Head-hunting senior executives is a tricky matter. It is much more of a taxing job compared to traditional recruitment. Passive candidates are very important in executive search. So, head-hunters need the support of powerful executive search software to meet the demands of their job.
The executive search takes place over the course of many months. It is about filling a top position at an organisation. This means that the line of executive candidates needs to be of high calibre. The role being advertised has a strategic influence on the direction and future of the company. Hence, the person stepping into the role must be a top talent – highly skilled and qualified with great accomplishments backing their application.
But there’s one big hitch in all this. One that cannot be resolved quickly without using a good executive search software partner.
Senior executives or c-suite executives, who make up the ideal candidates for head-hunters, are not easy to find and put on the candidate list. The reasons involve –
- Senior executives are most often busy
- It’s not easy to reach them
- Their social media accounts are not updated
One other challenge is that head-hunters usually have to prepare a long list of initial prospects to present to clients. This list should have hundreds of executives with skills and credentials as close to the core requirements as possible. But it can be challenging for the executive recruiter to prepare this long list with hundreds of executive candidates.
Active candidates are, as the name suggests, individuals who are actively involved in the job search. They make themselves visible in the jobs market and are receptive to calls from head-hunters.
Conversely, passive candidates stay low-key and are not looking for anything new. But it is vital that they are identified and approached. Talented executives with matching skillsets are valuable for the executive search process. It can be difficult to identify or contact them, but it must be done. And using executive search software is very helpful in this regard.
Because even if head-hunters were to pinpoint such executives, it can be a taxing process to directly reach out to them. Most senior executives receive hundreds of InMails. Their email addresses or contact number is not easy to get. So, how can a head-hunter source these talented but passive executive candidates?
- Makes sourcing executives from social media easy
- Saves time as it immediately pulls up hundreds of candidates
- Candidate sourcing can be done easily using different filters
Using robust executive recruitment software with a strong AI search functionality makes passive talent sourcing extremely quick and convenient. It is the perfect tool for efficient and effective head-hunting.
It gathers candidates who meet the requirements – designation, location, skillset, qualification – from all over the internet. Head-hunters do not have to go into various social media platforms and spend tons of time on each one.
There’s also no laborious admin work involved when using the CRM. Instead of spending hours creating the list on Excel, the executive search software system enables users to navigate the system quickly.
It also helps executive search firms and their head-hunters move away from the talent pool and widen the scope of talent hunting. While having a candidate pool of skilled executives is highly valuable, one disadvantage can be the lack of updates.
But using AI-enabled executive search CRMs will ensure that every search is quick, easy and painless. The search is fresh every time so that means the candidate list procured from the search will have the latest information. The talent acquisition team will not have to waste hours confirming that they have the updated data at hand.
It’s important to bear in mind that executive search is vastly different from traditional recruiting. Hence, the regular recruitment software will not be very helpful when head-hunters are in search of top executives.
It is only working with executive search software solutions that can help the executive search team perform at their best and find the passive candidates.