Communication ñ A Vital Ingredient When Recruiting Top Executives

The vast majority of businesses trying to recruit at the moment are each likely to be encountering a similar problem ñ a lack of available talent with suitable level of ability and experience. Indeed, research from the CIPD reveals that almost 80% of businesses struggle to find workers with the requisite skills. (In the north east of Scotland, the market for top talent is especially tight, particularly within the highly competitive oil and gas industry).

Competition for top executives is even fiercer given that the pool of talent is naturally much smaller. Recruiting the very best can therefore be an expensive and lengthy process, and companies should take every step possible to make sure that the resources expended ñ both human and financial - are not wasted says Amanda McCulloch, associate director of leading recruiter Thorpe Molloy Recruitment.

ìOne of the most difficult aspects of recruiting top executives is not piquing an individualís interest in the first place, but rather maintaining any appeal beyond the initial stages of curiosity,î says Amanda.

ìBusinesses need to appreciate that how they conduct themselves during the recruitment process can have a direct impact on their ability to secure the top people. When recruiting, companies are essentially selling themselves. Therefore, they need to approach the process in a similar vein to the way that they would when advertising their services. The candidate needs to be wooed just as a customer would be.î

An emphasis on clear, concise and timely communication should therefore be at the forefront of any recruitment process recommends Amanda.

ìOften the differentiating factor when making a decision is not the remuneration package on offer for instance, but rather the overall impression of the company, much of which is garnered during the stages of contact during recruitment.

ìThis is why engaging with the candidates is so important. Every company will normally embark on a charm offensive when trying to convince their chosen candidate, but businesses should ensure they are welcoming and friendly even before a job offer has been made. Any potential ëtouchpointsí ñ where there is direct or indirect contact with the candidate ñ should be considered carefully.î

Businesses shouldnít keep candidates hanging on either. If they are actively seeking a new job, there is the risk that another company may make them an offer in the meantime. Alternatively, if trying to prise them away from an existing role, any prevarication on the part of the pursuing company may result in the candidate feeling undervalued or unwanted.

ìFinally,î concludes Amanda, ìonce they come on board, business should ensure that they receive a full and thorough induction. First impressions are important, but so are second ones. After securing the ideal executive, the last thing anyone wants to do is chase them out of the door soon after.î

Thorpe Molloy Recruitment is a market leader in Scotland in the provision of recruitment services in accountancy, office personnel, human resources and legal and banking. More about Thorpe Molloy Recruitment can be found at www.thorpemolloy.com or telephone 01224 658865.

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