The Ultimate Guide to Hiring Executives for Your Company

According to a survey, the biggest threat to any business is the lack of skilled workers, and 80% of CEO participants are worried about this issue. 

Needless to say, hiring any talent is challenging, but finding executives is especially hard. 

The competition is tough, and there aren't enough top candidates to meet demand. One bad hire can seriously harm your company culture.

So, what can be done? While you can always leverage executive search agencies to streamline the process and mitigate the pitfalls of a bad hire, we have curated this executive hiring guide to help you as founders smoothen the hiring process – from the first contact to signing the offer letter.

From finding more candidates, and recognising hidden warning signs, to creating a more diverse leadership team, we’ll help you throughout it all.

Don’t Get Swayed by Candidates with Great Resumes or Personalities

One common mistake Steve sees founders make is overlooking red flags. 

A candidate might meet all the qualifications but still not fit the company culture. Just because they’re highly skilled, that doesn’t automatically mean they should be the ones leading your company. 

On the flip side, don’t let a strong personal connection cloud your judgment. 

To avoid this, create a scorecard that evaluates both job skills and cultural fit. It’ll help stay objective and consistent. 

Remember, a successful executive needs a good balance of both competence and compatibility with your company culture.

Keep an Eye on the “Second-in-Commands”

The pool of available executives is small and highly competitive. Every qualified candidate is pursued by many recruiters. To expand your options, you should also start looking at professionals who are "seconds-in-command.” These individuals are just below the top executives.

For instance, if you're hiring a new chief revenue officer, you might think you need someone with direct experience in that role. However, a regional lead often handles a significant portion of the company's revenue goals. These leaders have the tactical expertise and the strategic understanding needed to step up and succeed.

Rising stars are often more driven and eager to prove themselves. They're less likely to be complacent and more likely to put in the hard work. By investing in their potential and giving them a chance to grow, you'll likely gain a loyal and dedicated executive.

Get the Candidate’s Attention by Reaching Out Directly as the CEO

Imagine you're a seasoned CMO with several successful exits. Recruiters are constantly vying for the attention of executives. They probably receive 10-15 of these offers weekly and often dismiss them without a second thought.

In that case, what would grab their attention more - another generic message from a recruiter or a personal email from a CEO sharing their vision and asking for your help to grow their company?

While it may be a bit unconventional, direct outreach from CEOs can be highly effective.

Evaluate Casual Culture Fit along with Formal Interviews

The traditional approach would suggest assessing cultural fit at the end of the interview process, but you should consider taking a different approach. 

You must try to weave in mini-evaluations of culture fit throughout the hiring process. 

It can include casual social events like drinks, dinners, or invitations to company gatherings. It can also involve a few personal questions to break the ice at the beginning or end of a formal interview.

Here are a couple of questions you can ask candidates – 

• What do you like doing for fun?
• Think of the most difficult decision you’ve made in life. What was it and what did you learn from it?

It’s also a good idea to move reference checks – both official and backchannel – earlier in the process. 

Speaking to a past boss early on can reveal potential flaws or misaligned priorities. Addressing these insights sooner will allow you a more thoughtful and unrushed discussion, preventing unwelcome surprises after all formal interviews are completed.

Allocate Time and Use Emerging Technology to Build a Diverse Team

As per Glassdoor, two in every three job seekers will be more likely of accepting an offer from an organisation that has a diverse workforce. Even Gartner reports that having an inclusive workforce makes the company 120% more likely of achieving its financial targets. 

A major reason companies fall short on diversity is time constraints. When there's pressure to fill a key role quickly, companies often compromise on diversity. 

Executive hiring can take 4-8 months, and prioritizing diverse candidates may extend this timeline. Therefore, it is important to plan your hiring process to allow enough time to find candidates who enhance team diversity.

Traditional executive hiring often relies on existing networks, which tend to be homogenous. In order to break the cycle, you must leverage emerging technologies that connect a wide variety of candidates, also helping you broaden your search.

Attract Qualified Candidates to You

The thrill of chasing candidates is exciting, but what’s even better is when qualified candidates seek you out. While much of executive recruitment involves enticing passive candidates, the most effective strategies balance both attracting and pursuing talent.

Developing a strong employer brand can draw candidates to you. And this is where a specialised executive search and recruitment agency can help. 

From growing your social media presence to publishing insightful blogs, they can share your company’s story and engage with like-minded professionals. As the upper management, you can also attend important industry events as a keynote speaker to make your company’s presence known within your industry. 

This long-term strategy goes beyond quick, transactional efforts but pays off significantly by saving time and resources in the future. 

According to LinkedIn, a strong employer brand can reduce turnover by 28% and cut cost-per-hire by 50%.

Your goal is to create buzz around your company so that it warms up potential candidates before you reach out to them.

Choose TASC: Your Trusted Partner in Executive Search

Hiring is already one of the toughest challenges for businesses, and it’s only expected to get harder. The only way to stay ahead is to adopt smarter hiring practices, not just for the short run but also for the long run. 

TASC stands as a beacon of excellence in HR staffing and executive search within the Middle East. With over 16 years of rich experience in local and global recruitment, we have successfully placed numerous leaders in C-suite positions across diverse industries. Our approach combines deep market insights with a tailored strategy to ensure that each company we work with is matched with leaders who not only align with their corporate values but also drive significant growth.

If your company is looking to strengthen its leadership with top-tier executives, connect with us today and let us help you find your next great leader.