Top Executive Recruiter Reveals Three Unconventional Talent Acquisition Techniques

Top executive recruiter who has helped over 100 companies build their leadership teams says companies may need to avoid existing position descriptions if they want the best hires; make post-interview debriefings more efficient and effective; and be more skeptical than ever of LinkedIn recommendations.

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Tim McIntyre's new Talent Acquisition Strategy tips are free and available for instant download at http://www.theexecutivesearchgroup.com/talent-acquisition-strategy/

Whether they are talkers, doers or both, top-level candidates are no fools. They know when they have nailed an interview. They may be planning already to build on that momentum and push for compensation and benefits beyond what you had in mind.

South Glastonbury, CT (PRWEB) June 1, 2010

The Executive Search Group LLC (formerly Infonet Resources) has published a free tipsheet for CEOs and HR Directors, telling how the firm has succeeded through some unconventional executive search techniques.

Tipsheet author Tim McIntyre has helped over 100 top companies build their teams, over more than two decades.
“In the course of helping companies build their leadership teams, I’ve developed some strong views on what makes or breaks a company’s talent acquisition effort,” says McIntyre.

He contends in the new Talent Acquisition Strategy Tipsheet that there are three things that can make or break executive search efforts.

McIntyre argues that CEOs and HR Directors may need to avoid existing position descriptions if they want the best hires. "There are bad ways and good ways to develop a position description," he writes. "One bad way is to cut and paste from an old description. Another is to ask the Human Resources department to draft something. The results might look good, but they most likely will be superficial and miss the mark."

Companies may need to make post-interview debriefings as or more important than candidate interviews, too. "Whether they are talkers, doers or both, top-level candidates are no fools," says McIntyre. "They know when they have nailed an interview. They may be planning already to build on that momentum and push for compensation and benefits beyond what you had in mind."

Companies should also be skeptical of what McIntyre calls the "middle management mafia" and LinkedIn recommendations. "Comments about the candidate that specify “why” and “how” are the valuable ones; those that consist of declarations and non-specific praise – as is so common on LinkedIn – are relatively worthless," he adds.

"Hidden references are the most useful. A hidden reference is one the HR professional or executive search team takes the initiative to contact, though they are not listed by the candidate as a reference."

The brief includes a page with several additional resources to access for free. While the material is short and easy to grasp, it can save a company from wasting weeks and potentially tens of thousands of dollars as a result of making executive search mistakes.

The tipsheet is free and available for instant download at http://www.theexecutivesearchgroup.com/talent-acquisition-strategy/

About The Executive Search Group LLC

When your company needs a new top-level executive, your company’s own future is on the line. You need an executive search consultant you can trust. Someone who takes the time to understand your company and its culture. Someone who has a vested interest in getting the right person for your executive team.

Since 1988, The Executive Search Group (formerly Infonet) has helped executives at Apple, Bank of America, Dow Jones, Fox, GE, IBM, ING, Johnson & Johnson, Prudential, and dozens of other firms build their leadership teams.

We are the only retained search firm to combine the Hire with CertaintySM guarantee; the option to start with contingency search services; a consistent methodology developed over 25 years; numerous executive recruiting case studies; and direct access to the search firm principal, CEO Tim McIntyre.

Learn more at http://www.TheExecutiveSearchGroup.com or call 860-652-8000.

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