Sourcing and hiring C-level talent

It’s essential to be prepared

It can be tempting to want to start reaching out to candidates and potential applicants right away, but solid groundwork needs to be done beforehand. Johan stresses the importance of understanding both the business and the needs of the role before doing any of the actual headhunting. This covers things such as being aware of the business goals, understanding the company culture and defining the ideal candidate profile. The last one, in particular, is important for C-level candidates, as the wrong fit for the company can lead to significant setbacks overall.

Another key element of being prepared to headhunt at an executive level is managing expectations from the beginning. This can also be one of the most challenging elements, but it’s essential to make sure all decision-makers are aligned from the very beginning. Everyone, from the hiring manager to the board to the leadership team, should be on the same page about what the ideal candidate looks like, what their role will be and what they will bring to the company. This communication is key to avoiding any issues later in the process.

Tailor your communication

Communicating with candidates for a C-level role can be vastly different than for a more junior-level role. It’s quite likely that the people you’ll be approaching aren’t actively looking for a new role, so your messaging will need to be a lot more strategic, personalized and well thought out.

In the episode, Johan suggests not focusing on just selling the role to the candidate, but also the company as a whole. Focus on the company culture, the long-term opportunities that will come with the role and explain how their specific experience and expertise align with the vision of the company. Keep it simple at first and start small, think about sending just a quick message, highlighting why that person would be such a good fit and invite them for just a quick and informal chat about the role.

Use different methods to assess your candidates

It goes without saying that interviews are crucial in evaluating your candidates, especially at this level. However, Johan also recommends some other additional methods and techniques to get an idea of whether your candidate will be a good fit or not.

One of the methods Johan suggests is called ‘Top-Grading’, which is where you ask candidates how their previous managers would rate them on a 1 to 10 scale, and then see how they respond. This helps give an insight into the candidates’ self-awareness, but can also give a glimpse into their relationships with previous managers.

Other easy methods you can implement are things like assignments or case studies as these can be crucial in assessing a candidate’s problem-solving skills when applied to real-world scenarios, as well as giving you a glimpse into how their practical skills align with what you’re looking for in your ideal candidate.

Continue to grow your talent pool

Because recruiting for C-level positions isn’t likely to just be a one-time thing, it’s essential to create and maintain a good network of potential candidates at all times. It’s not just about the recruitment, but also building relationships that could then pay off in however many months or years down the line. Johan insists on always being proactive and trying to think of things long-term. If a candidate isn’t interested in the role straight away, it doesn’t mean that they won’t be in the future.

There are a number of ways that you can build your network, including but not limited to:

• Frequently attending industry events so you can network with peers in person
• Making use of professional platforms and personal branding using LinkedIn
• Using your current network of peers and industry leaders and ask them for recommendations

Don’t only focus on filling the current role but remember to think long-term and about how a person might fit into the future growth of the organization.

Takeaways

Headhunting at such a level requires a combination of preparations, network building and thinking strategically. As Johan stressed, without the preparation put in place beforehand, to ensure you and all your stakeholders are aligned on what your ideal candidate should be, you’d be setting yourself up for failure. Building long-term connections and having a good understanding of the goals and vision of your organization is key to succeeding in attracting and hiring the right talent, whether you’re actively searching now or simply looking to grow your talent pool for the future.

Johan discusses all of this and so much more on his episode of Happy Recruiting! Make sure you take a listen to get more tips on recruiting at an executive level. Listen or watch on your preferred platform below.