Leaders In Operation Excellence’s Post

About 10 years ago I completed a Head of Marketing search for a law firm. It was not a remarkable search but it was one of my fondest...why?: It had a responsive and receptive client - they treated us (the recruitment team) as an extension of their team; they listened to what the market said about their compensation and adjusted their band to accommodate (we were a fixed rate, so the change in comp would not affect their fee). And most importantly, what set them apart from others...they treated each candidate they met with, as if they were a new client or the MD of that firm. They met with six candidates from out short list and here is what they did: 1. They had strategic hiring plan: Three meetings in total. First one was with HR; Second was with Managing Partner (direct report) and they had to present a BP. Final meeting was a dinner. Then an offer...everything concluded in three weeks. 2. Communication strategy: We had to design how and what we were going to communicate with each candidate. The client wanted to know that each candidate knew about next steps and if they were not moving forward...the 'why'. 3. Respect of time: They compensated each candidate who met with them. The first meeting was one hour...so they paid them, by cheque $100 for that hour. Right after their meeting, they went to the receptionist to get their parking validated and they were then handed a cheque. They did this because they wanted the candidates to have an exemplary experience. And they continued paying the candidates after the second interview. 4. Panel Interview: Four people - The MD; Two Sr. Partner's; HR. Meeting was one hour and they needed to discuss "How would they market the firm?" . After the meeting, it was whittled down to two people and one day later, they made their decision. 5. Dinner: That same week, the incumbent was invited out to a dinner with the MD, HR & Sr. Partner and they were presented with an offer...exactly what they asked for + two other extras. They answered any and all questions and were given one week to make a decision. Candidate accepted the next day. Total time for the search, from start to offer, seven weeks... So what am I getting at here? The past 18 months I have been reading countless recruitment horror stories on LI and have also been witnessing the rise of more DIY recruiting. More companies are posting strategic positions on LI (Director - President) hoping the right candidate will see it and apply - You know the Post it and Pray strategy! And most candidates are walking away disgruntled from their experience. Beginning this week, HIGHFIELD Human Capital will present a DIY strategy for companies that are choosing this path. Stay tuned...there is more to come. https://lnkd.in/gCnU63qw

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Looking forward to reconnecting with everyone at MJBiz this year! #hubinternational #insurancelifethebestlife