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Executive Search Tips for Employee Selection

April 17, 2012 | Comments: 0 | Views: 166

Every company has deemed employees as their most valuable asset, especially when it comes to hiring a good quality team of people. It also is fundamental to the health of an organization to have effective hiring practices in order to have a successfully run business. Even though however, there are certain things some companies overlook that are advantageous in the hiring process that can let them get to better know their candidate. One of these techniques, which come highly recommended in executive search firms and has been proven highly effective in practice, and is the use of a company's current employees during the interview process.

Some companies have begun implementing training on the finer aspects, and begun including their general employees on the hiring and interview processes. The benefit in the long run can be invaluable in the long run and shouldn't be seen as just a waste of your employee's invaluable time. There are three ways that allocating teams of employees can greatly improve these routines by 1) producing an assortment of assessments to bear on the person being interviewed, 2) permit a collection of employees to evaluate the skill set of the potential client to make sure they are proficient in that area, 3) also allow a selection of employees to assess their compatibility with the preexisting culture in that division. The last point is the most important role because it is in regards to the overall happiness that an employee will retain with the company. With happiness comes efficiency and productiveness.

If the hiring manager is not willing to take the advice and input on the matter and include it in the final assessment of their candidate then it is not enough to include these individuals in the process. There are other disparities on this technique of assessment that can be employed as well. Many companies have found it useful to arrange shadowing sessions for their candidates once the applicant pools has been significantly trimmed down, this is an extension of the employee-applicant practice. This gives the applicant the opportunity to learn more as much as possible about the position and the duties involved, as well as giving those employees the opportunity to better gauge the candidate's value and their cultural compatibility with the workplace environment and allows a candidate to follow and watch an employee in a similar position to that which they are applying to.

Time can only tell whether or not your team has made a good decision regarding your recent hire, it can never be immediately determined. It takes time in order to determine whether or not the person you hired will be proficient in the company and will fit into the company culture. The situation remains though, that the more minds brought to make a decision the better it will be. In the circumstances of an executive search, the decision needs to be made as successfully and competently as possible to avoid losing time and money for the company.

Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium Executive Search Firm offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For questions please contacnt Maurice at maurice@conselium.com or visit the site http://www.conselium.com

Source: EzineArticles
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