a well-developed talent pool and you have a process for helping your client-employers brand their companies to attract talent, get referrals from a number of different sources, and keep the interview process simple. You have worked with your clients to put together an attractive package of salary and benefits, developed assessments that go beyond the “fake answers” that can come from an interview, and you have even gotten a good response with multiple candidates now in the process of being assessed, interviewed, and evaluated.

So far, so good. But you’re not there yet. This point in the process can be a time that can make or break the success of your recruitment efforts, either bringing the process to a successful and timely conclusion or falling apart and resulting in your having to pick up the scattered pieces of your process and start all over again from the beginning.

Momentum Can Make or Break Executive Search

Once you narrow your search down to a few candidates, several things can happen. The company may complete the interview process, make an offer to their preferred candidate, and have that offer accepted. On the other hand, the process may break down at any of these points and need to start all over again.

Momentum is a key component of recruiting efforts at this critical stage. What you do while you are waiting for the process to play out has a lot to do with ensuring success. There are two main steps executive recruiters can take to shore up their chances of completing the search process successfully. First, recruiters need to remember that “it ain’t over ’till it’s over.” Given the finicky nature of executive search—after all, companies are searching for someone to come in from outside their organization and lead the company into greater success—it is a wise move to continue sourcing candidates even as the interview process unfolds.

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When you continue sourcing candidates, you will have a plan B to fall back on if the company comes back to you—and they do so more often than you would think—and say that none of the candidates you offered suits their needs, or that their offer was rejected by the one candidate they did like.

The second thing recruiters can do is to stay in frequent communication with everyone involved in the search process. Dropping the ball when it comes to ongoing communication is a mistake because when a problem crops up, you will be unaware of it and will have no chance of solving it before it escalates.

Thrive TRM talent management software offers executive recruiters the perfect way to track all members of their talent pool, create instant reports on the status of recruiting efforts, and maintain communication with all parties to an executive search, keeping everyone in the loop. Explore solutions for search firms to find out how Thrive TRM can become an integral part of your executive searches and help you maintain momentum to see the search through to a successful conclusion.

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