Sharon Hulce

Boy it’s tough because no one likes to admit things aren’t going well. Here’s what we do… First, we call it out. We let them know it’s been tough. We also let them know we will not quit (this important because so many do). We brainstorm ideas with the client, our team and industry network contacts. We ask everyone we talk to for information, advice, resources, referrals etc. Then we blitz as a team. Many hands lighten the load. It’s amazing what can happen when all oars are rowing 🚣 the same direction.

An effective Executive search has to be a full team effort. Some thoughts in critical steps include: -A thorough intake call including critical needs, how this hire will impact the organization short and long term, value proposition for the candidate, cultural alignment, compensation, and the list goes on. -A live visit to assess how people work together, pace of work, noisy/quiet, so many factors that get missed without this. Painting a visual picture of where they will work and with what type of co-workers is really important. -Setting expectations for both teams-the client and the search firm. Especially if this is a new experience. -Review of what the client can expect for candidate information. And so much more.

An effective Executive search has to be a full team effort. Some thoughts in critical steps include: -A thorough intake call including critical needs, how this hire will impact the organization short and long term, value proposition for the candidate, cultural alignment, compensation, and the list goes on. -A live visit to assess how people work together, pace of work, noisy/quiet, so many factors that get missed without this. Painting a visual picture of where they will work and with what type of co-workers is really important. -Setting expectations for both teams-the client and the search firm. Especially if this is a new experience. -Review of what the client can expect for candidate information. And so much more.

While it’s really important that we share our expertise and advice online, I have found more success in sharing or writing content about one’s “whole being”. As working professionals, we still have the same challenges and points of celebrations as others. So I’ve focused on content that addresses everything from that teacher who made an impact in your life to raising children. We’re all human, our profession, quite honestly, simply offers us the ability to engage with more people on a daily basis. I think taking that responsibility seriously to help in all aspects of life earns respect and a nice following.

Sharing the status of a search frequently is super important. We share different metrics at different times: -In the beginning we share our retention rate of candidates first three years after placement. -As we conduct a search we communicate how many contacts we have made and how many we spoke with live. -Then resumes collected and shortlist qualifications. A good Executive search firm can really share any metric that is important to the client. Our system track pretty much any metric that could be of value.

There are many dynamics when dealing with Senior professionals, many of which get missed in conversation. What they seek in their next career move and how it matches up to the client is fundamental. But other factors to consider are: - Candidate’s peak retirement earnings timeframe. Often a move impacts this as many benefits start over or have a waiting period. -How changing careers impacts the family. There is a comfort in the devil you know, you are no longer proving yourself. Will the likely increase in hours be ok with the family dynamics and the age of your children. -Obviously benefits are important. Does the new employer benefits check all the boxes. And the list goes on. All of this needs to be vetted out early.