9 ways to identify the right executive-level hires

Finding an executive-level team member who will fit in seamlessly and provide results that will lead your company forward is no small feat. That's why we've assembled a list of crucial steps to help you identify and hire the right (not right now) person for the job.

1. Choose a job title to promote

While some would consider the position title after envisioning the ideal individual, sometimes it pays to do the opposite. When it comes to executive-level jobs, you might be hiring for any of the following: Chair of the Board, Chief Executive Officer (CEO), Chief Operating Officier (OOO), Chief Financial Officer (CFO), Chief Marketing Officer (CMO), Chief Information Officer (CIO), Chief Commercial Officer (CCO), Chief Human Resources Officer (CHO), Chief Technology Officer (CTO), Chief Content Officer, President, Vice President (VP), a Director or in some less common circumstances a Manager.

Each position has specific requirements, but if they are operating in an oversight capacity, we would consider these baselines (which we have modified a bit based on our collective experiences):

• Bachelor’s degree in a relevant discipline
• Management experience in a similar role
• Quantifiable experience creating and executing strategies and plans
• Impeccable leadership and problem-solving skills (with examples of how they've been applied)
• Able to establish long-term relationships with stakeholders
• An understanding of relevant laws and regulations
• Independent
• Effective in fast-paced workplaces

Beyond that, especially in the C-suite, you need them to have specific knowledge of the department or departments they will be in charge of. For example, a CMO will need an in-depth understanding of marketing tactics and positions to serve you well.

As you can see, the title dictates the skills and requirements in many cases, so choosing one first and understanding the skills needed can help you better match a real person with the right experience to the opening or, at minimum, find a candidate with potential who could be mentored toward taking on the role.

2. Decide what skills are crucial

It's possible that you can and will find someone with all the skills you need and want, but it's certainly not simple. When writing your job description, start with the skills that are truly needed. You can add in "nice-to-haves" after that but denote them as such.

To get you started, here are some typical skills most executive-level roles require:

• Leadership
• Change management
• Critical thinking
• Decision-making
• Conflict management
   

3. Imagine your ideal leader

Executive-level hires need certain undeniable qualities to succeed, but they are usually unique to your business. Think about what would make someone successful at your specific company in that role and write everything down so that you can compare and contrast candidates with that wish list.

4. Isolate growth tracks beyond the role

It should come as no surprise that people seeking executive-level roles are interested in their future career development. Establishing growth tracks that you can discuss openly during the interview stage or on your website is an extremely attractive recruitment bargaining chip.

5. Think about whether you need an individual or a team

It's possible that finding an executive-level hire will just be the beginning of your hiring journey. Perhaps that person you hire will need support and it would be wise to onboard a team together!

Hiring a team simultaneously can potentially boost bonding and synchronicity.

6. Consider what you have to offer

An offer letter is expected, but one differentiator you can provide executive-level candidates with is a comprehensive packet that spells out all the benefits of joining your team. These hires are sought after, and the level of detail outlined in your package could decide whether or not they choose to join your team.

Pro tip: This doesn't have to be a personalized piece, it just needs to be genuinely helpful. You can have it ready in advance to make a faster offer, earning you an edge!

7. Prep for interviews

Your potential hire will need to prepare for their interview, so do the respectful thing and spend some time developing the best possible questions to ask them. This is your first opportunity to show them you care, and it will go a long way toward proving your worth as an employer.

8. Understand that quality executive-level hiring takes time

If you don't wish to re-hire in a few months, take the time to find the right fit.

According to data from the Society for Human Resource Management (SHRM), hiring someone costs an average of $4,700. However, that's the baseline cost for any level of hire. An executive-level hire costs much more. That's why making the right choice the first time is important, and that takes time.

A tried and true recruiter can speed this process up as they have direct connections with talent, but an overnight successful hire is not realistic in most cases. Plan accordingly.

9. Find a partner

While you can certainly find talent independently, choosing a talent acquisition partner with specific experience in locating these leaders is often easier.

Did you know that Beacon Hill offers retained search, contingency search and hybrid search to source executive professionals? Hiring for an executive-level position isn't easy, but the process is better with support, and Beacon Hill's executive search team is here whenever you need us.

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