Having the best executive employees in your telecoms or media organization is a great way for you to become the best company in your field; and to maintain that position. Unfortunately, the best is seldom available as they are sought after by every company who can use their skills. However, this doesn’t mean that you should not be trying recruit the best that is available. Finding the right candidates is a difficult thing though, and though there are many avenues available,some are more suitable than others. The way you conduct your recruitment drive will often dictate the amount of suitable applicants you reach and, more importantly, the type of applicants you have.
Obviously, before looking externally for such an important role as an executive, you should be looking at internal solutions. There are many positives that you can take from employing somebody that is already in your business; and if you have a potential candidate, (you will know who they are by the way they have been trying to work their way up the corporate ladder), your search could be over very quickly.
If you do employ internally, you will already know about the applicant. You will know how reliable they are, whether they can fit in your organization, whether they will be loyal to the company or not, and you will know their skill set and their personality.
These are all very important things, and many of them are a gamble with a new employee; especially employee loyalty. The application process will tell you many things, but working with somebody tells you much more, and knowing that they already understand your business you can be sure they will hit the ground running.
General advertising is another way you consider searching for likely candidates, and there is no doubt that you will be able to reach a lot of people. The problem is that you will then need to sift through hundreds of applicants, with the possibility that none are suitable. Online recruitment using LinkedIn and accessing people through Facebook is also a possibility; but once again, you are playing a numbers game, where you are hoping to find quality by encouraging as many applicants as possible. This is a time consuming practice that can often lead to applicants who,though suitable for lower management levels, may not be suitable for the executive positionyou have open.
Recruitment consults often specialize in niche markets, and if, for instance, you are looking at telecoms contract recruitment, using a recruitment consultant who specializes in that field will obviously have its benefits. A consultant will know the best places to look for your executive, and will know how best to approach them. They will be able to guide you about the packages that are most likely to attract the best candidates, and will often already know the person who is the perfect fit for your business. Perhaps the best person for your company is not actively seeking different employment, and will therefore never reply to an advertisement. However, a consultant who already knowsthem, can simply call them up andencourage them to join your company. You can sit back while a professional finds the best person for your approval.
Executive level recruitment is incredibly important for a company to succeed, and that is why so many companies now leave everything to the people who know the business the best.
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