Several times a year someone asks how recruiting CEO’s, VP’s
or other high ranking candidates is different from recruiting
rising-through-the-ranks candidates. There is no difference. Follow the recruiting process. A candidate is a candidate. A great recruiter must interview any
candidate to determine qualifications, temperament, leadership qualities,
management style, and competence.
When recruiting senior level managers, business owners, and
entrepreneurs it’s important to prepare carefully as any fee related to these
positions typically is substantial. What’s going on in the industry? What kind
of reputation does the candidate have within their respected industry? What are
some of their accomplishments and what was the business climate during their
tenure?
Talk to them as a peer. Ask direct questions. Leaders are
used to thinking on many levels. They often make decisions quickly and have
visionary minds. They’ve been in their share of fights and know how to strategize
and compromise. Talk to them about their key motivators. “In order to make a
move and feel like you’re moving forward in your life and career, what would
have to be in place?” Ask the same questions all candidates should be asked.
Many of these people enjoy new challenges and they must
define what that means to them. I read an article in which the author had interviewed
Meg Whitman, the CEO who helped grow EBay into an 8 billion dollar a year
empire. Whitman said she took calls from headhunters all the time. She wanted
to keep up with industry gossip and opportunities. She was receptive to
considering new possibilities. Meg is not alone.
There are differences in people who like to build companies
vs. manage them. If you’re a recruiter who is not familiar with risk taking
mentalities, get to know some business owners and CEO’s. They put fewer
limitations on themselves and what they can accomplish. When recruiting
engineers, accountants, or software sales reps, there are industry terms one
uses. A recruiter does not need to be an engineer to ask if someone has a ME or
EE degree.
We recruiters can quickly learn the relevant questions to
ask in any search. We learn how to identify weak, sound, and great candidates.
We must be able to discern the answers to the central questions every search
requires: Does the candidate have the skill sets and ability to do the job?
Will they fit into the company culture?
Never be intimidated by someone’s title. There are jerks and
frauds at every level of business and life. Everyone has worked with
incompetent managers who somehow pushed or connived their way into a position
they don’t deserve and cannot handle. As recruiters we must see through the
veil of posturing and propaganda. As we’ve done hundreds of times before, we
must delicately perceive and sort out the details to ultimately find the right
candidate, whether they are a CEO, VP, or Princess, who can deliver the
performance our client requires.
by Kimberly Schenk, Executive Recruiter (20 years), Recruiting Coach (7 years), Author
