Having Top Executive Search Firms in Chicago to find executive candidates for your company is key to your long-term success. Hire a poor-performing executive and it puts you back a few months if not years, and that’s bad for your team’s morale. Hire a star performer and it can work wonders for your business.
Before you start looking, it’s a good idea to do some homework. First, make a list of key performance indicators (KPIs) with clear deadlines. This is a list that is expected to be completed in the candidate’s job. For example, if you want new recruits to open up the European market for your product, you write, “Open Eastern Europe for Widget x, make it accessible to at least 45% of the population – for 12 months.” The KPI list should be at least two to three years old.
Create a description of the next location. It will explain job content, company perspective, culture, historical performance, candidate experience, desired characteristics, and work style. Add any other factors that can help you effectively position the market. Professional search agencies will also help you refine job descriptions but this is going to be a good start. The combination of KPI lists and job descriptions is probably a better way to explain location than a bullet point list of responsibilities. The KPI list helps candidates to visualize the job more accurately and connect it with their past experience and their future aspirations.
The first step is to search a few search firms on the Internet in places like B2B Marketplace, Yellow Pages, and Google and create a list. Also, ask your business associates for recommendations. It is important to look for companies with expertise in your industry, job location, or geographic area. Share the KPI list and job description with a few companies and see their feedback. Expect some of them to withdraw if they have no candidates or skills to help you.
Once your list is compressed into three or four Top Executive Search Firms in Chicago agencies, it’s time to understand their search process and feel comfortable with the staff. Ask them to provide information about similar full searches.
Ask to speak with the senior counselor and his team. Understand the search process, including search fees, out-of-pocket costs, and other costs, if any. Try to measure their professionalism, character, and personality. Our search consultants are ethical, enthusiastic, professional, and well experienced? Ask yourself if you are looking for a similar position, would you like to talk to these mentors? Many executive search firms have off-limit organizations. If you have a target organization in mind, make sure they are not on their off-limit list.
It is important to ask candidates the right questions to predict their future success. Ask the firm to show its candidate evaluation strategies. Ideally, they should have a numerical rating system to ensure the degree of match with the basic requirements. References are important in the search process and should be checked by the search agency right after the first screen. Also important is the technical background test that confirms academic and works credentials.
Ask about the firm’s success rate. How long have the recruits been in their new positions? You need a candidate who is not only fit for the job description but also a candidate who has been waiting long enough for delivery. Finally, ask the search agency to talk to some satisfied clients.
Choosing the right search agency for your key hiring needs is worth the time and effort. When done right, it will lead to a lasting, mutually beneficial, business relationship.