A specialized job designed to choose and hire an individual who will take on a senior leadership position for a specific organization. These searches normally bypass usual recruitment strategies and tactics such as Internet postings and classified advertisements. The majority of the time, organizations choose to have these searches performed by agencies.
In general and under normal conditions, it is the job of the HR department to hire someone when there is a job vacancy. However, many think that it is not right for the HR department to be greatly involved when it comes to hiring an executive. The reason behind this is the individual may eventually make decisions about this specific department. It cannot be denied that the kinds of qualifications the HR department are looking for during the recruitment of mid-level managers and production workers are usually very different from those they should look for in a senior leader. These are some of the reasons why a lot of organizations performing these searches prefer to get the services of specialized education executive search firms.
These agencies are of two types. Those that run based on retention and those that run based on contingency. The first type get a part of their fees during the process, but at periodic intervals. Prior to the selection of a decision maker, they may already get their entire fee. The second type on the contrary can only get their fees if a candidate has already been employed. They frequently have exclusive contracts. The meaning of this is these agencies are in no competition with others.
The maintained as well as established connections with senior leaders they are working with to know which ones have the potential for current openings paved the way for their success. All senior leaders are contacted by such agencies especially if there is a particular job that needs to be assumed. In fact, they will find their candidates regardless of where these candidates are located.
The agencies frequently stay focused on the decision makers who are currently employed. A decision maker that is worth hiring should not be unemployed. The ordinary employment agencies are different from these ones because the aim of the latter is to locate decision makers to match vacancies and not to locate openings for them.
The interview process has similarities and differences from the usual process especially when candidates have already been identified. These agencies do verify that the candidate has the skills needed to do the job. They do not evaluate the skills of the senior leader like those of department heads or production workers.
The individuals qualified for senior leadership position are usually interviewed in different settings more than once. One interview might involve the entire senior leadership team, while another might take place with the CEO or other senior exectuive of the organization.
The candidates need to meet the entire board of directors formally if this is preferred by the organization. Even if it is the job of these agencies to look for candidates, the final hiring decision is still the responsibility of the organization's board. The agencies will go on searching if there is no acceptable candidate.
In general and under normal conditions, it is the job of the HR department to hire someone when there is a job vacancy. However, many think that it is not right for the HR department to be greatly involved when it comes to hiring an executive. The reason behind this is the individual may eventually make decisions about this specific department. It cannot be denied that the kinds of qualifications the HR department are looking for during the recruitment of mid-level managers and production workers are usually very different from those they should look for in a senior leader. These are some of the reasons why a lot of organizations performing these searches prefer to get the services of specialized education executive search firms.
These agencies are of two types. Those that run based on retention and those that run based on contingency. The first type get a part of their fees during the process, but at periodic intervals. Prior to the selection of a decision maker, they may already get their entire fee. The second type on the contrary can only get their fees if a candidate has already been employed. They frequently have exclusive contracts. The meaning of this is these agencies are in no competition with others.
The maintained as well as established connections with senior leaders they are working with to know which ones have the potential for current openings paved the way for their success. All senior leaders are contacted by such agencies especially if there is a particular job that needs to be assumed. In fact, they will find their candidates regardless of where these candidates are located.
The agencies frequently stay focused on the decision makers who are currently employed. A decision maker that is worth hiring should not be unemployed. The ordinary employment agencies are different from these ones because the aim of the latter is to locate decision makers to match vacancies and not to locate openings for them.
The interview process has similarities and differences from the usual process especially when candidates have already been identified. These agencies do verify that the candidate has the skills needed to do the job. They do not evaluate the skills of the senior leader like those of department heads or production workers.
The individuals qualified for senior leadership position are usually interviewed in different settings more than once. One interview might involve the entire senior leadership team, while another might take place with the CEO or other senior exectuive of the organization.
The candidates need to meet the entire board of directors formally if this is preferred by the organization. Even if it is the job of these agencies to look for candidates, the final hiring decision is still the responsibility of the organization's board. The agencies will go on searching if there is no acceptable candidate.
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