Hiring C-suite executives: Avoid the risks
Nothing should be left to chance when hiring executive positions in your business.
Recruiting at the C-suite level – those that hold the power and will plot the path and direction of the business – is far from straight forward. It requires expertise.
At the very top level – chief executives, chief financial officers, chief information officers, and chief operating officers – tend to move around within top echelons.
However, at the middle-market level, which is where many food & beverage businesses are positioned, there is a larger pool of executive talent to select from. While this may offer a wider choice, it can also be a headache narrowing it down to the right person for the job.
Recruiting for senior executives is not like hiring a middle manager or a regular employee. Given how the individual will influence the business – making the right choice is imperative. Studies have shown the cost of a bad hire at management level running into six figures, well you can multiply that anywhere from five to 15 times of the executive’s salary when it comes to a bad executive appointment according to a US study.
This is not about ticking boxes and filling a vacancy. Executives are the key decision-makers in the business, they are there to lead and therefore the recruitment process should reflect this.
This is where executive recruitment specialists come into their own when compared to in-house recruitment teams.
They have significant advantages:
- Extensive database of executive candidates
- Ability to source candidates from non-traditional platforms
- Expertise in interview techniques and questioning
A great deal of focus needs to be placed on the questions when interviewing for C-suite roles. They differ significantly from ‘routine’ questions.
If the candidate has reached a C-suite level, the experience is accepted. This is more to identify aptitude, forward-thinking, and skills.
An executive recruiter’s experience ensures they ask the right questions that will assess the candidate’s leadership skills, decision-making processes, and how they manage conflict as well as how they deliver innovation and change.
A recruiter provides a robust vetting system that ensures that only the most adept and suitable candidates are put forward.
If you are appointing a CEO, then your business needs to understand if the individual will fit the company culture, how they will lead the company, what changes they will implement.
Using an experienced recruiter, such as Clarico FES, relieves the risk, stress, and responsibility in hiring for these senior positions. It also makes the task of selecting the right candidate much easier.
If you would like to know more about filling your vacancies, please contact our CEO and founder Russ Metcalf by clicking here.