Gather and present your candidates with key information on your client’s job opportunity
Posted: Tue Jan 21, 2025 8:32 am
Executive candidates will want to know what sort of projects they will be taking on. Whether they agree with current strategies or not, these projects are what they will be working on (or cutting) if they are hired. Presenting candidates with information on ongoing projects is key for determining their eligibility to manage this work and their interest levels in doing it. To test if an executive candidate is a good fit for your client’s needs, present them with a complete picture of your client’s current projects and business model.
Ongoing Problems:
Every company has problems. Whether it’s a competitor, a stop-gap or an in-explicable philippines phone number library decline in any company KPI, you should brief executive candidates on the challenges they would be facing. You shouldn’t give out any proprietary information, but your candidates should have a clear idea of business challenges they will be up against. This way, only candidates who are undaunted by your client’s challenges make it to the interview chair.
Organizational Politics/Ethics:
Leaders have very specific ideas about ethics and you should give candidates an accurate idea of the political/ethical culture of your client’s executive team. It is always best to know about potential political/ethical deal-breakers up-front, so that time isn’t wasted on presenting your client with a non-starter candidate.
Executive Team Personality
Everyone has their own unique personality and, by extension, so does every team. You should always brief candidates on the personalities of executive team members and the kind of business environment they would be entering.
Executive Team Communication/Negotiation Style:
Some people are excellent public speakers. Others prefer to communicate in the form of long-form writing or even through instant messages. Knowing how your client’s executive team prefers to communicate will be essential for presenting a compatible candidate. Likewise, it will be essential for preparing candidates for communicating and working with the executive team.
Ongoing Problems:
Every company has problems. Whether it’s a competitor, a stop-gap or an in-explicable philippines phone number library decline in any company KPI, you should brief executive candidates on the challenges they would be facing. You shouldn’t give out any proprietary information, but your candidates should have a clear idea of business challenges they will be up against. This way, only candidates who are undaunted by your client’s challenges make it to the interview chair.
Organizational Politics/Ethics:
Leaders have very specific ideas about ethics and you should give candidates an accurate idea of the political/ethical culture of your client’s executive team. It is always best to know about potential political/ethical deal-breakers up-front, so that time isn’t wasted on presenting your client with a non-starter candidate.
Executive Team Personality
Everyone has their own unique personality and, by extension, so does every team. You should always brief candidates on the personalities of executive team members and the kind of business environment they would be entering.
Executive Team Communication/Negotiation Style:
Some people are excellent public speakers. Others prefer to communicate in the form of long-form writing or even through instant messages. Knowing how your client’s executive team prefers to communicate will be essential for presenting a compatible candidate. Likewise, it will be essential for preparing candidates for communicating and working with the executive team.