If you plan searches in advance, you'll require less Tylenol later...
by Scott White

Ask people about the value of working with executive recruiters and you'll likely get a wide range of responses. If you've worked with Chaloner Associates, you know that we do more than just source candidates. We work with clients on all aspects of the recruitment process, ensuring that it is effective and efficient for everyone involved. Before scouring databases, calling qualified candidates or sharing position descriptions, we first develop marketing plans--for every search we do. We've highlighted below why we invest in this activity and why you should too, whether you work with a recruiting partner or source candidates on your own.

Chaloner Associates develops marketing plans to:

• Ensure alignment: We want everyone involved in our searches to be on the same page so that there are no surprises along the way. We clarify skills and experiences required for the job, salary, reporting structure, criteria for success, key responsibilities and other non-negotiables.
• Communicate consistently and compellingly: We ensure that all the players involved in a search receive accurate, consistent and compelling messages. And we remind hiring managers that a job search is a great opportunity to promote their company, its growth or strategic changes taking place. Rehearsing messages in advance eliminates inconsistencies and reinforces why the opportunity and company are attractive.
• Leverage resources wisely: Recruitment activities should be cost-effective. If you can figure out in advance who the "ideal candidates" are and how to best reach them, you minimize calls and resumes from non-qualified candidates.
• Help interviewers conduct effective interviews: Once the position is clearly defined, we develop interview questions that are relevant for the position and the culture. When multiple people are involved in interviewing candidates, we encourage them to divide up interviewing questions so that the interviewers focus on specific areas and candidates are not asked the same questions repeatedly. When interviews are conducted well, candidates leave not only with a positive impression of the company, but also clarity on the position and culture. When done poorly, candidates have told us they came away with an unfavorable impression - the process seemed disorganized, messages conflicted, and candidates themselves having trouble getting "air time."
• Work efficiently: We identified key referrals sources up front-those most likely to be or know of the "ideal candidates." At the same time, we focus our own recruiting team members on different aspects of the search in order to uncover the best candidates quickly.

When companies develop marketing plans for their searches, they reap many benefits including:

• Determining quickly whether they have the right resources to find the best candidates and can manage the entire process, or whether they need the help of a recruiting partner, thus identifying the best use of their time and money.
• Identifying metrics to measure the value they get from recruiting partners.
• Verifying that employees involved in the process are putting their best foot forward, selling the company and delivering clear, consistent messages.
• Ensuring that they are focusing on sourcing the most qualified candidates rather than inviting and wading through resumes from unqualified candidates.
• Minimizing the need to alter a search in mid-process because of a sudden need to re-evaluate the position or ensure agreement on the qualities and experiences required.

Whether you conduct a search on your own or partner with an executive search firm, conducting due diligence will help get all key players on the same page, ensure a smooth process for both employees and candidates, yield the best candidates for your organization, and eliminate the stress that invariably comes from embarking on such a process.