How to Run a Proper Executive Search (That No Executive Will Actually Follow, But Should)

The steps that make an executive search work are not secrets. They are well understood and widely ignored, usually because the pressure of a live hire crowds out the discipline that protects it. The fundamentals are simple. Following them is the hard part.

Step 1: Conduct a Proper Intake Session

The foundation of a successful search is laid during intake. This first step is often rushed or skipped entirely, which leads to misaligned expectations and wasted effort. Here is how to get it right.

• Define the role clearly. Start by understanding and articulating the role's responsibilities, the required skills, and the ideal candidate profile. That clarity is what lets you target the right talent pool.
• Calibrate on live profiles. Reviewing real candidate profiles with the hiring team calibrates expectations. The exercise gets everyone on the same page about what a suitable candidate actually looks like.
• Set a compensation range. Establish and agree on a compensation range upfront that the organization is committed to honoring. Disputes over compensation late in the process can derail weeks of effort and frustrate both sides. A clear, agreed range avoids that pitfall and keeps every candidate who moves forward inside the budget.

Step 2: Make the Process a Positive Experience

The candidate experience is a reflection of an organization's culture and professionalism. A positive experience matters, and not only for the candidate who is hired. It matters for everyone who participates.

• Make the initial outreach engaging. The first contact sets the tone. Make it engaging and informative, and surface what is genuinely exciting about the role and the company. A well crafted message moves the needle on interest.
• Acknowledge candidates at each stage. Recognize candidates as they progress. This does not have to be extravagant. A simple congratulatory note, or a small token of appreciation, goes a long way toward making people feel valued.
• Offer exit interviews. For candidates who do not reach the final stages, offer an exit interview. It provides useful feedback to the candidate and leaves a positive impression of the organization. It is also a way to keep a good relationship alive, because today's runner-up may be tomorrow's right fit.

Step 3: Move Quickly When You Know

Timing is critical. Delays cause top candidates to lose interest or get scooped up elsewhere. Here is how to hold momentum.

• Close promptly. Once you have identified the right candidate, move quickly to extend an offer. Prolonged decision making introduces uncertainty and raises the odds of losing the person to another opportunity.
• Minimize variables. Fast tracking the final stages keeps both parties committed and reduces risk.

The more time you give between identifying the right candidate and making an offer, the more variables and potential complications can arise.

The Discipline That Separates

These steps look straightforward, and they are. They are also the ones most often neglected under the rush and pressure of executive hiring. A proper intake, a positive candidate experience, and swift decision making are the cornerstones of a search worth running. Organizations that hold to them improve their odds of securing top talent and set the stage for what comes after the hire.

If you are preparing for a search that has to land, start a conversation.