How Global Executive Consultants Firm Can Reduce Time-To-Hire

 


Businesses are wrestling with socio-political changes, technological disruption, and other precedented risks. With so many factors in action, global executive search consultant Firms are pondering the next big question-How expert are we adapting to the changes in skillsets of the workforce in the future?

With companies planning to grow and scale, there will be unending demand for new hires. Any wrong move in a mid-level or entry-level position could mean a few wasted resources and time. However, when it comes to C-level hiring, a bad hire can invite serious consequences that are more than cost, time and resources. A wrong move in top-level hiring can send the organisation spiralling downward, taking months or even years to recover.

 

Time-to-hire is an effective metric to identify recruitment efficiency and improve the executive search process of your organisation. After all, organisations can perpetuate a better image to candidates by following a structured approach with the best strategies to hire the best talent in the shortest time.

The Relevance of Time-To Hire Metric in Global Executive Search

So, how can firms tackle the issues of right hire and reduced time-to-hire for C-level executives?

  1. Invest enough time and energy

Your organisation must be eager to recruit a top talent who can take charge of the process and lead the team. However, global executive search experts recommend going through proper steps for C-suite hiring, even if they are time-consuming. Consult with your internal team to identify their expectations about the potential hire. A bad C-level hire can cost you resources, time and even equity. 

  1. Set strategic goals

Setting goals can help you identify the expectations of that particular hire. What skills or qualities are you seeking in the candidate that can help them accomplish the goals you have set? What are some of the critical indicators of success that you will use to evaluate their performance? Also, identify the various accomplishments that you want your new hire to achieve. Identifying and articulating these goals during the interview process can help you identify the candidates that share similiar vision.

  1. Consider the organisational scope.

You need to precisely identify the talent scale that the potential hire would be leading. While making a C-suite hire, you need to consider factors like organisational culture, scale, size and industry to find the top talent and reduce hiring time.

You need to also note the past experiences of the potential hire before selecting them for the role. Will an executive who led 50 people or more, suit your organisation’s team size of 500 employees? With a thorough analysis of these points, you will find the right talent that fits your organisational culture and scale of operations.  

  1. Identifying Bottlenecks

Bottlenecks in the recruitment process can make C-level hiring exhausting and time-consuming. How can you identify a bottleneck in the recruitment process? Consider this. If your time to hire is 30 days, but the average time to interview and make an offer is 16 days, there are some bottlenecks affecting recruitment efficiency. You need to undertake the necessary steps to reduce bottlenecks to achieve efficiency.

Time to hire is an important metric that can help you improve the recruitment process of C-level executives. It reduces the possibility of a drawn-out hiring process that impacts company revenue and productivity. To know more about global executive search services, connect with experts at www.taplowgroup.com.

 

 


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