Why a Professional Recruitment Process wins Top Talent

October 12th 2016 | Posted by phil scott

Why a Professional Recruitment Process wins Top Talent

It’s a commonly regarded fact that we only have seven seconds to make a first impression. This of course, can be theoretically be applied to any area of our lives, with the most comparisons being that of an interview situation.

So, how does this short window of opportunity to impress translate across the entire recruitment process? An involved and multi-layered approach like executive recruitment could been seen as a collection of separate touch points in which to make an impression, and this of course, doesn’t travel one way. As a recruiting employer, candidates will naturally form opinions of your organisation as the process progresses.

First impressions start with the very first contact

Anyone making a move in their career will be seeking reassurance that they’re doing the right thing, and this is never more relevant than when recruiting at the highest level.

Initial conversations are key. Selecting a specialist executive recruitment firm offers reams of benefits from the start of the process and throughout, as they’ll be able to make discreet contact with potential candidates on your behalf, promoting a professional image from the offset.

Once the recruitment drive is underway, it’s essential to keep things moving in a timely manner. Not only can a slow and disjointed recruitment process disengage top talent, it will also have a negative impact on the image of the organisation. To put it bluntly, if the process can’t be conducted smoothly and efficiently, what does this say about the running of the company in general?

Ideally, an executive recruitment search should span roughly around three months, and this general timeframe will be firmly in the minds of top talent. So, by abiding to a sensible timeline hiring companies will keep candidates on board, interested and engaged with the process.

Keep it moving

Unfortunately, in the real world we all know that occasionally things happen outside our control, and this can cause delays at critical points during the search and select process for senior executives, as in any other type of recruitment.

This is where communication comes into play as a key driving factor. If things are being delayed, be as transparent as possible, and keep in touch with interested parties to avoid losing them at this critical point. Without this, time and money can be wasted sourcing great candidates as they walk out of the process.

Ultimately, all communication, whether this is face to face or through a trusted executive recruitment  partner, should be viewed as a window of opportunity to present the organisation in the best light and provide talent with an insight into the culture of the organisation.

With all the right measures in place and with the right support from key staff and recruitment specialists, a smooth, well-thought out recruitment process will provide the best impression of your organisation attracting the most fitting, top talent.