HireDomain - Clients

Talent Profile
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2. Candidate Appeal / Marketability
This element is extremely important. Now, you know what kind of talent your company is looking for, and you might take it for granted that they know how great your company is. But—do you know what criteria top talent are using to make career decisions? And do you have a strategy for telling a compelling story about your company and its opportunity built around these criteria?

Many companies focus so much on themselves—what they need, how great they are, etc. that they do not even begin to have the awareness necessary to know how to compete successfully for top talent. They are far too concerned with what they are looking for and not concerned enough with what top talent are looking for.

Effectively competing for top talent is what will take your company into its most profitable future. So, we look for companies that understand the importance of their marketability on every level, from formulating an effective message to making sure their people articulate it with passion and consistency internally. Marketability includes details about the company, the hiring manager, the position, career-path, culture. And it doesn’t all have to be positive. Many a talented individual has chosen a company facing serious difficulties because they were motivated by the challenge, appreciated the honesty of the company’s leadership, and were flattered to be seen as a significant part of the solution. To get at important issues we ask questions like, “What’s unique about your company, its leadership, its products, its markets, its opportunities, its challenges, its culture, its people? How can someone make a difference here?” We recommend thoughtful consideration of the answers to such questions as well as an appreciation for their importance.

3. Engaged Hiring Authority
The hiring authority must have the ability to inspire others. He or she must be interested in and committed to the outcome of the search and actively involved in the search process. He or she must be someone with respected experience and credentials, must be perceived as having credibility, and must be perceived as a desirable mentor. This element of the search process is also very important.

4. Efficacious Decision-Making
A decision-making process with a designated decision-maker who has a well-defined decision-making process and who takes accountability making sure that decisions are made according to a predetermined timeline, we have found, assures companies of a higher capture rate than their competitors. Poor decision-making processes cost companies dearly when top candidates either lose interest or go to the competition.

5. Commitment to Hiring Process
The client must be committed to collaboration on a search plan that holds all parties accountable for search outcomes. The search plan will specify target dates for, among other things, candidate selection and interviews, and will also set forth a schedule and process governing decision-making.

Clients who are serious about solving business issues through recruitment of top talent (essential and executive) are willing to put a priority on having an organized hiring process. Such clients enjoy a higher capture rate because candidates respond very well to being engaged in a process that is well defined and reliable. It helps candidates know what to expect so they can plan ahead and it makes them feel that they and their time are valued—and that’s a great reflection on your company’s culture!

6. Collaboration / Trust
A successful search is characterized by a close business relationship existing between the search firm and the client. The search firm must be worthy to be trusted with any business information that is pertinent to the search effort. In addition, the client must respect the expertise of the search firm and show deference to their professional advisement on all matters relevant to the search.

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