There is a lot to gain from hiring one of the top executive search firms in Canada. Here is a list of a few advantages that you can’t ignore at any cost:
Expertise An executive search firm has a well-established network of employed, passive, and busy leaders who are not accustomed to finding new job opportunities through open sources. They rely on their personal network, connections, and referrals. The firms are experts in helping you find the right candidate through this much richer talent pool. Save Time And Money Recruiting and reaching out to top candidates is a time-consuming and strategic effort, something that can be taken up by a search firm with much dexterity. They help streamline the entire search process right from the preparation of a job description and helps you find the right candidate. Only Interview The Best Of The Best Executive search firms take all of the legwork out of recruiting and instead of sorting through and interviewing dozens of candidates, they narrow the candidate pool down to a more manageable number. This includes the best of the best talent thus helping in streamlining the interview process and save time. Quickly Fill Difficult Roles Today’s leadership roles are often tricky to fill as they require a professional with a unique mix of skills. Finding a professional who possesses all of the skills needed for the job and at the same time is a match for company culture is like looking for a needle in the haystack. Executive search firms have the resources and processes in place to find the right potential candidates to fill difficult roles.
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In the present competitive and dynamic talent market, talent issues are business issues. The race to hire qualified executive leadership is fierce and those who do not move fast tend to lag behind in their business. Amidst all the uncertainty and growing complexity, the need for an executive search firm in Canada goes without saying. And it can be overwhelming to find one of the best executive search firms in Canada that caters to your needs and work as a partner in your company helping it find the top talent available in the market.
Choosing the right executive search firm is a critical business decision, the one that can have a long-term impact on the growth of your organization. To help you navigate the top executive search firms, we’ve come up with a Guide to Choosing a Firm. Solutions Available To Your Top Business Challenges - The foremost question you need to ask while skimming through your options for the search firms is whether the firm in question is able to provide solutions to your top business challenges. Always go for a firm that has worked in a similar industry as yours. This would ensure that they have a talent pool of qualified candidates relevant to your industry and thus would speed up the overall search process thus saving you a lot of money in the whole recruitment process. Talent Acquisition Models - Ask for their talent acquisition models. This helps you understand the overall hiring process followed by the search firm. You can actually calibrate on the fact whether a particular firm would be able to blend well with your style of working. This is important from the long term perspective. In-depth Understanding Of Executive Search - Ask a lot of questions and try to understand if the firm in question has an in-depth understanding of executive search. What kind of screening process is followed? What kind of network they have in the market? Would they help you in the onboarding process or not? And so on. All these questions would help you have a deeper understanding of whether the firm is the right fit for your company or not. Point Of Contact - Once you are convinced about a few potential firms, it is now time to dig deeper and identify the people you will be in contact with that is who is going to work with you round the clock in the whole hiring process. Have a chat with a team involved and get to know the people you will be working with. Try to judge if you think they would be able to do justice to your requirements or not before finalizing the firm. The first and the foremost purpose of a job description is to outline what exactly the concerned job entails. This is required in order to ensure that only the people with right and required set of skills and experience apply for the job. The best Executive Search Firms in Canada are elaborating the job descriptions in order to highlight the culture of the company. This won't deter the culturally unfit people from applying from the job, but will attract the culturally fit people to apply more. Here are the ways the top Executive Search Firms in Canada are including details in the various components of a job description. This way the executive recruiter firms give the next employee a glimpse of what cultural values the company holds:
This section brings clarity on what is expected from the potential employee and what cumulative effect the efforts put in by the prospective employee should result in. To add a cultural perspective, aspects such as the goals of the organisation can be included and how this particular job position supports the achievement of those goals. The long term mission of the company and its impact on the society at large can also be shared in this section.
Penning down the required work experience is also a must in the job description. This is required to attract only the ideal and suitable candidates. Here the recruitment firms give the candidates a fair idea of the career strides the candidates can put their hopes on and how the company ensures the career development of the employees.
Apart from the standard job role responsibilities which include the specific tasks the employee will be expected to carry out. This section is expanded to include what a typical workday would be like. The prospective employees are informed well in advance whom they will work with and what will be the collaborative activities. This gives a sense of workplace culture to the employees.
The employee benefits which the company will be offering to the next employee are often included by recruiters in the job description. Benefits such as insurance and retirement savings remain same for every company, it is the unique benefits which only the company in question offers can steal the show. The perks which the company will be offering including stock options or flexible working hours may be included. The act of adding the company's culture in a job description is quite simple, but it ends up catching the eye of the next great employee you can have on board. The first and foremost job of any of the leading executive search firms in Canada is to shortlist candidates put together which are considered to be an optimal fit and goes in line with the needs of the company. The job of the best executive search firms in Canada becomes a lot more difficult when it is about finding a leader for the client organization. Indeed, the question of defining a good leader is not an easy one considering the different types of variables required to act as a leader. That being said, there still exists a few behaviors of the leaders which are unequivocally detrimental and can’t be expected in a leader.
We list few such leadership behaviors which are totally a turn off for the top executive search firms in Canada: Poor Communication This is the worst behavior being displayed by any leader. Such leaders instruct their subordinates to make a particular task their highest priority and later on themselves ask the team to scrap the task completely, just when the team is about to come out with the final outcome of the priority task. Candidates with such behavioral instincts are often avoided by management at the time of shortlisting candidates. Indeed leaders tend to act scattered because their plate is always full with something or the other, but, they should avoid giving conflicting instructions and remain clear in terms of communication. Lack Of Knowledge Sharing Many times leaders are unwilling to share knowledge with the employees for the fear of being sidelined. This leads to knowledge hoarding and also create havoc in employee engagement and performance. The leaders need to understand the fact that they are never in competition with their own employees or team members. Alternatively, pooling of information, resources, insights and experience between the leaders and the employees allow the company as a whole to perform in a better manner. Empowering the staff members with knowledge can help in boosting innovation and decreasing employee absenteeism and turnover. Not Sharing Responsibilities Leaders are required to handle a number of tasks often making then lack the adequate time required for engaging with subordinates and colleagues. Thus shutting others out and overseeing every process personally leads to curtailing of employee’s growth. The leaders should reassign some of their responsibilities to subordinates in relation to the expertise available with the employee or the colleague. Thus sharing the responsibilities with the team not only reduces the workload of the leader but also make the employees learn about working of different modules. Working Hard Vs Working Smart There are certain leaders who believe in working for longer duration and even pass this notion to the employees. Long working hours negatively impacts the employee performance and their attitude towards work and the company as a whole. Leaders need to realize that working hard is not necessarily linked with being productive and successful. Talent issues are business issues. The real way to remain competitive in the market is to have qualified executive leadership that is fierce, broad-minded and is ready to take risks to help grow your company in leaps and bounds. In today’s complexity, business leaders need a trusted team of advisors in order to make decisions with minimum risk and maximum outcome.
In order for you to make your dream time, you can not always rely on the talent from withing and thus have to start looking at the outside sources as well. The best candidates could be across town or across the globe for all you know and a good executive search firm in Canada knows the talent business and their clients’ business well enough to be able to find them the right candidate in less time with minimum risk. And it’s a bonus if you go for one of the top headhunting firms in Canada that is an AESC member in Vancouver. Here is a list of reasons why: High-Quality Firms - One of the advantages of going for an AESC member is that it saves you the overwhelming process of picking a good executive search firm. AESC membership is a mark of a high-quality firm that can deliver the right candidates in less time and minimum risk. These executive firms have an army of experienced professionals working in the related industry and have a well-established network of active and passive candidates. This can help speed up the overall hiring process for you and can play an important role in the screening and negotiating stage. Global Network Of Candidates - AESC members have global platforms and the best candidate you are looking for might be across the globe just waiting for the right opportunity. Having an AESC member to help you with your executive search can open up so many relevant options for you to choose and pick from decreasing the time wasted on screening of the non-relevant profile. The search through a firm becomes more directed and hence would help you find the most relevant candidate in less time. Expertise In The Industry - The executive search team provides the clients with an in-depth expert understanding of executive search that is the services they need, method of operation, streamlining the process, limitations that could affect the search process, who would handle the assignment, and other expectations. In short, you will have access to quality, reputation, and professionalism. These firms play an important role especially when you are looking to fill a new position in the company. The challenge with new positions is that you don’t know what exactly to look for, an area a search firm can help you in with their years of experience in the field and having to fill hundred different vacancies with similar roles and responsibilities. With the demand for top talent, especially for C-suite positions, constantly increasing, the means to find the relevant top talent is getting more and more difficult. As a result, the way companies hire their top talent needs a total revisit in their strategy. One of the biggest mistakes many companies are committing while doing their best executive search firms In Canada search is chasing after the active candidates that is the one who is actively looking for a change in job, thus skewing their options and hence their chances of finding the right fit for their company.
The stakes, in case of an executive position, are even higher as the wrong hire can cost you more than just money putting a dent to your overall brand and increasing the overall turnover rate in your company. Many big companies have been going for the top executive search firms in Canada to carry out their executive search but the fact that the middle age startups and growing companies now need these firms more than ever can’t be ignored at any cost. So a few key takeaways that need to be considered in your talent strategy are as follows: Quality Of Candidates - The quality of candidates that you are interviewing needs to be high and this can’t be compromised on at any cost. The reason behind this is simple. The interviewing process needs time, money and resources and it is always better to identify three good potential candidates and interview them rather than interviewing 15 bad ones and then manage to find the two good ones. The screening needs to be more prudent and the search technique needs a revisit and be more directive. According to surveys, the quality of the candidates is always high from direct sourcing and referrals. Direct Sourcing Works Best - This is where hiring one of the executive search firms in Canada can be of big help as these firms have both experience as well as a well-established network to tap into whenever there is a vacancy comes up. This way, you get more options and with a careful search on the basis of requirements, the potential candidates are easy to find and can be direct contacts rather than them applying for the position. The Interview Process - The whole interview process need to be rethought and restructured. The interview process is a weak link to a lot of companies. A common myth around interviews is that harder the questions, the better the interview. But this is a huge mistake as it can tick your candidates off. Companies need to understand that you need the candidate as much as the candidate needs you. Rather you need the candidate more than he needs you as he has plenty of other options to go to. The interview process needs to be a friendly discussion and a two-way communication wherein you try to strike an understanding with the candidate and see if he/she would be the right fit for the company or not. Making a bad hire is always bad for business but having a bad hire in your C-suite can have disastrous consequences for your organization. It can do irreparable damage and can lead to a huge wastage of time and resources, can adversely impact the overall productivity of the company, and can impact the overall retention rate of the company leading to total chaos in the functioning of the company. Finding a top-performing, qualified, executive is an art, one that needs a lot of expertise, patience and a well-sorted network of individuals, something you can’t afford to have in-house.
When there are such high stakes involved, low-cost alternatives are simply not an option. Hiring one of the best executive search firms in Canada is totally worth the investment especially with the most senior positions in your company. Here is a list of reasons why hiring one of the top executive search firms in Canada is important for you: 1) Access To A High-Quality Network Of Top-Talent If you are not able to find the ideal candidate in your list of referrals and your own personal network, it is time to go for a professional firm that carries the expertise in the industry of your interest. Many search firms have a global network expanding across a variety of industries. In other words, these firms have constant access to a much larger pool of candidates and hence would much likely be able to find the right candidates for your company. 2) Some Positions Are Too Important This for us is one of the most important reasons to invest in a search firm. As discussed in the beginning the consequences of having a bad hire in senior positions could cost you much more than money and therefore it is too important to not risk it by keeping it in-house and trying to have the perfect candidate with limited resources in hand. The top search firms are experts in understanding the rare skills mix that is much-needed for a C-suite position and hence can understand the right fit better and would get you limited options to choose from all of which would be good for your company in the long run. 3) Fill The Knowledge Gap And Gain Better Diversity Things get even more tricky when you don’t have any prior shoe to fill that is the position is newly created and you have expectations from the role but don’t know what exactly to look for in the candidate. A search firm with their knowledge of years in recruitment can not only help you find the right candidate but can also help you bridge the knowledge gap and help you from the start in building the job description, screening the various candidates and helping in making the right hire by keeping a few things in mind. With the prevailing shallow rate of unemployment, hiring fresh graduates for building a standout team of members has become a necessity in Vancouver. However, the process of hiring the recent graduates has its own share of problems. This is because there are a number of issues such as lack of work experience and a longer period of time for attaining full productivity. Also, if we see the statistics, more than 70% of the fresh graduates are seen leaving their first job within a time span of less than two years.
Seeing the competition prevailing in the market for hiring the fresh graduates, it’s the time that the companies put their best foot forward in the form of hiring the top headhunting firms in Canada for the recruitment of the new hires. Mentioned below are some of the best practices which the executive search firms in Canada implement for hiring the fresh graduates in their first job: Building Positive Candidate Experience The headhunting firms believe in building positive candidate experience by targeting the fresh bunch of talent even before they complete their degree course. The companies which are AESC member in Vancouver are often seen arranging internship program with the purpose of motivating exchange of knowledge between the prospective candidates and the client organization. They have their regular presence at the job fairs and thus get valuable face time with the enthusiastic prospective crowd of workers. This way a recruitment pipeline is built without much of an effort. Setting Clear Expectations For The Candidates The new graduates do have certain expectations from the organization they intend to work with. And if such expectations are not satisfied in a timely manner it leads to great dissatisfaction for the candidates at the entry level itself. To avert such situations, the recruitment firms set clearer expectations for the graduates right from the job description to the paycheck. This is done in a careful manner to prevent underselling or overselling of the responsibilities. The expectations can also be clarified by giving the candidates a correct idea of what sort of growth and advancement is possible for the candidate in the concerned organization and what sort of trainings will be provided to reach the desired growth. Specially Formulated Recruitment Messages What may work as a job call for a 43 year old job seeker may not work for a 30 year old job seeker! Leaving their work experience aside, their priorities and values are totally different, thus assuming that they will respond to the same job description using the similar medium is nothing but living in a fool’s paradise. Creating a specifically formulated recruitment message is the need of the hour. The job recruitment message should carry the USPs of the job which are likely to impress the fresh graduates. Likewise, connect with them on the mediums that they use frequently. Running a business is beyond the sheet or profit and loss, beyond the number of projects and the number of employees.
In a company, with every position comes even more responsibilities. With every project comes more expectations. And with more expectations comes even more stress. And in all of this, the creative focus takes a back seat. And we tend to not realize that it hampers nit only our current projects but also take away the potential of having better business chances with the same set or clients. One thing that stays intact and is the most helpful resource is the relationships we build. It takes a lot for a company to hold on those relationships and nurture them with hospitality and disciplined work. And in this, the company or the individual working on it often gets lost in terms of heading to work on it, whereas the required work takes a back seat and its deadlines are met just for the sake of it. This results into decreasing work quality which no company would want to sign up for. Hence, in this world full of multi tasking, the smart way for an organization to be a multi player is by segregating these works with experts who are not your competitors but your cheerleaders. These motivators are in the form of executive search firms in Canada who would take over that bit of work, so that your creative mind and focus on the output of the projects. There are executive coaching in Canada which is done under a dedicated company who look after all your requirements and help you build long lasting projects and relations with the right set of people. There are times when a company hands over a position to an individual which they later regret. And there are occasions when the hired employee is not someone who fits in with the work environment and workflow. And in this, it is the employee who is at a loss as he has not only his money invested in the individual but also invests his time and an exposure to a professional work space which wouldn't be helpful for you in other ways. Hence, there are small bits that are crucial for companies and it is necessary to handle them with perfection because it is them who would also shape the company's growth. Hiring one from the top Executive Search firms in Canada would help you know their experience and also enable you to grasp on the ongoing information around the world. The advantage of having the best of the members on board saves up times and bring together experience from all over which is represented in the craft and work of the company. You believe in making leaders within the company. You have executive coaching in Canada for the same but still time and again, there arises a need to look for talent from outside for the critical roles. For one of the top executive search firms in Canada, it’s not unusual to find a passive candidate for a client for a crucial and critical role in their organization. The executive level posts usually are so critical that they need to be filled by successful people who are actively working in a particular industry. However such candidates are not always actively looking for a job post, therefore, reaching out to them through conventional methods of recruitment is a lost cause.
So what is the difference between a passive and active talent and why is it crucial for you to understand this difference. The reason is when you take the final rounds of interviews, this knowledge about the difference would come in handy. ICF accredited Executive Coaching Firm In Canada An active job seeker is seeking your help to solve their challenge that is their need to find a job. But while pursuing a passive talent, you are actually asking them to solve the challenge you are facing that is helping your company move forward and thrive. This means the expectations need to shift somewhat from both ends. Here are some helpful reminders that can help you carry out a friendly interview while dealing with a passive candidate. It’s A Two Way Street The foremost thing that needs to be kept in mind while hiring a passive talent is that it is a two-way communication round where the candidate has come to understand more about the opportunity. In other words, the passive candidates are equally interviewing the interview panel as much as the interview panel is hiring the passive candidate. Another point to keep in mind is that a passive talent who is currently successful in his post is not there to prove themselves. So having an open, substantive dialog about the challenges you are facing as an organization is a better way to handle the situation. Good passive talent will begin to work on your problem right from the start and that will show in the first interview itself. Ask Intelligent Questions In other words, ask questions that allow the passive candidate to truly demonstrate how they would like to approach a problem. You can cite a problem that you have faced in the past and ask them to elaborate on how they might have approached the problem. This will give a much clearer picture of the candidate’s thought process. Answer The Tough Questions An executive-level passive talent will have thoroughly prepared and done their homework before the interview. They would have a bunch of questions for you too which would not be that simple. To all the questions that are asked, be honest. Discuss the challenges that are related to the post you hiring for. This would show that you are keen on hiring this passive candidate thus giving him nudge to take on this new opportunity. |
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