Executive Search: The importance of Candidate Care & its Impact on Profitability
World-class talent seeks its own level. So when looking for the leaders of tomorrow, everyone involved in the process must be an ambassador for the hiring company and a leader in their own right. Today’s market sees an unprecedented demand for intellectual capital and candidate care must sit firmly on the agenda of the strategic planning process, not only to attract and retain top talent, but also to augment corporate image, branding, and marketing efforts.
Candidate care is a term used to describe the whole process by which a company staffs a position, from an initial job posting through to the results new hires deliver over time. The supply of human raw materials and the sources of leadership are crucial to business success and in todays demanding climate, the demand and competition for talent will become even more intense and persistent. Strong candidate care is fundamental in securing a competitive advantage and Executive Search is the initial point where it begins.
“Individuals being recruited into an organization, whether successful or not, become ambassadors for that company for a period of time”
(William S. Poole, 2005)
Successful people are, more often than not, busy and important people who know the intrinsic value of their intellectual capital. An appropriate tactical approach is vital to ensure that a hiring company moves quickly, methodically and on time throughout the recruitment process. Top talent will not want to be left in limbo or in the dark about decisions, progress or feedback.
There is no “Big Secret” behind candidate care, it is about finding someone a role or not. Companies turn down more applicants than they hire.
Executives are often well known with respected opinions. During the Executive Search process, regardless of whether they do or do not continue through the process to be successfully hired they gain specific and in-depth knowledge of an organisation and it’s employees. They are still valuable consumers are can still share the opinions they form from this experience with their wider network. They will also remember how they were made to feel a lot longer than what was said to them and if they were to form a future talent pool of potential hires, these relationships must be carefully nurtured and developed.
There is a consensus of opinion that companies have significant room for improvement in candidate care, with most feeling the process takes too long. When implemented correctly and on an on-going basis, candidate care can have a positive impact on both an organisations brand and profitability.