How to Prevent Executives from Dropping Out During the Hiring Process?
Bristol Associates, Inc. - Executive Search
Excellence in Recruiting Executives Nationwide Since 1967
It isn’t an executive’s first rodeo when it comes to the hiring process. With this level of experience comes certain expectations of how they should be treated by employers. Executive-level folks will likely pass on an opportunity if there is a misstep along the way. To avoid this from happening to your organization, take these tips into consideration to ensure your candidates have a smooth, positive experience.??
Tip #1: Don’t leave good candidates waiting.??
Employers are understandably cautious when recruiting for a high-level position. They often want to move slowly through the process to make sure everyone involved is on board with the hiring decision. However, being too careful can be detrimental.
Over the years, we have witnessed many clients fall into the trap of stalling after we presented an amazing candidate because of the “what-ifs” of finding someone even better. And when they finally decided to go with the original professional submitted, the applicant had already moved on from the opportunity. Their potentially better executive was a pipe dream, and they lost the amazing candidate to boot.
Employers should move swiftly and make offers to good people. If a hiring authority has met an applicant that they’re confident in and excited about, they should consistently communicate with them and keep the process moving. Try to have a small but mighty hiring team so not too many people will have to weigh in on the decision. Not many executives will sit around waiting.???
Tip #2: Find value in filling the role.??
We spoke with a company that had a low salary range for an executive job opening. When we asked if they were flexible with the compensation to meet the current market, they countered that the job wasn’t that hard. That type of mentality is a red flag, especially when it’s the primary reason to justify low compensation. We understand all companies have budgets to keep and targets to hit, but if a client is seeing a particular high-level role in that light, the likelihood of finding someone qualified who would accept that salary range is slim.
Regardless if an organization has an internal recruiting team or partners with a third-party search firm to help with sourcing and screening, it will inevitably be a challenge to fill a position if the hiring authority does not value the role they are trying to fill. If there is no wiggle room for the salary range, reevaluate the job qualifications and responsibilities. Consider lowering the position title so that the compensation aligns with the average market value.??
Tip #3: Humanize the candidate experience.??
While AI and automation are on the rise, candidates still prefer to interact with humans during the hiring process. One employer we worked with relied on a video application for candidates to record and submit their interview answers on their own time. The hiring manager refused to conduct phone calls when candidates requested to meet with someone from their company. Most of the executives declined to move forward as a result. This proves that while efficiency is important, employers must also give candidates a chance to connect with an actual human from the team, and not solely rely on technology and a third-party recruiter as the bridge.???
Tip #4: Reevaluate the hiring process from start to finish.??
The hiring process reflects the company. Seasoned jobseekers who have been hiring authorities in their careers also have a better grasp of what it takes to get new hires on board based on their experiences. If executive candidates witness the hiring process taking too long or not being managed properly, they will question if that is a small glimpse of what they may have to deal with working for that company in the future. This usually reduces the applicant’s enthusiasm for the opportunity, leaving them to wonder if the company’s struggle with employment is indicative of how the organization will operate in other aspects of the business. Executives are looking for an improvement in processes and culture, rather than hopping from one dysfunctional system to another.
If a company is primarily handling hiring in-house, they should reassess their process to make it more streamlined for applicants. When a jobseeker is interested in filling out an online application, do they need to sign up and create an account? Do they have to submit a resume as well as fill out the same information in separate fields, making the experience painfully redundant? Are they able to find more information about the company’s culture, values, and benefits on the career page?
Our executive search firm typically recommends clients limit the interview process to four rounds maximum. When employers unnecessarily extend it more than that, our experience has been that executives lose interest and drop out or take another offer. It makes candidates feel that the client is still unsure about them and their value that they would bring to the role.
The bottom line is that in many of our experiences, employers really do want to hire. But it is tough to obtain a new employee if the candidate experience is unintentionally sabotaged along the way. If hiring challenges are commonplace, organizations need to put in the work to improve their process. Don’t just say you have a positive workplace culture that truly cares about its employees – prove it to your future new hires during the recruitment process.???
As Published in?Gaming & Leisure Summer 2024 Edition
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Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. We specialize in recruiting for companies in the Casino Gaming; CBD; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant and Foodservice; and Travel, Tourism, and Attraction industries. Apart from executive recruiting, our team also offers salary survey services for organizations nationwide to ensure that they remain a competitive employer in today’s dynamic job market.