Rudimentary Rules for Working with a Retained Executive Search Firm - WalkWater Talent Advisors

Rudimentary Rules for Working with a Retained Executive Search Firm WalkWater Talent Advisors Organizations are mostly partnering with retained search firms to search for candidates on their behalf, interviewing them before sending them for final decisions, presenting only the best candidates for the job. The benefits of partnering with the best executive search firms in India, one like WalkWater Talent Advisors, are many, but which can be reaped only when there are certain rules followed. There are no “jotted-down” rules for working with such firms, but we’ve listed down some very basic general rules, which if followed, can help you reap the most benefits.

Invest enough time in communicating with the search firm Experienced search firms certainly have a lot of knowledge about your industry, and know everything about the best practices for bringing in the best candidates. But, that doesn’t mean you simply hand over a job specification and let them work over it all on their own. Instead, you must invest some time briefing them on the

specific criteria for the job, the cultural characteristics of your particular organization, and anything else that can be of importance to help find the candidate not only apt for the role, but one who can also blend into your organization just right to help you achieve your future goals. The more information you provide, the more the firm will be able to represent you effectively in the market.

Have the job description rewritten the right way When you approach a search firm, they’ll be responsible for putting up a job description. Although they’ll know how to do it right, you should do your part by asking them to make the job description more of a communication document that showcases your corporate brand to the candidates. And, for it to become easier to understand, it is advised to eliminate all sorts of not-soimportant jargon and not-so-common acronyms. In addition, your job description should also highlight why it is an attractive opportunity for the applicants. All in all, it should prove to be a sales document that can attract both active and passive candidates who fit into the criteria.

Ask for advice about money terms Money is of prime importance when it comes to hiring someone.

You certainly don’t want a candidate looking to work with you only for the salary, but salary is after all one of the main aspects of the job. So, while you are finding an apt candidate who can put in all efforts to help your company flourish, you also need to be very clear and transparent about every aspect of the wages. You need to be extremely clear and fair in terms of salary and compensation packages for every job position. And, you shouldn’t be afraid to seek advice from the search firm for the same. You

should unhesitatingly discuss about the range of salaries, stock options, and other possible package sweeteners. After all, the search firm has immense experience about the industry and trade, so there’s no harm in asking about what’s going around.

Discuss the reference checking process thoroughly Once you have a list of shortlisted candidates to be finalized from, the search firm will conduct reference checks; the reference to be gathered from a minimum of two bosses, two peers, and two subordinates. Let the search firm know of any additional inquiries you may have other than the typical questions. Every concern surfaced during the interview process should be clarified.

With these rudimentary rules followed, partnering with an executive search firm can help you reap the best possible results!

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