by Haskel Thompson, National Executive Personnel
Imagine that you are the CEO of a major company in the convenience store industry. A key division manager within the organization has just informed you that he is resigning his position effective in two weeks. News of the void in the company could cause widespread speculation among stakeholders and the public at large as well as an unsteady feeling among employees. You know that it is time to act quickly and proactively to bring a highly talented and qualified professional into the organization. It is time to call a professional recruiter.
At the same moment this scenario is playing out, an exceedingly talented division manager with a smaller company in the industry learns that his company has just been acquired by a larger chain. While the career path for this manager seemed crystal clear when he came into work this morning, things have suddenly changed. It is time to call a Professional Recruiter.
In both instances the decision to call a recruiter has been made, and undoubtedly it was not a decision that was taken lightly. Recruiters have access to vital statistics and inside information on the client company side and pertinent personal information on the candidate side. How can each be assured that this information will not fall into the wrong hands?
The first step must be to work with the right recruiter. Calling on just anyone isn’t good enough in any service industry, especially one that must be trusted with such a key matter. Companies and candidates should be comfortable that the information they share with their recruiter is a part of a business strategy that will result in a successful partnership. Parties reaching out to recruiters need to do research. They need to find out who has been around the longest, has the best track record, and most importantly, can make the right match happen.
After doing some research on the matter both the CEO and division manager place a call to the recruiter. What happens next? During the phone call with the CEO, the recruiter finds out as much information as possible about the position to be filled. Specifics about areas of responsibility, company philosophy, location and salary range are all discussed.
When the division manager calls in, the recruiter spends several minutes on the phone with him in the qualification process. Subjects covered in this call include salary expectations, desirable geography, work history, and current responsibility. As the qualification process progresses the recruiter recognizes that this division manager has the exact skill set that the CEO who called earlier is looking for. at this point the division manager becomes a candidate for the position in the CEO’s company.
While the skill set of the candidate appears to be a match for the position at hand, more work must still be done to validate compatibility. The recruiter will now approach professional references in a confidential manner to ask for insight into the strengths and abilities of the candidate. In many cases the candidate will then be asked to complete a battery of tests and skill assessments and sign a confidentiality agreement.
With the candidate qualification process complete the recruiter now moves forward in presenting the candidate to the CEO. In addition to the candidate’s resume, completed references and test results will be forwarded to the CEO. The CEO in this scenario thinks the presented candidate would be the right match for his company and asks the recruiter to arrange a personal interview. The recruiter now reveals to the candidate the identity of the client company and informs him that the CEO of this company would like to interview him for a key position. All relevant information about the position is now shared with the candidate in preparation for the upcoming interview.
The most important factor for any company or individual candidate to consider at any point in this process is that their confidentiality should be an utmost priority for the recruiter they are dealing with. Companies and candidates need to be diligent and prudent in their career search but should rest easy in knowing that their confidentiality will not be compromised. ___________________________________________________________________
Haskel Thompson is the Founder of National Executive Personnel and has been a pioneer in the industry for more than 25 years with over 20 years in mid- and senior-level management positions within the convenience store and petroleum industry before going into executive recruitment. Under Thompson’s leadership, NEP has gained a reputation as the industry’s leader for recruiting superior talent. Thompson’s professionalism and integrity along with a focused recruiting process has allowed him to create The Right Match for all levels of management, from mid-level positions to the boardroom. He can be reached at firstname.lastname@example.org.