What investment is needed in executive search to reap your sought ROI?

If you have established a Purpose, a Vision and a set of Values to provide clarity on where you are taking your business, then you next need to develop a winning team to deliver it. Sounds easy?

Whether or not the roles you need to recruit are new or replacement, the investment you make into aligning the positions with your Purpose, Vision and Values is absolutely key to the success you will enjoy, or not! I don’t mean the money you put into the recruitment process nor the remuneration package you decide to offer. Instead, by investment I mean the reflection time you put aside to really think about what type of person and the experience you need to integrate successfully into your culture and ultimately deliver the objectives you have established for the role.

It is too easy to focus on other priorities in your business and just give recruitment a go. But it is a dangerous game and could cost you dearly. I am a real believer that you reap what you sow and preparation really will prevent poor performance or, in this case, an outcome.

When supporting our clients at the outset of an Executive Search project, Collingwood’s Consultants divide the investment of time into 4 key areas;

  • Employer Brand
  • Job Description
  • Candidate Profile
  • Remuneration Package

1. Employer Brand

Recruitment is a competitive market place, the economy is growing and high calibre talent are again focused on achieving their career ambitions. They are in demand and there is an exciting landscape of organisations with fantastic employer brands waiting to entice them.

What do I mean by Employer Brand? Candidates need to hear your story. They need to understand what makes your business tick, your culture, what it is like to work there. They need to understand the Vision you have for your business, what the journey will involve and how can they help you achieve success. Very few only want a job to go to these days and more and more really want to buy into a company Vision.

I met a renowned SME food manufacturer last month and asked the Managing Director what the Vision for the company is. He stumbled before replying that they want to sell more of their products through food service. This really isn’t a vision and is very unlikely to woo any high calibre talent. Do you think this Vision would entice the very best talent currently employed by his competitors?