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Looking for C-Suite Candidates?
Are you looking to fill an executive role in your company? Then C-suite candidates are certainly on your radar. As you are well aware, finding c-level executives to fortify your ranks is a completely different experience compared to the entry to intermediate level hiring process.
You can expect to put more effort in the search for C-level talent because having more choices ensures you make the best decisions regarding open c-level roles. Finding qualified people for these positions is vital to your company’s future, as they will hold a lot of responsibilities.
So how do you go about finding your next CFO, COO, CTO, and other key players on your leadership team? How do you screen candidates to make sure they have the skill sets and track record that make them qualified applicants?
As experts in the C-suite recruitment space, Corporate Navigators is here to share some key strategies and considerations for locating and attracting top talent to your C-suite. And, if you need support, we can also augment your recruitment strategy so that you don’t have to do any heavy lifting to source a list of qualified candidates.
Step 1: Define Your Needs
Before starting your C-level recruitment search, it’s important to have a clear understanding of the specific skills, experience, and leadership qualities you’re seeking in a C-suite candidate. Whether it’s a new vice president or chief marketing officer, every role has unique functions that are critical to your organization’s growth and success.
The talent void may be obvious, like if your chief technology officer resigns and you need to find someone to fill their role. In other instances, you may need to collect data through internal surveys, conduct talent mapping, or make note of when important needs fall through the cracks. All relevant data can help you understand what your organization needs and how the new executive will contribute to them.
After you know what you’re looking for, your next step should be to identify who would fit your idea of a good candidate. Maybe you need a chief operating officer to provide robust support to your CEO, or perhaps you need a chief financial officer to optimize spend.
At this higher level, it’s not as simple as finding an intern or an entry-level position. Even with a dedicated human resources department, the search for C-level positions usually requires high level research and professional support.
Step 2: Tap into Your Network
To start, you can leverage your professional network, industry contacts, and relationships with board members to identify potential candidates.
In this search for ideal candidates, the more quality results, the better. For instance, referrals from people you already know can lead to high-quality executive position candidates options. Many people in your network may not be actively seeking new opportunities, but they can be open to the right role.
Step 3: Contact Your Candidates
After obtaining a list of qualified candidates, whether it’s from your personal network, an internal department dedicated to hiring, or a recruiting research firm like Corporate Navigators, it’s time to start making phone calls.
If you hired someone like us, then you will have received a list of candidates (and more names as they become available) who have the attributes you requested of a new c-suite executive. Also, if you took the additional time-saving step of utilizing Candidate Development services, you will have an even more refined list.
This is because candidate developers call into the companies to verify the candidate’s position, eligibility, interest, preferences, leadership skills, and explore more in-depth criteria upon your request, such as cultural fit, competencies, and other desired attributes. After this process is complete, you will get a finalized list of people who are interested in going through the interview process.
When searching for top executives, having a verified list like this can optimize your hiring timeline and spend.
Step 4: Hire a Recruiting Research Firm
At the C-suite level, your search will be infinitely easier with the help of professional research. When you define your c-level candidate needs, you can then take this list of criteria and let these expert talent acquisition professionals get to work.
These companies specialize in identifying and recruiting senior-level executives. Professional recruiting research not only accelerates your search timeline, but it gives you the most qualified options to aid your decision-making.
Executive recruiters have extensive resources and skills to find qualified candidates who match your requirements.
Partnering with a reputable firm that streamlines the recruitment process with careful research and advanced candidate screening skills can streamline your search process and increase the likelihood of finding the most candidates for the role you want to fill.
Cost Considerations
While traditional recruiting firms offer research and recruitment in one package, they can be expensive due to their placement fees and commissions. If you want to save some money without sacrificing quality, you can use a company like Corporate Navigators that can identify and screen candidates so all you have to do is talk to pre-qualified and interested candidates.
Corporate Navigators offers flexible hourly plans with no placement fees. We also ensure that we prioritize human-based research, calling into companies to verify information.
Looking for Your Next CEO, CRO, or CSO?
By combining these strategies and tailoring your approach to the specific needs of your organization, you can effectively identify and attract qualified C-suite candidates who will drive your company’s success.
If you need to start an executive search process, look no further than Corporate Navigators. Our team of experienced researchers and recruiters go beyond publicly available information and what’s visible on social media to provide in-depth data that’s guaranteed to be accurate on the day of delivery.
