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The rules of engagement when it comes to the firing and hiring of company executives can be perceived to be very “executive” in its execution as they are usually spared the ignominy of being informed of their soon-to-be-terminated contract status. Just like the hiring process, the firing process is most times shrouded in secrecy. This secrecy is carried out to, sometimes—outlandish heights, such as procuring an iron-clad non-disclosure agreement (NDA) to ensure the executive scouting process is kept confidential.
That said, there is more to the intent behind outsourcing the recruitment process than embarking on a face-saving, and blushes-sparing exercise for a soon-to-be-fired executive. Most often, the process begins with a call from a recruiter or a recruiting firm with the recruiter electing to discuss an opportunity with the candidates in the most confidential terms. Usually, this implies a withholding of information such as the name of the company and other details of similar nature in terms of the candidate’s prospective employer.
The reasons for this are manifold. It may range from internal incumbency (as the soon-to-be-vacated role is still being occupied) to competitive reasons. While companies might from time to time, ply the unfamiliar routes of having to secure the services of a recruitment firm due to factors such as lack of time, improving the quality of the hire, and unavailability of in-house hiring expertise; when it comes to executive recruitment, strict confidentiality and an extensive network of candidates is needed, along with the right experience in negotiation.
Confidential executive search – Key steps
As with most goals, it all starts with a clear definition. You commence your search by defining the scope of qualification you expect of the soon-to-be-hired executive. Concepts like the job role, the job description, and specification should be considered in the event that you want an employee with niche skills, or a one with a one-size-fits-all ability. You should also know the right recruitment agency to hire through a credible process.
Hiring a temporary staff would mean that you secure the services of a staff recruitment agency. For executives, you might want to look at the services of an executive recruitment agency. You also want to make sure they are affordable and competent. Competence for executive recruitment agencies can be measured by their testimonials, social media presence, and professional associations.
If the recruitment agency does not have such information on their company website, you may proceed to ask for a commendation letter or client reference to testify to the capabilities as a competent recruitment firm. The role of these validations cannot be over-emphasized, given that the executive role is one that could make or mar an organization. Thus, a wrong fit is too much of a risk that you don’t want to take. Not even in these post-COVID times.
Upon finding the right recruitment agency for your executive search, job details like performance expectations, job descriptions, remuneration, and other specifics associated with the job are communicated to the recruitment firm to begin its search.
Roadblocks and Hacks
The ramifications of executive search in COVID-19 pandemic times mean that candidate scouting for executive recruitment agencies will take a different dimension. This means that digital alternatives are sought to procure information from the desired candidates. Video calls via Zoom or Skype, online interviews, and audio calls are welcome. This ensures that there is an exchange of information that is sufficient enough for the agency to tell if such a candidate is the right fit for the job.
However, for the recruitment agency, one task that is a derivative of the post-COVID reality is the task of making the candidate feel safe enough to divulge as much information about his or her qualification on the phone. This is because candidate information is deemed highly confidential and sensitive, especially for a high ranking role like that of an executive.
The key here is for the recruiter to secure the trust of the candidates through various tactics. One of them is to venture into an information trade-off where the recruiter relinquishes just about enough information to secure the confidence of the candidate who, in turn, gives back information about themselves in exchange until a compromise is reached.
Key Success Factors of Confidential Executive Search
Another rationale behind the requirement of secrecy is that it is the moment such an executive discovers that he/she is about to be laid off; this person may become disinterested at work. The person may try to put the company in an unfavorable spot out of a new-found animosity towards the company. Such an executive may try to influence the company’s commercial activities in a way that suits his/her personal agenda rather than that of the company.
This is why one key factor for attaining success with a confidential executive search boils down to skills that are demonstrated by the recruitment firm’s competence and experience. This factor is a non-negotiable one because securing executive talent means the company is vulnerable and that only recruiters with expertise can navigate such perilous waters with the company coming out unscathed.
Another touchpoint is the uncanny ability to negotiate. This is just as important for any recruiter, but most important for executive recruiters because form the get-go—the telephone/audio/video conversation, the recruiter’s negotiation skills would be put to the test. Clearly, the recruiter has the unenviable task of having to extract information from the candidate, most times with the candidate being understandably reluctant due to:
- The sensitive nature of the information being required of them
- The anonymity of the hiring company
Moving on, for executive recruitment hiring companies, the ability to leverage the synergy between the search consultant and the account manager from the beginning of the assignment to its end is of equal importance. This is to guarantee a uniformity of purpose and objectives while attempting to land these executive talents.
In today’s interconnected galaxy of information, the requirement of secrecy can be quite tasking to fulfill. However, the importance of keeping matters of executive recruitment as top secret cannot be whittled down. For executive recruiters, it is the key element to protecting the integrity of the hiring company and the recruitment process while not compromising on whatever progress that may have been made on the recruitment front. That said, it is also worth mentioning that while there may be no foolproof plan for a successful executive confidential search, the key insights that we have shared with you are more than capable of keeping your executive confidential search from veering off course.