How to Recruit Top Executives
Last year, the Harvard Business Review published an article about the importance of maintaining secrecy when performing executive recruitment. The gist of the article, which advocated “going to extreme lengths” to keep a confidential search, was that a bad actor could use an organization’s executive recruitment to sow discord or “exploit weaknesses.”
Read: “How Executive Recruiters Maintain Secrecy”
Our executive recruiters at NewConfig read this article with skepticism. We have helped a diversity of companies, from medium-sized businesses to Fortune 500 companies, source and hire top executives. At the same time, we have coached many hiring managers on the core elements of how to become a better executive recruiter. We have yet to see a recruitment process marred by internal or external discord.
Of course, internal disagreements can lead to flared temper, and outgoing executives may feel bitter about new hires. But most of our executive recruitment campaigns have succeeded. The key, we believe, is collaboration. The addition of an external consultant, like an executive recruitment firm, who can navigate the leadership team through the potentially tricky waters, is best accompanied by a strong partnership with company leaders.
So does the HBR article accurately represent the potential perils of executive recruitment?
Notwithstanding the suspicious tone, the article does point to a truth of executive recruitment: The environment is extremely competitive.
Of course, as the war for top executives intensifies, more companies have wondered how to engage an executive recruiter who can make a difference. Who are the best executive recruitment firms? And can one of the best executive recruitment firms, like NewConfig, lead a business to success? Below we discuss three critical elements of successful executive recruitment.