How can you manage executive candidate expectations?

-Open Communication -Realistic Job Preview -Honesty About Challenges -Cultural Fit Assessment -Clarity on Performance Metrics -Two-Way Communication

Dealing with high-ranking candidates could be very stressful. Communicating clearly and precisely and providing spaces for both parties are crucial in this process. In our world, messaging apps are very easy to fall for, and we mistakenly use them for official communication sometimes, which leads to a major withdrawal for most executive candidates. Writing emails, letters, or even faxes might seem a little mainstream, but considering it an official channel to close the deal, it will protect both parties from miscommunicating the components.

Outline the process from the start. Give them context as to what expectations are, how many steps, who they will have to meet, when they'd like someone to start, etc. Things can change mid-process - we know that. But at least every is on the same page to begin with.

I have noticed in my career, that for me to give the best candidate experience, I have to keep in contact with them through all the stages. In the past, I'd get the candidate prepared for an interview, and then it was like out of sight out of mind. When I did that, I saw increase in drop off rates. I have now learned my lesson. The role of a recruiter is not just about filling the role, its about being an advocate for the candidate, and in order to do that, I wish them good luck before interviews, follow up and ask how it went.

Communicate clearly and frequently Communication is key to building trust and rapport with executive candidates. You need to communicate clearly and frequently about the status of the recruitment process, the next steps, the timeline, and any potential challenges or delays. You also need to communicate your client's value proposition, culture, vision, and expectations, as well as the candidate's fit, strengths, and areas of improvement. Use multiple channels, such as phone, email, video, and face-to-face meetings, to maintain a personal and professional connection with the candidate.

Do not underestimate the importance of understanding “total package!!” Having a conversation about basic salary is not enough. You really need to understand - base - bonus and how it performed over last few years - benefits - pension - holidays - flexibility - what are the key drivers for the candidate and the non negotiables? - why are they leaving in the first place? - if there’s a relo involved; family situation is important to understand And finally Don’t be afraid to be clear to the candidate if something is a non starter. This will save them, the company and you a whole bunch of time in the long run.

Start by setting realistic expectations from the outset. This includes being clear about the role, responsibilities, the company culture, and growth opportunities. Provide detailed information about the recruitment process, including timelines, interview stages, and decision-making criteria. Maintain open and consistent communication throughout the recruitment process. Executives often have tight schedules and appreciate timely updates and feedback. Regular check-ins, even if there's no new information, can keep candidates engaged and demonstrate your respect for their time.

I like to get a full comp history including what was promised the last year or two and what was paid. I am open about what my comp package will look like and what the history has been regarding bonus payment (timing and percentage). Varying industries have vast standards. I coach my candidate on the marketplace if they are way overestimating or underestimating their worth. I advise on pros and cons of company and that department. I also ask them to advise me of their pros and cons. This usually works very well with senior executives.

Timely, constructive feedback is instrumental in executive recruitment. Candidly discuss interview and assessment performance to spotlight strengths and growth areas. Seek the candidate's input to understand their experience and concerns. Feedback fosters improvement, demonstrates value, and sets aligned expectations. Thoughtful feedback propels candidates and recruiting success.

Also show respect for the candidate's time and commitment. Be on time to agreed appointments. Communicate regularly and keep promised deadlines. Communicate if something changes. Respect goes both ways, so if you show it always and sincerely, the candidate will respond in kind.

Small, yet effective methods to >>show appreciation and recognition<< 1. Always ask the candidate for detailed feedback after EACH interview helps tremendously 2. If they have LinkedIn profile - spend 2 minutes to endorse at least 2-3 skills of the candidate 3. Drop them a short message on their birthday :D

it's easy to overlook the simple gestures that underscore the value of a candidate. Recognizing a candidate's expertise and time not only demonstrates respect but also cultivates a deeper connection. It's about more than just courting talent; it's about valuing them as unique contributors. Every "thank you" and acknowledgment can turn a transactional interaction into a relational one. Beyond boosting a candidate's confidence, consistent appreciation fosters trust and turning potential leaders into dedicated stakeholders in the organization's future.

Showing appreciation starts with a non-automated email or even phone call. An automated email after interviewing multiple rounds is a slap in the face. Candidates just want transparent feedback, and recognition that they did well. Part of our job is to keep their morale high despite not getting the job.

Incorporate regular feedback loops into the recruitment process. This entails not just giving feedback to the candidate but also soliciting it from them. After key stages in the process, seek the candidate's perspective on how things are progressing, what could be improved, and their current sentiments about the role. This two-way channel of consistent feedback not only solidifies trust but also allows you to swiftly adjust your approach, ensuring that both parties remain aligned and satisfied. Such proactive feedback mechanisms exemplify a genuine commitment to the candidate's experience and continuous improvement in the recruitment process.

By far the most simple and most lacking piece in an interview process in 2023 (per candidate feedback). All it is: simple, personalized communication. Most prefer a phone call, but others are open to a personalized email. It shows your professionalism, and most candidates will want to work with you in the future.

Nothing makes candidates more upset than the lack of detailed feedback... As much as possible, it is in both parties' best interest, to be updated on each step of the screening/interviewing/hiring process. It may not be easy to follow up frequently when you work with a large volume of candidates. But it will be beneficial in the end!

Be transparent about compensation and benefits early in the process. Misaligned expectations in this area can lead to disappointment or disengagement. Discussing compensation expectations upfront can ensure both parties are on the same page. Provide personalized attention. Executives often expect a higher level of engagement and care in the recruitment process. Tailor your communications and interactions to reflect their experience and status. Prepare them for interviews and meetings with key stakeholders. Providing background information, company challenges, and potential discussion points can help candidates feel more prepared and valued.

Beyond communication and feedback, executive recruiting demands resilience, creativity and flexibility. You may encounter unexpected challenges like counteroffers or last-minute changes. Adaptability is key. Think outside the box to overcome obstacles while protecting trust with clients and candidates. Navigating unpredictability is part of the journey to the perfect placement.

One thing I come to understand about executive candidates is that they value networking more than the opportunity itself. This is because they tend to be more long term in their vision, and building a robust economic pipeline is top of mind. If you can demonstrate your thought leadership and sharing of industry insights, this will help to manage the relationship forward. They also place a high premium on their time, so being transparent about key details of the opportunity is paramount. If it is not going to work out at all due to a budget or scope mismatch, demonstrate your competency and decisiveness by communicating that clearly during the call.