Strong nonprofits are built on a number of ingredients. However, the need for strong senior leadership, that is, the mix of skills required to lead and manage an organization is often underestimated.
Organizations typically engage the expertise of nonprofit executive search firms when they encounter new situations or challenges. For example, an organization may be going through a growth phase and need access to candidates with previously unneeded skills. This may be the case in organizations that hire a chief operating officer for the first time.
Definition
The definition of executive search is a process of selecting (recruitment & selection) candidates or candidates at various levels in a company based on a certain process. This process is very important in order to attract superior Human Resources (HR) and have the best quality. The main goal of the selected candidate is to advance the company with the performance.
It is critical for organizations to invest the necessary time and resources to attract and assimilate these executives.
The Process of Finding the Best Candidates in a Company
Executive search is a long process, not just looking for candidates or selecting them. Also need to pay attention to various things such as the combination of staff and superiors. A synergistic and good combination will greatly support the company’s ideals in advancing it.
An executive search firm consists of professional recruiters who have training and expertise in a variety of recruiting activities, including identifying core responsibilities and qualifications required for specific roles; write job descriptions; develop a pool of candidates; assess how the candidate’s skills, experience, and personality match the open position; perform reference checks; provide advice on the negotiation process between the organization and the final candidate.
Here are some commonly used executive selection processes.
1. Collecting Candidate Data Required
The goal is to process and analyze databases related to registered candidates. Check and recheck and cross-check/cover both sides are also carried out so that the data presented is truly valid. Including work experience, educational history, and so on will be processed at this stage.
2. Selection of Applicants
The applicant selection process is in the form of follow-up actions which based on mature data will be selected correctly, which candidates are potential and which are not ready. Automatically the number of applicants at this stage will be reduced. Selection is also done by giving written tests and interviews.
3. Elimination of Applicants
The goal is to reduce the list of candidates. Some of the stages above are filters, so that those who pass or leave are superior human resources in accordance with what is desired by the company. Elimination of applicants is carried out after all stages of the selection are completed.
4. Complete Assistance
The goal is to create a good synergy between the staff and the people above them. Providing superior human resources with integrity for the progress of the company. And make applicants who are accepted really ready to work loyally and totally.
Please note that every executive search often has a different method or process. The process taken by Scion Executive Search has definitely been tested and is more effective and efficient when used. So much information about the process of looking for candidates in a job application and understanding executive search is a long process