Whether we’re engaged to find a CFO or a Senior Accountant, our role goes far beyond sending over resumes; we’re here to help with total search management, from start to finish.
Here’s what I say to clients who are deep in the final round but struggling to get consensus from a long list of interviewers and say, “Let’s just see a few more resumes.”
Bringing two/three candidates to the final round does not mean you've only seen two/three candidates.
In many cases, internal recruiters have already been working on the search and have brought several people to the table before we’re even engaged.
Lingering searches don't attract top talent. Prolonged searches send a bad message to potential hires. We’ve heard candidates say, "Oh, I heard of that months ago, why hasn’t it been filled?"
We’re pivoting our search in real time based on feedback from clients on candidates and candidates on their prospective role.
We don’t waste our clients’ time with people less qualified than those progressing to the final round.
"Too many cooks spoil the soup."
It might be internal policy that a certain number of being need to be involved in the vetting process, but I would highly recommend keeping that number to the absolute minimum and to those who truly have veto power.
Everyone has an opinion and, when asked, will give it. But, if they are not the ultimate decision maker, their comments may only serve to muddy the hiring process and cause a strong candidate to slip away.
A tip? Prepare your interviewers.
We recommend that our clients work with every person in the process to understanding/outline what they intend to ask, they will talk about the company and the role (so everyone is on the same page), and what specific feedback you’re looking for. Often, people make it about them, their department, etc. and that can derail the process .
Keeping interest high = easier offer negotiations.
Timing matters. If a candidate feels that you are looking for someone better, their interest will naturally wane, making it more difficult to get them excited about an offer later. I’m sure you've felt this on the other side: if a candidate appears less excited about your role, you're naturally less excited about them.
On the flip side, showing high interest makes negotiations easier. Excitement breeds desire to compromise and builds decisive action.
We recommend conveying to the final round interviewing team that these are the final round candidates and you're looking to decide between them. They’ll approach the interviews with a certain mindset, giving you a sense of the true "pick."
Here’s what I say to clients who are deep in the final round but struggling to get consensus from a long list of interviewers and say, “Let’s just see a few more resumes.”
Bringing two/three candidates to the final round does not mean you've only seen two/three candidates.
In many cases, internal recruiters have already been working on the search and have brought several people to the table before we’re even engaged.
Lingering searches don't attract top talent. Prolonged searches send a bad message to potential hires. We’ve heard candidates say, "Oh, I heard of that months ago, why hasn’t it been filled?"
We’re pivoting our search in real time based on feedback from clients on candidates and candidates on their prospective role.
We don’t waste our clients’ time with people less qualified than those progressing to the final round.
"Too many cooks spoil the soup."
It might be internal policy that a certain number of being need to be involved in the vetting process, but I would highly recommend keeping that number to the absolute minimum and to those who truly have veto power.
Everyone has an opinion and, when asked, will give it. But, if they are not the ultimate decision maker, their comments may only serve to muddy the hiring process and cause a strong candidate to slip away.
A tip? Prepare your interviewers.
We recommend that our clients work with every person in the process to understanding/outline what they intend to ask, they will talk about the company and the role (so everyone is on the same page), and what specific feedback you’re looking for. Often, people make it about them, their department, etc. and that can derail the process .
Keeping interest high = easier offer negotiations.
Timing matters. If a candidate feels that you are looking for someone better, their interest will naturally wane, making it more difficult to get them excited about an offer later. I’m sure you've felt this on the other side: if a candidate appears less excited about your role, you're naturally less excited about them.
On the flip side, showing high interest makes negotiations easier. Excitement breeds desire to compromise and builds decisive action.
We recommend conveying to the final round interviewing team that these are the final round candidates and you're looking to decide between them. They’ll approach the interviews with a certain mindset, giving you a sense of the true "pick."
Brooke Fisher has been helping organizations (big and small) hire and retain top talent for over 20 years, while helping individuals realize their personal and professional goals by ensuring they’re working in their ideal environment. Contact her at: [email protected].
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
|
ANDREWS & COLE
7315 Wisconsin Avenue, 1225W Bethesda, MD 20814 301-327-1774 |