All posts in: Executive Recruitment

Recruitment Tips: Hire Smart

This piece is an adaptation of a previous article written by Roberta Borer in 1995, who was a former SVP here at Bristol Associates, Inc. Roberta was in the executive search business for over 30 years and specialized in the healthcare industry.

The competition to attract, recruit, and retain employees is keen. As an employer, how do you make your job offer the one top candidates accept?

Before starting the hiring process, use the need to hire a new employee as an opportunity to examine the organization and the reason why past employees left. Take an objective look at the program and use this vacancy as an opportunity to correct or amend what can be done to benefit the organization.

Is this a “fill-able” job? If the company is experiencing high turnover, consider the following: Is the compensation offered appropriate for the position? Is the position the right need for the company? Is the company in a geographic location that makes it challenging to attract top-notch candidates?

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[image] businessman jumping over hurdles / recruitment challenge

A recruiter has the opportunity to interact with diverse candidates and clients, which can lead to unique experiences for each search. While it is the recruiter’s responsibility to alleviate the absence of talent for companies needing to hire, what happens when the recruiter encounters obstacles that can hinder the recruitment process?

Our executive recruiters share recruitment challenges often faced during the search process, and helpful strategies to overcome them.

Recruitment Challenge #1: Lack of Available, Qualified Candidates

With a low unemployment rate, it is becoming increasingly difficult to find candidates. Nearly half of U.S. hiring managers report that they do not see enough qualified candidates when they have an open position. Simply employing the same tried and true recruiting methods will be insufficient in the current candidate market.

In hiring environments such as this, recruiters should be creative and proactive in their sourcing methods to find the right candidate. Networking, industry-specific job boards, and social media platforms are all ways to find candidates. Many organizations still do not utilize these channels effectively.

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[Image] Employer and candidate negotiating with recruiter in between them

By Kelly Nelson

It is common for the client and candidate to seek the recruiter’s guidance when it comes to the negotiation stage of the recruitment process. The recruiter needs to develop a true trust relationship with both the client and the candidate.

While the recruiter must understand the objectives and limitations of his or her client company, they must also understand the various motivations of the candidate. This results in the recruiter’s ability to pull both parties together in any negotiation. The experienced recruiter should have the ability to form creative solutions that draw on these understandings and provide meaningful benefit to each party.

Negotiating For Clients

The recruiter must be able to suggest creative solutions to clients that provide unique methods of reaching closure with candidates. Oftentimes, the client company is unable and unwilling to adjust the base salary when asked by the candidate. There are many ways to solve this apparent impasse. We have assisted clients in creating partial guarantee bonuses, sign on bonuses, additional perquisites, more aggressive bonus plans, and enhanced relocation packages that result in narrowing the gap between the two parties’ negotiation positions.

Read More: Ask a Recruiter: What Company Perks Do Candidates Really Want?

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business woman with question marks over head thinking about executive recruitment questions

Looking to find the right candidate for the company? Hiring an executive recruiter can be beneficial to employers – not only does it alleviate the workload of the search process, but it also brings an industry expert’s perspective in filling the position based on the needs and desires of the company. Before fully committing to the idea of utilizing an executive search firm’s services, it’s understandable for clients to have questions, especially if it’s their first time working with a recruiter.

We asked our recruiters to answer client’s commonly asked questions regarding the executive recruitment process.

Q: Bristol Associates, Inc. is based in Los Angeles, CA. Do you manage searches in areas other than the West Coast?

Kelly Nelson, Sr. Vice President

A: We have been recruiting on a National basis for the past 30 years. There was a time when recruiters were geographically focused. The advances in communications, the internet, social media, and job boards have enabled recruiters to reposition on a national (and international) basis. We regularly conduct search assignments in the Midwest, East Coast, Southeast, and Southwestern United States. With that said, the question is appropriate as there are recruiters who have not adjusted their focus. Our national reach allows us to source candidates for key positions in all market areas.

(Click here to fill out Bristol Associates’ Employer Inquiry Form today!)

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Employers: Optimize the Recruitment Process

Thinking of hiring a recruiter to help find the right candidate? At Bristol Associates, our clients can expect confidentiality, responsiveness, professionalism, individualized service, and always going the extra mile. There are numerous ways for employers to work with the recruiter to improve the recruitment process for maximum results. Bristol’s Senior Vice President Peter Stern shares important advice and ways to utilize the recruiter throughout the recruitment process.

Stage 1: Finding the Right Recruiter

Thoroughly screen prospective recruiters. Not every recruiter brings the same level of recruitment expertise and industry knowledge – both of which are key to the success of the search. At Bristol, we specialize in recruitment in the casino gaming, food manufacturing, hospital and healthcare, hotels and resorts, travel and tourism, and restaurant industries. To determine if the recruiter is the right fit for the search, ask the recruiter the following questions:

• Which industries do you specialize in? Within those industries, which functional areas do you focus on?
• Can you provide examples of recently completed searches related to our open position?
• Describe your search process and methodology.

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Myth vs. Facts Executive Recruiters

Not all search firms are created equally. From how executive recruiters operate to what industries they serve or job titles they target, jobseekers need to understand the differences. Armed with that knowledge, candidates and recruiters can work together to achieve the most successful outcome.

Bristol Associates asked three of their recruiters for input on what they felt were the most common misconceptions about those working in their field.

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Successful partnership between clients and executive recruiters

This year marks Bristol Associates’ 50th year in business. As experts in Executive Search, our experience has taught us a few things about the recruitment business. One that stands out is that a successful search is best achieved when there is a cooperative partnership between the client and the recruiter.

When each party does their part, the result is that the client hires a candidate who is personally and professionally qualified to lead and support their company.

As evidence of these successful partnerships, Bristol is proud to report that over 71% of our recruiting assignments come from our existing clients.

The following are guidelines that we follow, and we encourage our clients to follow, to help assure that each search is a success.

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Closeup of businessman making decision. How to Choose an Executive Recruiting Firm.

When a company has an important high-level opening, there are several ways to evaluate which type of executive recruiting firm will be best-suited to perform the search. Some companies may elect to work with firms that recruit for specific functions — finance is a good example — like CFOs or Controllers. Those recruiters would source for candidates who have held that position in another company, but not necessarily within the opening’s industry.

Bristol’s specialty falls into a second category; our clients will often choose to work with us because we have depth of industry knowledge. For example, a food production enterprise or hospital may be specifically looking for someone with a background in those industries.

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Win Win StrategyWhen looking for a new position, working with a recruiter is a great option that not everyone considers. Recruiters can act as a guide by scheduling and prepping you for the interview, providing useful feedback, and mediating salary. As an executive search consultant, I know the ins and outs of the process and hope to share some of my knowledge with those of you who may be considering or are currently working with a recruiter. I have compiled a list of several Do’s and Don’ts for working with a recruiter as a candidate.

Who to Target

Do: Target appropriate recruiters who specialize in your level of experience and within your industry. There are many types of recruiters spanning field and levels, so be sure you are reaching out to the correct ones.

Don’t: Expect any and every recruiter you contact to be able to find a job within your specific niche. For example, if you are looking for an assistant position, an executive recruiter may not be able to help you.

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