A company’s Chief Executive Officer (CEO) develops and communicates vision and strategy that steers forward a company. They are in charge of creating a warm atmosphere for employees, investors and other stakeholders interested in partnering with a company. They also set standards for ethical behaviour within the company. Professional, highly trained and experienced CEOS are few out there and most of them are settled and gratified with their current companies. To snatch such CEOs to your company means a lot of energy and effort and that’s where CEO headhunters come in.
Of course, choosing to work with a CEO headhunter comes with a cost but rest assured that you will get the best manager out there for your company. A company’s resources such as time and money may be lost if departmental managers are given the mandate to search for a quality and a promising candidate. Any CEO job calls for an individual with hands-on capabilities and understanding to provide leadership to the company as well as commitment to ethical conduct. Prospective executive officers must have the ability to attract, lead and retain talent across all management levels.
It’s imperative to choose a CEO executive recruitment company if you want to get that prolific CEO who is an excellent communicator with the ability to engage and motivate people both inside and outside of the company. Below are some of the benefits a company can enjoy if they choose to hire their CEOs through professional recruiters. The content is just a brief summary of what we discovered at on the Stone Executive website http://www.stoneexecutive.co.uk/industries-and-functions/function/board-and-ceo-recruitment as well as http://emerald-technology.com/ and http://steadfastfinances.com/blog/2009/08/26/10-benefits-of-using-a-headhunterrecruiter/.
1. They Define The Job Description Best – With their excellent knowledge of the job market, CEO executive recruiters know how to refine and tune that CEO job for it to be attractive. They know what is available out there and they can give you an insight of the talent available and the hassle involved to grasp that talent. Why mess with what can make a company a success or failure? Recruiters know how to describe and advertise a managerial position to pull qualified candidates from all over the world.
2. CEO Headhunters are Far Much Ahead in Information – Most recruiters have access to thousands of companies’ contacts and their roles that is not publicly available. They know the best performing CEOs and even departmental managers who are future CEO prospects. The best thing with executive job recruiters is that they don’t have to make that position public, they can just get in touch secretly with various prospects.
CEO prospects are briefed with the job description as well as why a company is the best firm they can ever work with. This means that recruiters have a wide selection of potential candidates to choose from. Recruiters have that personal touch and lure, which your company's human resource department may be lacking.
3. The Recruitment Process is Kept Discreet – There are uncountable number of job boards where we often see an influx of advertised executive jobs. If the company needs to make the recruitment of a new CEO boss discreet, the surest way is by using a headhunter. Multinational companies and other big firms often choose to keep information of such recruitments within the company. In fact, the prospect CEO to be recruited will create a rapport with the headhunters. This will enable the company to bring in qualified staff continuously without having to struggle. The best thing with CEO executive recruiters is that they always work on contingent basis.
4. CEO Headhunters including Stone Executive Speeds up the Job Fill – The real costs of carrying out the entire recruitment process as firm can be enormous. Many studies attest that in most companies an employee generates up to 5 times their annual salary value. If you leave a vacant position (especially that of a top managerial position) open for significant amount of time, you can imagine the amount of money the company will lose. Headhunters focus on the likelihood of getting a “Yes” when the offer is made.
5. They know where and how to look for Talent – 80% of potential chief executive officers are passive and they are not active job seekers. A recruiter’s networking is a plus when it comes to finding these people. They have tools, subscriptions and a network that is up the par. Besides that, headhunters have the capacity and tactics to lure unprecedented talent to a firm. They can give you real expert understanding on the matter at hand. With this, you can know beforehand the type and the value of CEO your company may get.
6. They Save Time and Company’s Resources – The search of a top exec in a company distracts managers and leaders, diverting their attention from actual work. This can cost a company more money than if they were to hire a headhunter. If you calculate the value of these leaders in your company per hour, then you will realise that, searching for employees should be an outsourced task. Recruiters will not only offer you a pool of qualified candidates but they will also perform the all process in a timely manner.
Most CEO executive recruiters such as http://www.stoneexecutive.co.uk use a thorough and consistent approach outlined below when bringing the right candidate on board.
· The candidate’s interest – Recruiters first examine if the role offered suits the interests of a candidate. Headhunters ensures that the candidate to be selected can go beyond what is required and even make personal sacrifices to ensure that the company grasps an opportunity.
· Competence – They will look on the experience and educational background as well as other critical skills needed to excel in the job. A corporate CEO should be able to set a strategic direction while exercising proper fiduciary responsibility. Recruiters analyse critically to see if a candidate has emotional intelligence that enables him or her to read situations accurately. Adaptive candidates who are able to create a robust base support before a major change are normally considered for these positions.
· The candidate’s commitment to stay – Recruiters will examine if the candidate is willing to commit himself or herself to the company long enough to contribute to a lasting value. If relocation is required, will he or she be comfortable to move?
· The candidate’s weaknesses – Candidates are screened properly to determine their flaws. Anyway, no one is perfect, but should a candidate have a weakness that can be detrimental to a company, he or she won’t be considered for the position.
For further information, you can check on these sites: http://emerald-technology.com/five-reasons-work-headhunter/, http://steadfastfinances.com/blog/2009/08/26/10-benefits-of-using-a-headhunterrecruiter/http://iveybusinessjournal.com/publication/recruiting-your-next-ceo-practical-advice-for-canadian-boards/ and of course http://www.stoneexecutive.co.uk/industries-and-functions/function/board-and-ceo-recruitment.
Of course, choosing to work with a CEO headhunter comes with a cost but rest assured that you will get the best manager out there for your company. A company’s resources such as time and money may be lost if departmental managers are given the mandate to search for a quality and a promising candidate. Any CEO job calls for an individual with hands-on capabilities and understanding to provide leadership to the company as well as commitment to ethical conduct. Prospective executive officers must have the ability to attract, lead and retain talent across all management levels.
It’s imperative to choose a CEO executive recruitment company if you want to get that prolific CEO who is an excellent communicator with the ability to engage and motivate people both inside and outside of the company. Below are some of the benefits a company can enjoy if they choose to hire their CEOs through professional recruiters. The content is just a brief summary of what we discovered at on the Stone Executive website http://www.stoneexecutive.co.uk/industries-and-functions/function/board-and-ceo-recruitment as well as http://emerald-technology.com/ and http://steadfastfinances.com/blog/2009/08/26/10-benefits-of-using-a-headhunterrecruiter/.
1. They Define The Job Description Best – With their excellent knowledge of the job market, CEO executive recruiters know how to refine and tune that CEO job for it to be attractive. They know what is available out there and they can give you an insight of the talent available and the hassle involved to grasp that talent. Why mess with what can make a company a success or failure? Recruiters know how to describe and advertise a managerial position to pull qualified candidates from all over the world.
2. CEO Headhunters are Far Much Ahead in Information – Most recruiters have access to thousands of companies’ contacts and their roles that is not publicly available. They know the best performing CEOs and even departmental managers who are future CEO prospects. The best thing with executive job recruiters is that they don’t have to make that position public, they can just get in touch secretly with various prospects.
CEO prospects are briefed with the job description as well as why a company is the best firm they can ever work with. This means that recruiters have a wide selection of potential candidates to choose from. Recruiters have that personal touch and lure, which your company's human resource department may be lacking.
3. The Recruitment Process is Kept Discreet – There are uncountable number of job boards where we often see an influx of advertised executive jobs. If the company needs to make the recruitment of a new CEO boss discreet, the surest way is by using a headhunter. Multinational companies and other big firms often choose to keep information of such recruitments within the company. In fact, the prospect CEO to be recruited will create a rapport with the headhunters. This will enable the company to bring in qualified staff continuously without having to struggle. The best thing with CEO executive recruiters is that they always work on contingent basis.
4. CEO Headhunters including Stone Executive Speeds up the Job Fill – The real costs of carrying out the entire recruitment process as firm can be enormous. Many studies attest that in most companies an employee generates up to 5 times their annual salary value. If you leave a vacant position (especially that of a top managerial position) open for significant amount of time, you can imagine the amount of money the company will lose. Headhunters focus on the likelihood of getting a “Yes” when the offer is made.
5. They know where and how to look for Talent – 80% of potential chief executive officers are passive and they are not active job seekers. A recruiter’s networking is a plus when it comes to finding these people. They have tools, subscriptions and a network that is up the par. Besides that, headhunters have the capacity and tactics to lure unprecedented talent to a firm. They can give you real expert understanding on the matter at hand. With this, you can know beforehand the type and the value of CEO your company may get.
6. They Save Time and Company’s Resources – The search of a top exec in a company distracts managers and leaders, diverting their attention from actual work. This can cost a company more money than if they were to hire a headhunter. If you calculate the value of these leaders in your company per hour, then you will realise that, searching for employees should be an outsourced task. Recruiters will not only offer you a pool of qualified candidates but they will also perform the all process in a timely manner.
Most CEO executive recruiters such as http://www.stoneexecutive.co.uk use a thorough and consistent approach outlined below when bringing the right candidate on board.
· The candidate’s interest – Recruiters first examine if the role offered suits the interests of a candidate. Headhunters ensures that the candidate to be selected can go beyond what is required and even make personal sacrifices to ensure that the company grasps an opportunity.
· Competence – They will look on the experience and educational background as well as other critical skills needed to excel in the job. A corporate CEO should be able to set a strategic direction while exercising proper fiduciary responsibility. Recruiters analyse critically to see if a candidate has emotional intelligence that enables him or her to read situations accurately. Adaptive candidates who are able to create a robust base support before a major change are normally considered for these positions.
· The candidate’s commitment to stay – Recruiters will examine if the candidate is willing to commit himself or herself to the company long enough to contribute to a lasting value. If relocation is required, will he or she be comfortable to move?
· The candidate’s weaknesses – Candidates are screened properly to determine their flaws. Anyway, no one is perfect, but should a candidate have a weakness that can be detrimental to a company, he or she won’t be considered for the position.
For further information, you can check on these sites: http://emerald-technology.com/five-reasons-work-headhunter/, http://steadfastfinances.com/blog/2009/08/26/10-benefits-of-using-a-headhunterrecruiter/http://iveybusinessjournal.com/publication/recruiting-your-next-ceo-practical-advice-for-canadian-boards/ and of course http://www.stoneexecutive.co.uk/industries-and-functions/function/board-and-ceo-recruitment.