Science in the form of technology, data analysis and AI have impacted almost all areas of the workplace and society. It’s not surprising to find that science has gained a foothold in recruiting–even executive recruiting, which has long been seen as more art than science by most recruiters and companies alike.
A great deal rests on an executive search–choosing an executive will impact the future of the company more than just about any other position, influencing the direction of the company and many of the decisions it makes. How can science help in the executive search process?
Developing Technologies Can Improve Executive Search
Artificial intelligence is beginning to get a foothold in many recruiting processes, including talent sourcing, candidate screening, and interviewing. But AI must be used carefully in executive search, which has so often relied heavily on the human touch rather than technology.
After all, executive candidates know they are few and far between, and have relatively higher importance to companies’ functioning than entry level or middle management candidates. Using AI in the same ways with executive searches as it is beginning to be used in other kinds of recruiting may be insulting to executive candidates if it is not done properly, and with a human element mixed in.
Nevertheless, companies are realizing that AI offers something that the human factor cannot replicate–greater accuracy. So as AI becomes more and more entrenched in recruiting, it will continue to creep into the realm of executive recruiting as well, likely with more subtlety and often behind the scenes.
Some Technologies Now In Use For Executive Search
Online profiles have long since transformed executive search by making information about potential candidates readily available. Prior to online profiles, companies would keep information about their executives very private so they couldn’t be easily poached, but now that information is public, which has forced companies to change their recruiting strategies both to hire new executives and to retain their existing ones.
Another technology now being used for executive search is video interviewing using tools like Skype, which allows more candidates that are based outside the area where the job is located to be interviewed without travel expenses. While in-person interviews for an executive position are preferable, using video can speed up the search process considerably and help to fill executive positions faster, in addition to widening the possibilities for candidates. Video conference interviews can be an excellent tool when used in earlier phases of executive search, with in-person interviews being reserved for candidates who are most likely to be offered the position.
Thrive TRM is a tool that executive search teams can use to streamline the search process, making profiles instantly searchable, comparable and reportable to hiring teams, and augmenting the human touch involved in executive search without replacing it. It is possible to use technology in executive search to improve the process without losing the personal aspects that make it successful. Discover solutions for search firms that can help you integrate the best of science with other best practices of executive search.