chief financial officer

[Jane Maria]

When hiring an executive search firms everyone always is targeted on the recruiter's background and experience. While these are important topics lots of people overlook some basic questions that can reveal potential issues. Here are five areas that you ought to explore when selecting which executive search firm is right for the organization.

First, inquire about the way the firm reaches potential applicants. Executive search firms should manage to explain how they attract a diverse but highly qualified applicant pool. Search for firms that mention which they exploit the newest technologic gains in the task search industry enabling them to both broadly advertise your opening cheaply while focusing many the advertising budget on niche markets that are directly linked to the opening. Additionally, executive search firms should be actively identifying and reaching out to passive candidates. However, outreach to passive candidates should extend beyond just mining their internal database. Ask potential executive search firms the way the exploit online databases to achieve applicants. During your conversation feel free to inquire on approximately how many applicants the executive search firm expects for the open position. However, you ought to watch out for executive search firms that focus on just the number facet of the question. Instead, try to find responses that report that the firm is targeted on finding high quality candidates and not as many applicants as possible.

Second, inquire about the way the firm assesses applicants? Be looking for firms that just review resumes and conduct interviews. The executive search process has involved and includes quantitative assessments and extensive reference checks. During your conversation, make sure to ask the way the firm translates interview responses into numerical scores. Examine the firm's to transcend the art of recruitment and translate the search results into scientific and quantitative results. Firms that focus on the science of recruiting produce better short listed candidates because such actions prevent hidden bias.

Third, inquire about the way the firm has integrated technology to their search process. A red flag is a research process that requires applicants to send their materials via email to a recruiter who then prints out the materials and reviews them by hand. Every reputable executive search firm can have applicants apply online, via their job portal, which captures and stores all applicant materials inside their applicant management or tacking system. Firms lacking any integrated system won't manage to handle the amount of applicants that certain usually finds in an effective search. Quality applicants will undoubtedly be overlooked or their materials will undoubtedly be mistakenly chief financial officer. Unrelated to the actual system that the firm may use, the presence of an integral applicant management system also informs the client that the firm has remained up-to-date on changes in the recruiting environment and maintain changes in technology is a good indicator that the firm has maintain other non-technology related changes and advancements.

Fourth, inquire about previous clients. This sounds counterintuitive, but when executive search firms offer you a listing of previous candidates beware. Either, this really is a listing of cherry picked candidates that'll give glowing reviews based on the relationship with the search firm or be prepared to receive never-ending phone calls from future potential clients. Most organizations, prepare to be discreet about their relationship having an executive search firm, as they don't want investors, donors or other interested parties knowing about the look for political or financial reasons. Make sure that executive search firms include a non-disclosure statement inside their contract and that they may never use your organization's name or trademarks inside their marketing to other potential applicants.

Finally, ensure that the executive search firm that you select has an emphasis in your industry. Like if you are a nonprofit organization, it is way better to retain a medium size firm that works only with nonprofit clients over an international firm with a much better brand that mainly works together corporate clients. You will greatly increase the likelihood of finding an excellent candidate for the open position in the event that you work with a firm that's experience in your field. Not only will the recruiter do have more contacts within your industry, she will have the ability to recognize the personality characteristics that are vital for success in your industry.

If you use the above five questions when interviewing executive search firms you won't only find the right firm for the organization but you'll greatly boost your chances of discovering the right candidate for the chief financial officer.