Hiring is never easy. Hiring for a key executive position is one of the most difficult things you’ll ever do as a leader. “Most decisions a business makes are small.,” says David E. Perry, co-author of Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition and an expert with more than 30 years of experience who’s been dubbed “The Rogue Recruiter” in the press. “A single sale or interaction doesn’t add that much value to a small business, or damage it much if it goes wrong,” he says. “Hiring an executive is different. That can make or break an organization.”
A star employee can catapult your company to new heights by increasing sales, boosting productivity, finding new markets or directions, or creating new innovations, he adds. On the other hand, “a bad hire may mortally wound a small business.”
As if that weren’t challenging enough, in today’s tight labor market, competition for key talent is fierce. This is why large companies with deep pockets pay hefty sums to executive search firms in the hopes of bringing in the kind of talent that can help the company grow. What if you don’t have the cash it takes to hire a great search firm? You can do a lot of the things a search firm would do for you, Perry says. Follow these steps, and you’ll dramatically increase your chances of hiring a winner every single time.
From a reviewer:
“There’s a lot of work involved in hiring the best people. It’s exhausting even to read about it! Fortunately, Hiring Greatness makes the process clear and accessible. You might not want to make the 51 different calls author David Perry to establish contact with one candidate he wanted to land, but that number shows how much commitment you need. Humility and realism also play surprisingly large roles in Hiring Greatness. If you’re like most people, you think you’re a good judge of character, and think you know how to judge talent. Perry and co-author Mark J. Haluska repeatedly show how often people are wrong about things like this. Fortunately, they also explain how to change your research processes so you find what and who you need to, and how to adapt your interview process to eliminate bias and poor judgment. The result is a book that’s highly useful for anyone looking to hire an executive (and useful for anyone interested in HR, business, leadership, or critical thinking).”
The value of a search firm is found in the knowledge, judgment, efficiency and objectivity it can bring to the whole recruiting process. The better firms have a very high success ratio, and will guarantee to work on your project until it is complete. Unbeknownst to most corporate hiring authorities is the fact that most large-scale executive search firms don’t actually have the extensive reach you might think. Before engaging an y search firm ask for their ‘hands-off’ list and check to make sure there’s room enough to service your needs.
A good executive search isn’t just about the hire, but also the long-term value it brings to your organization