In today's competitive business landscape and current global labour shortages, adopting a research-driven executive hiring model is crucial for organisations to make better hiring decisions.
What does a research-driven executive hiring approach look like? Why does this approach make for a better hire? Let's take a look at the benefits and transformative impact it brings to the recruitment process.
What does a research-driven executive hiring approach look like?
- The foundation is a comprehensive and detailed map of the candidate pool, with all candidates qualified against a set of desired skills and ranked by suitability
- The target companies for the map are bespoke to the search, and can include organisations outside the sector with comparable service offerings and characteristics
- Diversity is central to the map, and accessed through both research and tapping into organisational networks promoting the interests of under-represented groups
- Extensive desk-based research that goes far beyond the reach of a key-word search in LinkedIn
- Industry experts are sourced for up-and-coming and high-performing talent
- A robust candidate assessment process evaluates candidates’ experience and fit
- Qualitative and quantitative data is collated during outreach through detailed conversations, feeding back into the hiring decision
- Candidates are treated with care at all stages of the search, not just when they are shortlisted
- The talent acquisition team are brand ambassadors for the business
- The hiring process is tailored to your business’s needs and reflects your company culture
Why does this approach make for a better hire?
Gather intel and insight
Not only does a research-driven approach help you identify the right candidates, but it also provides valuable insights that inform decisions about senior talent hiring. This includes crucial topics such as pay and benefits, employer brand perception, competitor insight, and talent attraction.
Widen the candidate pool
Comprehensive candidate mapping helps to identify exceptional talent that lies beyond your (or your suppliers) existing network. This approach not only brings forward candidates from diverse sectors with transferable skills but pinpoints high-potential individuals who may be overlooked by traditional executive search methods.
Encourage diversity
If you are looking to promote diversity in your workforce, solely relying on your (or your suppliers) network will limit the diversity of candidates you can bring forward for the role. Through extensive candidate mapping and expertly handled outreach, you will identify and engage with diverse talent from a broader candidate pool.
Hire the best talent out there
Alongside an extensive candidate map, a thorough assessment process to evaluate candidate’s experience and fit with your organisation’s requirements means you will be considering the best talent available.
Meet difficult hiring challenges
A research-driven approach can tackle the most difficult search. With its adaptability and resourcefulness, this approach empowers you to overcome even the most daunting hiring challenges, and ensure you find the right talent for your organisation.
Embracing this approach empowers businesses to build diverse and high-performing teams. With a research-focused mindset, organisations can navigate the ever-evolving talent landscape and secure the best candidates in the market.
Case Studies
A US medical devices company wanted to hire a commercial operations director for the DACH region. Diversity was top priority for them, and they were very keen to hire a woman into the role. The challenge was the office location, which was not in a large metropolitan centre with an ample talent pool. By adopting a research-driven approach which identified diverse talent outside the sector with the required skills, an outstanding female candidate from the automotive sector was placed in the role.
A British media giant was looking to diversify its senior workforce and break away from the conventional talent pool. Instead of seeking candidates solely from big broadcasters or production houses, they chose a research-focused executive hiring approach that allowed them to discover talent in unexpected places. Their search led them to consider (among others):
- stand-up comedians
- children's authors
- heads of educational programs at museums and cultural festivals.
By exploring outside the usual candidate pool with a focus on diverse backgrounds and experiences, they successfully identified exceptional talent that brought fresh perspectives and creativity to their organisation.