What is a ‘senior level’ appointment and how do you recruit them?

What is a ‘senior level’ appointment and how do you recruit them?

Recruiting at a senior level is a very different process to entry-level job filling.

When people are starting out, they want to climb the career ladder, and they know they will have to change jobs several times to progress. As a result, many of them are happy to just ‘get the job’.

What does senior level mean?

‘Senior level’ is a rather vague term that will mean different things in different companies.  But it generally represents a position requiring a lot of experience, near the top of the management hierarchy. And it’s so important to get recruitment at this level right, as we are talking about the leaders who will set the agenda for the whole organisation.

These are people who have made a real impact in the positions they’ve worked in and are held in high regard.  You can be sure all of your competitors will know of them and may have employed them!

Challenges

One of the challenges of recruiting at this level is that there simply aren’t as many qualified people in the pool.  You therefore need to plan how you will generate interest.  Many of the suitable candidates will already be in very good jobs, enjoying an excellent set of benefits.  Your ideal employee may be based hundreds of miles from the vacancy.  How will you entice them away?

These people have done their career building.  They have moved upwards, gaining skills and experience.  So when looking to attract suitable candidates, you need to show them a vision of the future.  Not content with simply landing the job, they are looking at their long-term career and will want to know how the vacancy you are talking to them about will fit into their plans and where it will take them.  How will your position help with their personal development?  And how do you see them impacting the organisation?

A good candidate may be regularly approached by headhunters

You need to be proactive in explaining the advantages of your position over the competition.  It’s important to sell the job to the candidate.  People with a lot of experience can see straight through any vagaries, so always be honest and straight with the information you give.

You’ll need to be offering an attractive set of benefits.  Think about the priorities of the candidates – long-term financial benefits such as pensions, share schemes or options, for example, may be of crucial importance.

Top talent wants to work with others from whom they can learn.  Stress the credentials of the person the position reports to and the other members of the senior team.

 

Finally, it goes without saying that every interaction with the potential candidate must be professional, efficient and timely.

Many organisations do turn to a professional headhunter to help with their most senior vacancies because the best people are very rarely actively looking for a job.   It’s estimated that at any one time, around 30% of the workforce will be seeking a new position, and of course, senior personnel represent a disproportionately small percentage of that group.

A professional search and selection organisation can target the grey area – those who, whilst not seeking a new job, may move if presented with an ideal opportunity.  It’s a time-consuming process, and headhunters work closely with their clients to really understand the skills required and the benefits offered.

It’s an area we specialise in, and so if you need help with any senior positions in the health and social care area, do get in touch for an informal discussion.

Click HERE and book into our calendar at a convenient time/day and we will call you to discuss.

 

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