Look beyond the resume of a candidate
Traditionally, searching for suitable candidates often means assessing the resumes of candidates who apply for a position themselves. You look at the education they have received, the work experience they have built up over the past years, the certificates obtained after college or university during additional courses, the skills someone claims to have, and so on.
Executive search should go beyond a candidate's resume. For example, also map out someone's personality. Is there a clear match with other colleagues at the C-level? You want to strengthen each other and not get in the way. What have been the motivations to apply for a certain position or to choose a particular education in the past? What is a candidate trying to achieve in their work? It often comes with a certain level of energy and ambition that must fit with the organization.
Help in finding the candidate who does not apply
Another important aspect to consider is the fact that the ideal candidate for a position may not apply themselves. Specialists in executive search have the network and tools at their disposal to track down these interesting candidates. They engage in conversation and try to warm up the candidate for the next step. Recruiting by advertising vacancies does not always form the right route. Especially not when it comes to C-level positions with often a specific profile of the ideal candidate for such a role. How often do you succeed in finding a suitable candidate with just an advertisement for your vacancy?
