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With 25 years recruiting executive talent for top firms in real estate and other industries, Chris Hingle is an expert at finding the right candidates for the top jobs. Contact him at 1-800-EXU-FIRM or at www.cfrederick.com

3 Tips for Hiring Executives in a Soft Market

By Chris Hingle

With little more than a job description and an advertisement, any company can set out to find candidates for executive-level positions. While it’s an employer’s market during a downturn, there is no guarantee companies will succeed in attracting quality applicants. In fact, executive searches often require even more planning because top-level candidates – whether employed or not – will be more cautious in making a change. All too often, managers expecting an easy search in a soft market find themselves disappointed by a marginal hire or no hire at all. Regardless of the economy, three simple steps can help hiring managers attract the best talent for executive-level positions:

1. Make the Interview Process More Equitable & Personable

In addition to screening applicants, hiring managers must sell the opportunity to an attractive candidate. Doing so requires an understanding of what motivates an executive beyond pay. Potential hires need to hear how their skills suit a position and the degree to which they can rely on support from upper management. Companies that emphasize common motivating factors stand a better chance of wooing strong talent.

2. Emphasize the Real Benefits & Motivating Factors

While compensation is important, three factors motivate the most qualified candidates: relationships, culture and investing. The best executives look for strong relationships with team members and a company culture that matches their personality. It’s also important to be consistent about job expectations from the beginning and transparent about salary, benefits, and other ways the company plans to invest in the employee.

3. Battle Uncertainty to Attract Solid Candidates

Hiring managers should develop a thoughtfully researched marketing plan and list the qualifications for the position. Outlining the ideal executive profile not only makes it easier to pare down the list of candidates, it also gives them a sense of certainty about the expectations for the job. By conveying how important the company considers the position and emphasizing support from other executives in the company, hiring managers can reduce uncertainty. During the executive interview, managers should emphasize the company’s commitment to progress. Finding the right people for executive jobs can be a challenge in any economy, but the right technique leads companies to the best talent.

(Read more here)

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