Headhunting: Top Executive Recruitment Tips for SMEs

When it comes to filling key positions in a small to medium sized enterprise, there is little room for error as such recruitment decisions tend to affect the future performance of such organisations. It goes without saying that acquiring the best executives to fill key openings is one of the pillars of successful businesses. In many cases, small to medium sized enterprises traditionally lose the fight for top talent to bigger organisations such as multinationals and conglomerates that can offer better remuneration as well as competition from executive recruiters.

To be able to compete, smaller businesses and organisations need to take some lessons from successful head-hunters and executive recruitment specialists and adopt them to improve their own recruitment processes.
Evaluate your Team
You may already have a vacancy in your organisation that needs filling or perhaps you’re looking for someone to take your business to the next level? Either way, evaluating the strengths and weaknesses of your current team is crucial in helping you identify the right people for the job. This evaluation helps recruiters understand how the team works as well as putting a spotlight on any weak links that will benefit from an infusion of top talent. As an organisation, this makes it easier for you to have a clear picture of the type of person who will fit in with the rest of your staff and business values, which is just as important as experience and academic qualifications.
Utilise Research and Data to Raise the Bar
As well as utilising the data that’s available to aid business and executive recruitment decisions, small to medium enterprises can level the playing field when it comes to competing for the best talent by becoming experts in their field of interest. You can get ahead of the pack by getting familiar with the talent demands, knowing worker compensation and remuneration levels, as well as what is on the cutting edge in your industry. In this way, your organisation can then formulate practises that will entice even the best talent to consider working for you.
Connect with your Candidates
Treating potential staff members like they are special is the first step to convincing a candidate to choose to work for you. Every recruiter has to do their best to convince applicants that their contribution will be recognised and that they will be appreciated if hired. Personalise your feedback to each candidate and ensure they know how much you appreciate their effort through thoughtful gestures and frequent contact. First impressions do count so if you impress your candidates from the word “go”, they are more than likely to seriously consider your organisation over your competition.
Conclusion
As mentioned above, it is important for businesses to get the best talent to fill their executive vacancies, but a candidates’ vision, values, and approach to work is equally as important. Evaluating your executive recruitment needs and identifying the right talent are important because your selection could potentially shape your whole organisation and how it performs. Employing the three tips above is a good place to start in developing a successful executive recruitment strategy for your organisations’ future.