By the time that your company gets to the offer stage with a finalist, you will have invested significant time and energy into your search. The last thing that you want is to lose your top choice. You don’t want to have to settle for a backup or wait months to find someone else. Yet, many companies create and present offer letters that cause candidates to run. Make sure that you avoid the following four mistakes, all of which are surprisingly common.
Many executive search consultants are quick to encourage companies to hire them for help filling leadership roles. However, the truth is that there are many situations when it does not make sense to hire an executive search firm, and when I would actually advise companies not to hire me or any other executive recruiter. Engaging an executive search firm is a significant investment, and it’s not always the right move, so you should make the decision carefully.
Many recruiters, leaders, and HR executives think they have an “eye for talent.” Unfortunately, this kind of illusory superiority is one key reason why so many hiring decisions are complete misses. According to research by CEB, only 20% of external hires are actually considered high performers after their first year on the job.
In my experience as an executive recruiter, there are five common mistakes that can derail an executive search. Avoid these five mistakes, and your organization will fill open leadership roles faster.