Matching executive candidates – high-level matches made in heaven
It’s a bit of a stretch but indeed you need some skills in human relationships to understand how to fit candidates to positions. There is nothing worse for a headhunter than to have high-quality searches and no fitting candidates or, the other way around, having great talent and nowhere to place it. So, the secret lies in the middle. Making the match.
When is a fit a fit?
Every search starts out with some sort of idea of a need and so does every candidate. Both sides seem to know what they are looking for. But often, it indeed just seems as if they do. Many times even I have been surprised by which candidates ended up being perfect for the job and what companies where really looking for. This is the essential superpower headhunters need, to fill the space between the job search of the client and the needs of a candidate. Everything short from a personal fit is not enough. Much like in love: the lid needs to fit the pot.
Understanding professional relationships
You may say: there’s quite the difference between finding eternal love and filling a position. And yes there is but there also isn’t. Headhunting has a lot to do with having a deep understanding for human relationships. They may be professional relationships, yes, but they are still human ones. Finding a cultural fit for a position, which often entails that someone really fits into the environment and understands it, has various (proven) economic advantages and only comes with understanding the underlying deeply human characteristics of a person. How does the person relate to the company? Where is the connection? And in the end: how does the person fit with the people in the company?
Knowledge and character – it comes with experience
An executive in the field of Life Sciences needs to know and understand exactly what is going on in all of the processes in a company. Experience and background of a CEO are therefore very important. Yet, since he or she is facing a lot of managerial and executive duties on a daily base, business skills are very important as well. So how to find the perfect balance for your specific occupational profile/job description? Defining this balance becomes easier the more often you have to create such a definition. In a nutshell: experience can help a great deal.
Knowing the industry is key, which applies to all industries, but let’s talk – in our case – about Life Sciences. Finding executive talent can be specifically hard for companies that work in Life Sciences. There are high turnover and burnout rates in this field, which often leaves firms with a vacancy that has very specific vocational requirements. But, more important are personal qualifications such as character and assertiveness. The cultural fit is just as important as other requirements.
A cultural fit is easier to determine from an objective perspective, which none of the two participating parties have. This is why consulting a third party in recruitment processes can make the matchmaking finally happen.
Not to forget: The real good candidates know where the expertise is and actively search out the right people. You just need to find those people that have access to these types of candidates. Get in touch with me to find your professional match!