As a general rule, it can often be much harder to hire business managers, leaders, heads of departments, and directors than everyday workers for specific tasks. Leaders must have a particular set of skills, qualifications, and traits, and those people aren’t always looking to embark on a new employment journey.
However, your hiring actions might also play a part in your inability to find suitable people to fill your leadership roles. You might struggle to hire executives if you’re doing some of the following things.
Not Relying On Expert Help
You might be skilled in your company’s daily operations, but that doesn’t mean you have the most appropriate skills for the recruitment process. Ask executive recruiters to find recruits, and you might learn that it often takes a team of trained experts to find the right people to fill executive positions within a company. If you haven’t had success with your current advertising methods or want to improve your chances of success from the beginning, you might see the value in hiring an executive search services provider.
Hiding Salary Range Information
Money can be an uncomfortable discussion point, especially regarding earning potential within a business. While you might think that not publishing a salary range within your job description allows you to enter into salary negotiations with the upper hand, it might have the opposite effect.
Potential applicants might see a lack of salary information as a sign that you don’t have competitive or above-market-rate offerings. If you’re willing to pay top-dollar for an executive, don’t be afraid to highlight this fact. You might enjoy more interest in your job advertisement as a result.
Screening Applicants By Past Job Titles
The larger your company, the more applications you might receive. For example, three million job applications cross the desk of recruiters at Google each year. Manually reading through each resume would take a significant amount of time, so many company recruiters use AI to filter out the applications of people who wouldn’t suit the advertised role. Some of these filters can include job titles, which means some applicants don’t make it to the interviewing stage because they haven’t held a job with the same title as the one you’re advertising.
There’s potential for you to miss out on interviewing the perfect candidate simply because they don’t have experience explicitly in the role you’re advertising. However, that doesn’t mean they don’t have the necessary knowledge, skills, and qualifications. But as you sift through countless applications, make sure you don’t overlook the need to check a person’s track record. Services like Triton Canada should come in handy in making sure you’re hiring only people with a clean background.
Looking In the Wrong Places
The best people to fulfill your executive roles won’t necessarily live in your local area. If you’re struggling to receive any applications for your advertised position, consider where you have it advertised. Some business leaders would be more than happy to relocate for the right position, especially if it’s for a business offering competitive salaries and perks. Broaden your scope, offer incentives for moving, and you might attract the best applicants regardless of where they currently live.
Receiving minimal interest for your advertised roles can be frustrating, and you might think the right person for the job doesn’t exist. However, if you were to advertise in the right places, rely on experts, and adjust your criteria, you might receive more job applications than you thought possible.
