BrainWorks

Recruiting is an incredibly important factor in any business’s success or failure. Companies that focus on a recruiting strategy as earnestly and consistently as they focus on advertising and sales, do better than those that don’t. That seems to be the case whether the focus is the CPG industry or data science and analytic recruiting. And the executive recruiting strategy should be a pretty simple one: Hire an executive recruiting firm to do it. Here’s why.

They Know People

The connections and experience that executive recruiters have are precisely what makes them so effective. For instance, a C-level recruitment firm is contracted for an upper-level ecommerce recruitment request from an executive looking to expand its online presence. The recruiter or team assigned to fill the position can source the right talent with experience in ecommerce. They know who’s terrific at reforming and organizing a struggling department and who’s a creative savant with exactly the out-of-the-box chops the role calls for. And they know who would be a good culture fit and who wouldn’t.An executive recruiting firm that specializes in your industry has the lay of the land and the sourcing skills needed to cull top C-level talent.

They Know Your Business (Better Than You Think)

To recognize whether or not an employee would be a successful culture fit, the recruiting firm will spend time asking the right questions. The recruiter will strategically assess hiring needs based on your business plans and likely attrition. They will help you clearly define the positions to be filled and the timing of your hiring needs.The recruiter will proactively source candidates that fit your profile. A good recruiter will arrange periodic times to review the candidates presented and refine the search if they are off the mark. Communication with the recruiter is key to making a successful hire.

Their Experience Is Priceless

AC-level recruitment firm brings their years of experience to the table. Collectively, a recruiting firm will have dozens of years of experience recruiting, evaluating, matching, interviewing, placing, making offers, negotiating, onboarding, and doing everything else peripheral to placing executive talent.They are the experts in executive recruitment.

About BrainWorks

Over the course of 25-plus years, BrainWorks has been recognized as a premier leader in the recruiting industry. Their mission is simple: to make your business more successful by placing top-tier talent. BrainWorks does this by leveraging their practical and proprietary talent-seeking and identifying solutions. In their recruitment toolkit are the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. It’s a rigorous, fine-tuned, accurate, and most importantly, consistently successful recipe for sourcing top-tier talent. BrainWorks is widely considered as setting the standard for big data, marketing and analytics, data science, ecommerce, customer insight, and CPG recruiters.

Ensure the continued growth and success of your business with BrainWorks, at Brainworksinc.com

Original Source: https://goo.gl/7qg1EL

Obviously, it’s essential for the management, executives, and officers of a business to be familiar, concerned with, or involved in sales, advertising, growth, social media branding, and everything else that it takes to run a successful business. But all too often, the details of those “traditional” business concerns is given priority over a robust recruitment and hiring program. It’s becoming increasingly clear that if hiring and recruitment is only a business’s focus when there’s an opening or current need, that business suffers.

Much of the day-to-day details being prioritized instead of establishing a recruiting program, policy, and strategy, are exactly the sort of thing talented employees could be focusing on. After all, not giving recruiting and hiring its due and proper attention can significantly increase the risk of a business-damaging or even business-ending mistake: a regrettable executive, management, or C-level hire.

Do You Have Hiring Best Practices? You Should

There’s no question that hiring for all positions, including lower- and mid-level within a company, is incredibly important. Those employees are the backbone of a business. But hiring shortfalls, a toxic culture, or simply a bad culture fit between lower- to middle-management and their subordinates can lead to a number of issues within a company. Establishing hiring best practices girds against that and is great for perspective. And that rings true whether you’re looking for a VP of Sales and Marketing or you are building a data science team with specialists in analytic recruiting.

Consider Accomplishments Over Years of Experience

Trends are certainly emerging regarding which traits and tendencies are good indicators of success and which aren’t. Increasingly, a premium is being put on personality and culture fit. Even technical and ecommerce recruitment is turning more toward how well someone is going to communicate and cooperate with their coworkers, while having 15 years of experience rather than 12 is less critical. It also comes down to hard-won accomplishments. The best recruiters will consistently take 10 years of growth, success, drive, and innovation over 15 years of status quo line-toeing.

C-Level, Management, and Executive Recruiting

Though the advice above is certainly relevant no matter who you’re hiring, when it comes to C-level, management, and executive recruiting, you’re best to not go at it alone. The best policy is to contract with a recruiting firm. While less-than-optimal lower-level hires can be detrimental to a company, a bad executive hire can prove a fatal strike for any business.

Consider the distinction of the funnel and the tunnel when looking for candidates. For non-management employees, the hiring and recruiting strategy may involve broad outreach to funnel in a good fit. For C-level recruiting, however, the approach is more like a tunnel:a single, specific pipeline for exactly the candidate you need. For this focused approach, recruiting firms are invaluable. They have the experience filling C-level roles, they have connections, and they know how to identify top-tier talent. Plus, their third-party perspective means they may see your company’s culture better than you do. The recruiter will be your strategic partner to recruit, source, and manage the hiring process. The goal being to successfully hire the next senior level executive to join your leadership team.

About BrainWorks

Over the course of 25-plus years, BrainWorks has been recognized as a premier leader in the recruiting industry. Their mission is simple: to make your business more successful by placing top-tier talent. BrainWorks does this by leveraging their practical and proprietary talent-seeking and identifying solutions. In their recruitment toolkit are the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. It’s a rigorous, fine-tuned, accurate, and most importantly, consistently successful recipe for sourcing top-tier talent. BrainWorks is widely considered as setting the standard for big data, marketing and analytics, ecommerce, customer insight, and data science recruiters.

Ensure the continued growth and success of your business with BrainWorks, at Brainworksinc.com

Original Source: https://goo.gl/NFkuZ8

Finding a good C-level recruiting firm can be tricky. Just like hiring itself, it can be tough to know which candidates are going to deliver what they promise. It’s an important consideration as the talent, quality, commitment, reliability, and trustworthiness of employees, particularly those in management and at the C-level, are the future of your business, for good or ill.

So how can you determine whether an executive recruiting firm is effective at not only finding the best talent but finding the talent that’s best for your business? Thankfully, there are a number of attributes that the best recruiting firms share that separate those truly committed to filling a C-level position and ensuring it works for you and filling a C-level position for the commission with little regard for how it works out once the ink has dried on the contract.

Works Well with the Hiring Manager

Good executive recruiting is more complex than even those who have some appreciation of the process might think. For instance, the desired candidate attributes being sought by CPG recruiters are going to vary, often significantly, from those being sought by tech recruiters. That the attributes a recruiter is looking for in a candidate vary significantly from industry to industry is likely not exactly a shock. But those attributes also vary from business to business within an industry, department to department within a business, team to team within that business, etc.

That’s what makes an executive recruiter who works well with and listens to the hiring manager in charge of a managerial position so important. The hiring managers will often have insights about the culture, style, needs, strengths, weaknesses, etc. of a team, department, and business that are hugely influential in the candidate selection process. Being aware that a candidate who’s stellar in a deadline-driven, metrics-heavy environment isn’t the best choice for a position emphasizing nurturing the creativity and out-of-the-box thinking of a team is going to be crucial.

Will Liaise with the Client During Every Step of the Hiring Process

The rise of computerization allowing for the aggregation, synthesis, and analysis of huge data sets has changed virtually every business environment on the planet. While the data-driven marketplace has revolutionized how business is done, it can result in numbers being prioritized over human interaction, particularly in tech or ecommerce recruitment. Though numbers can be helpful, to rely on them alone isn’t. Because as numbers-heavy as an executive or C-level position is, like the huge majority of other jobs on the planet, human interaction is still the crux of most, if not all, executive and managerial positions.

Which is why staying in touch throughout every step of the process separates the decent executive recruiting firms from the excellent ones. Just as is the case with businesses, the hiring process for an otherwise stellar candidate can be derailed by misunderstandings, transient personality clashes, negotiation misconceptions, and a thousand other little products of the human condition.

A great C-level recruiter isn’t just an experienced negotiator with a wealth of knowledge on the candidate and company looking to hire, in addition to being an all-around consultant and confidant—they also serve as the all-important objective third party. And when that third party can be involved in everything from the initial interactions, to the interviews, to the negotiation, and after that ink has dried, those fruitful partnerships borne of mutually-beneficial business relationships are made and sustained.

About BrainWorks

For over 25 years, BrainWorks has built a reputation as a leader in the C-level recruiting industry. They have done so by leveraging several approaches to executive recruitment. They have developed and take advantage of their suite of proprietary talent-acquisition solutions, including the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. They combine their successful, cutting-edge approach with their invaluable networks and relationships with business leaders and the future business leaders they’re looking to hire. This has resulted in BrainWorks being an industry leader in the finding and placing of C-level talent with CPG recruiting, customer insights, big data, ecommerce, data science, and analytic recruiting.

Find the talent that will assure your business’s success, at Brainworksinc.com

Original Source: https://goo.gl/H6j4SD

The guidance has largely vacillated between shrugged “rely on your gut, but do so without bias” impossibilities, and “sure-fire” tests, feedback equipment, and gimmicks to separate the on-paper pretenders from the legitimate talent. Recently, however, emotional intelligence (EI) has, appropriately, been recognized as an asset. And while it appears to be one of the keys to productive, successful hiring, it’s still somewhat undervalued. That is why it’s so important to contract with a C-level recruiting firm that recognizes the importance of emotional intelligence and incorporates it into their talent acquisition strategy.

The Importance and Appearance of Emotional Intelligence

While EI is a great asset for any employee to possess, even in the hard-data, cold-number heavy world of tech and ecommerce recruitment, according to research, it’s a particularly important attribute for those in executive, managerial, and C-level positions. It can literally be the difference between a high-level (often high-profile) manager and their team being a success or a failure.

If you’ve never seen a team, department, or even business tank because of a toxic atmosphere, personnel mismanagement, interpersonal conflicts between an executive or manager and their staff, offended clients or customers, litigation due to insensitive or actively abusive behavior, you are fortunate. Sadly, it’s an all too common fate for modern businesses. Hiring for EI both mitigates, if not abolishes, that kind of risk; it ensures a statistically more effective management team, which typically means a more profitable business.

What to Look for in a C-Level Recruiting Firm Hiring for Emotional Intelligence

Just like you should do with a job candidate, you should get to know your C-level recruiting firm. You should get to know their process for identifying talent based on practical personal metrics and EI. When EI comes up, there are a couple of red flags to look out for. If the recruiting firm brushes it off, with comments like “Why would data science recruiters care about emotional intelligence?”, beware. Likewise, if their process for emotional intelligence testing relies exclusively on personality tests or self-reporting tests, that can be a potential red flag as well.

There are a number of problems with relying exclusively on tests like that. For one, personality and emotional intelligence are not the same thing. Someone can have a bubbly, optimistic, outgoing personality and lack empathy, ignore the emotional experience of everyone else, and be without basic self-awareness. Self-reporting tests and inventories can be manipulated by people taught to game them (it’s not very hard to teach). And if someone doesn’t have the emotional intelligence to be legitimately self-aware (or are self-aware enough to be dishonest about those shortcomings for a job), you are not going to get an accurate picture of their emotional intelligence. Basically, to find the truly qualified candidates requires legitimately getting to know a candidate through a series of interviews in which the recruitment firm is involved and contributing.

About BrainWorks

For over 25 years, BrainWorks has built a reputation as a leader in the C-level recruiting industry. They have done so by leveraging several approaches to executive recruitment. They have developed and take advantage of their suite of proprietary talent-acquisition solutions, including the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. They combine their successful, cutting-edge approach with their invaluable networks and relationships with business leaders and the future business leaders they’re looking to hire. This has resulted in BrainWorks being an industry leader in the finding and placing of C-level talent with CPG recruiting, customer insights, big data, ecommerce, data science, and analytic recruiting.

Find the talent that will assure your business’s success, at Brainworksinc.com

Original Source: https://goo.gl/R5Y5bs

A business can enjoy every advantage—initial profitability, the most modern technology and infrastructure, cutting-edge tools for metrics and data analysis, and a great reputation—but just not be very good at hiring the right people for middle and upper management. Despite everything it has going for it, however, chances are the business won’t reach the heights it could with top talent—it could even fail due to a lack of it.

Failing to hire the best candidates isn’t necessarily some failing of HR or whichever department- or team-specific hiring group, because they keep picking incompetent, ineffectual employees. A hire could be an incredibly skilled, experienced, talented, driven, and otherwise exceptional candidate who isn’t as well suited for the position, for any number of reasons.

Additionally, department heads and team leaders involved in the hiring process are in managerial roles because they excel at what they do. But what they do may not necessarily be considering, vetting, selecting, interviewing, negotiating with, and hiring people full time. That’s why the best resource for the best hires are executive and C-level recruitment firms with industry experience, be it in analytic recruiting, data science, or ecommerce. They should also possess the tools and practices needed to consistently find the best candidates for the most important positions.

The Ins and Outs of “Fit”

Executive recruiters have a number of critical advantages that make them an ideal resource for and source of information about corporate hiring. Among the most important of those are their experience and connections; there is just no substitute for them. They also benefit, however, from objectivity. Members of a company’s management are often less suited to objectively consider that company’s culture, quirks, and inter-personnel dynamics.

Employing the experience and connections, executive recruiters are positioned to consider who among their massive pool of professional contacts and applicants is not only the best professional fit for a C-level or managerial job but the best cultural fit as well. For an ecommerce recruitment campaign, for instance, executive recruiters recognize that a CPG company’s R&D subculture isn’t going to be identical to its sales subculture. And candidates are going to be selected with distinctions like that in mind.

Appealing to the Best

All too often, when a business’s brass is considering how to lure the best talent to their company, the focus is typically preoccupied with salary and benefits. Obviously, salary, benefits, perks and amenities, a liberal PTO policy, and so on are hugely important. If those things aren’t sufficiently appealing, or open to negotiations, the best candidates aren’t going to accept a position. However, there are equally important but less tangible considerations that can make all the difference between a great candidate for your business or for a competitor’s.

For instance, virtually anyone who is very good at what they do is not only aware that they’re good, they are ambitious. That ambition is generally not tied exclusively to how much money they make or the square footage of their office in comparison to the rest of management. Qualified, ambitious candidates want to make their mark. They want to be part of an organization that they have a personal role in shaping, elevating, defining, and growing with.

By working with a C-level recruiter with wide industry experience, such as BrainWorks, you can trust all of these considerations will be taken into account to bring the top-tier candidates to your leadership team.

About BrainWorks

BrainWorks is recognized as one of the premier executive recruiting firms in the industry. For over 25 years, they have been leveraging their considerable experience and a suite of proprietary talent-identifying solutions to single out the best high-level candidates. Those solutions include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. Along with being recognized as exceptional CPG recruiters, they excel in the placing of top-tier talent in industries that analyze big data, analytics and customer insights, and have triumphed by entering the ecommerce arena.

Ensure the success of your business with BrainWorks at Brainworksinc.com

When the CEO makes a toast at the annual holiday party and gives that speech in which the employees are recognized as the company’s greatest resource, it’s not just a nice sentiment. Beyond the fact that employees are, of course, entirely necessary for any business’s operation, good employees are also responsible for any business’s continued success.

According to research, an exceptional team member who is a high performer is 400% more productive than the average performer. For employees in leadership roles in highly-complex or highly-specialized niche fields (such as managers, software developers, and other complex occupations), top talent was found to be 800% more productive. The burgeoning recognition of ROI like that from the best personnel is precisely what’s driving the surge in aggressive ecommerce recruitment. As superior talent is such an integral part of a business’s success, recruiting that talent is a top priority (or should be).

Work-Life Balance Is Good for Recruitment and the Bottom Line

There is an inherent assumption, borne from generations of deference to the 40-hour work week, that days off in general, paid time off (PTO), flexible hours, and the capacity to work remotely are precious commodities that a hiring manager and their hires are haggling over. The manager may try to hand out as little of it as they can while remaining attractive to great candidates, and those candidates negotiate for as much as they can get until a compromise is reached.

But that dynamic is no longer the standard norm. It’s hard to miss the evidence pouring in from around the world touting the benefits of practices such as a 4-day, 32-hour week (or less). Research has shown there is not only no detriment to productivity, but that workforces putting in fewer hours are actually more productive, per capita. Other, perhaps less extreme, measures, such as flexible hours so employees can work when they feel the most productive and the capacity to work remotely can also entice top talent.

Additionally, despite the stereotypes, there is no indication that today’s employees are all that intent on taking advantage of the time off they do have; just the opposite in fact. Particularly for the sort of superior talent that can truly, personally contribute to the success of a company, PTO, flex time, working remotely, and so on shouldn’t be considered productivity-endangering concessions. Dedicated, committed, talented candidates simply aren’t wired to compromise productivity by wiling away exorbitant chunks of vacation time on the golf course.

Trust and Detail

If you ask data science recruiters or anyone else in the recruitment industry specializing in high-level, technical, or specialized niche hiring, they’ll tell you it takes more than a generous-for-the-industry salary and decent benefits. The key to luring in the STAR candidate is appealing to the attributes responsible for making them a STAR. Those with superior talent are generally aware of their proficiency and value. So offering a flexible employment package with liberal PTO is both attractive on its own merits and a demonstration of trust in them and recognition of their value.

And while it’s a good policy in general, any upper-level position being offered should be accompanied by a considerable level of detail. Detail about the specific responsibilities and expectations of the position, but also details about the company offering it. That level of detail should tell a story about the business, its goals, priorities, philosophy, and future. It should be a narrative value proposition; a narrative in which the candidate can see themselves with a starring role.

About BrainWorks

BrainWorks is recognized as one of the premier executive recruiting firms in the industry. For over 25 years, they have been leveraging their considerable experience and a suite of proprietary talent-identifying solutions to single out the best high-level candidates. Those solutions include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. Along with being recognized for their analytic recruiting, they excel in the placing of top-tier talent in consumer products industries that benefit by analyzing big data and data science, have entered into the ecommerce arena, and interpret customer insights.

Ensure the success of your business with BrainWorks at Brainworksinc.com

It’s common knowledge among executive recruiters that when the businesses contracting with them are looking to hire for C-level and executive positions, the best candidates are often already happily employed elsewhere. There is a small percentage of qualified applicants for upper-level or management roles looking for work and sending resumes to internet job postings. But experienced executive recruiters know the best, most-qualified person for the job needs to be sought out and can prove far more talented than the top candidates who have applied.
It’s a dynamic that makes sense. If someone is competent, innovative, hard-working, and dependable, they tend to get noticed and take on fulfilling employment. And innovative, talented, dependable employees are an asset at any level. That talent creates a tension: Great employees and executive leaders are the greatest commodity a business can have and the only commodity that another business is allowed to take.

Because they are so valuable an asset, their employers are unwilling to give them up. That means hiring top-tier talent doesn’t come without risks. Being aware of those risks and working with C-level recruiting professionals who know how to mitigate them are invaluable.

Not a Magic Bullet

It is important to distinguish between the fact that the best talent is already spoken for and an assertion that spoken-for talent is therefore the best for your business. There’s an all-too-common business trope in which corporate brass hear glowing reports of a local star rising in another industry. Convinced that success in one field is a modular property, they lure this star to their side of the fence. And they promptly discover that ecommerce recruitment doesn’t work as well for mining consultancy or farm equipment marketing. Some skills, experience, and attributes are transferable to other fields and others aren’t.

But it’s not just how skills and experience are transferable. In the hyper-competitive business environment, it’s easy to forget how important culture-fit can be. Hiring managers, recruiters, HR personnel, and executive teams are increasingly discovering that having employees, management, and staff who share the same expectations, respond to the same style of leadership is incredibly important. Productivity and profit can be crippled if even an incredibly talented executive and their subordinates can’t figure out how to work together.

Legal Issues and Noncompetes

Hiring talent away from another company has other pitfalls as well. High on the list of those are legal issues that can result from hiring-away talent, including violation of noncompete agreements. When it comes to protecting proprietary information, an industrial espionage hire for trade secrets, or preventing an employee from using their training to immediately set up a competing business, most companies will aggressively enforce their noncompete agreement.

Peripheral legal risks include abetting the violation of a contract with a high-level hire. Depending on how high-level the hire is, should the new executive begin hiring away big chunks of their previous coworkers, they risk infringing on “duty of loyalty” statutes. These risks can be heightened when they involve analytic recruiting, when the information a new hire or team has can be worth a substantial amount of money.

As dire and risky as all of that sounds, there are some pretty simple solutions, like oversight, subtle and non-binding interviewing, being familiar with the necessary compliance, etc. However, one of the best solutions is to contract out executive and C-level recruiting responsibility to a professional executive recruiting firm. After all, it’s their job to be familiar with all the minutiae of hiring executives from another organization, and they can save a company a lot of time, hassle, and in many cases, money, by navigating these trickier details.

About BrainWorks

Over the course of 25-plus years, BrainWorks has established a reputation as a premier innovator and thought leader in the executive recruiting business. They make businesses better by leveraging their own proprietary talent-finding solutions—the Talent Evaluation Process (TEP), Talent Acquisition Profile (TAP), and Seven Traits to Assess Results (STAR)—to identify the top talent for executive and C-level positions. BrainWorks specializes in placing top-tier marketing and analytics, big data, customer insight, and ecommerce professionals with industry-specific recruiters, including CPG recruiters.

Secure the continued success of your business with BrainWorks at Brainworksinc.com



Original Source: https://goo.gl/bvwoFP

When leading businesses look for top talent to fill their executive and C-level positions, they often utilize professional executive recruiters. They do so because these recruiters have the connections, insights, relationships, and expertise to match the top candidates with the top positions.
Recruiting at the executive level is demanding, difficult work that requires the ability to separate true talent from pretense and have a personal, detailed understanding of the culture, character, and quirks of numerous businesses and potential candidates. Then the C-level recruiters are required to use that insight to determine which top talent and businesses will work well together.

That’s not easy. However, because the reputation of those recruiters relies on the quality, work ethic, character, relevance, and culture-fit of their candidate selections, the recruiters who excel in the recruiting business are industry experts for the hiring process and the vetting of candidates. And that knowledge is critical for for sourcing top executive-level talent for your business.

They’ll Select True Talent Over Years Worked

Whether it’s high-level ecommerce recruitment for a tech giant or a middle management position at a small CPG business, recruiters will take the hungry, talented, and proven mover and shaker over the uninspired long-timer who has simply stuck around for years with mediocre results.

That’s not to say that recruiters don’t put a premium on experience and dependability—these are certainly factored in. However, if it comes down to it, when choosing between a candidate with 10 years of experience overseeing growth, innovation, and burgeoning profits and a candidate with 20 years of experience steadily towing the line at the head of a department that hasn’t done much, years of experience is simply not enough.

The takeaway for those aspiring to a C-level position is: When marketing yourself to potential employers, be specific about what you’ve accomplished. Share achievements and specific details, milestones, and actual figures to demonstrate how you’ve succeeded and what you’re capable of accomplishing.

The Interview Process is a Two-Way Street, Really

Many of us have heard, “Job interviews are a two-way street. When they’re interviewing you, you should interview them back.” The concept may sound like one of those unhelpful business clichés that’s a better fit for a slogan on a poster in a hiring center than a useful maxim. However, in this case, it really is good, applicable advice.

For an executive position, particularly in a competitive, knowledge- and curiosity-driven hiring situation, like analytic recruiting, for instance, a recruiter and potential employer are looking for someone who is ready to ask them questions, including thoughtful questions. Any C-level candidate a company considers worth looking at should be familiar enough with an organization to ask pertinent questions about that organization, questions that demonstrate an understanding of the business that transcends their “About Us” page.

They want a candidate who digs deeper, talks to contacts, and does some in-depth research. Not just because knowledge of the company you’re potentially going to work for is generally an employment necessity, but because it demonstrates intellectual curiosity, insight and acumen, and an interest in and commitment to the company.

Additionally, potential executives have to be able to demonstrate that they’re willing to ask tough questions in general, and that they have the confidence, high-level knowledge and experience required to do so. Finally, someone comfortable with asking tough, straightforward questions to a group of executives they’re hoping to work for is demonstrating that they’re someone who can work with those executives as equals.

About BrainWorks

Over the course of 25-plus years, BrainWorks has established a reputation as a premier innovator and thought leader in the executive recruiting business. They make businesses better by leveraging their own proprietary talent-finding solutions—the Talent Evaluation Process (TEP), Talent Acquisition Profile (TAP), and Seven Traits to Assess Results (STAR)—to identify the top talent for executive and C-level positions. BrainWorks specializes in placing top-tier marketing and analytics, big data, customer insight, and ecommerce professionals with industry-specific recruiters, including data science recruiters.

Secure the continued success of your business with BrainWorks at Brainworksinc.com



Original Source: https://goo.gl/kDD8hN

One of the keys to the successful running of any enterprise is knowing when an expenditure is going to be worth it. The natural inclination of most successful businesspeople, obviously, is to balk at the prospect of paying for something they’re not convinced they need.
For something like contracting an executive recruiting firm for a high-level hire, the fact that listing a position and interviewing candidates is something that can be and has been done in-house can make the hirer even more hesitant to pay a third-party. When it comes to C-level hiring, however, engaging a recruiting firm is some of the best money you’ll spend for your business, and the cost of not doing so can be much, much greater.

1. Recruiting Firms Find Better Candidates Faster

The secret to success for the good executive recruitment firms is a familiar one: networking. In the more rarified air of C-level recruiting, the specialist recruiter knows most everyone in the industry. They know the businesses and their quirks and cultures—they even know many of their secrets. An executive recruiter is often among the only people who know that a talented executive is unhappy and looking for a change.

If you’re hiring for a C-level position in a data analytics firm, for instance, the analytic recruiting specialist from the recruiting company you engage knows who in that space is looking for something new. The recruiter also knows whose personality would complement the rest of the management team, who looks great on paper but doesn’t work well with others, and everything else worth knowing. And those aren’t insights helpfully included on resumes.

That means a golden shortlist of the most experienced, accomplished, relevant, and culture-simpatico candidates, instead of an avalanche of resumes ranging in experience.

2. Unbiased Consideration

One of the benefits of working with a third-party recruiting firm is that they’re outside looking in. The closer to the top the position is, the more fraught the candidate considerations can be. There are internal alliances, friendships, animosities, favors owed, favored underlings, and all of the other machinations of a workplace. Most of the time, it’s not even Machiavellian maneuvering. It’s a preference for a well-liked coworker who’s terrific at wooing clients but is entirely unprepared to be VP of the ecommerce division.

And when your ecommerce division’s short a VP, the recruiting firm’s ecommerce recruitment guru is going to be calling the digital marketing and profit optimization savants rather than making a well-meaning but ill-fated hiring decision.

3. Discretion

There is any number of reasons that it’s in the best interest of a business to keep the filling of a position quiet. When hiring discretion and confidentiality is imperative, a third-party recruiting firm is invaluable.

4. It’s Their Job

For most hiring decisions, the in-house HR team assigned to sort and vet applicants do a great job. C-level applicant hunting, however, is simply a different beast. As the executive recruiter truism reminds us, the best candidate for the job already has a job.

It’s possible that the executive, officer, or VP your firm is looking for is checking job boards and taking calls from the HR hiring manager, but extremely unlikely. The prospect of the aforementioned resume avalanche and several dozen unqualified hopefuls clogging all communication with requests for an interview, despite not quite meeting all the qualifications, might be a bit more the reality.

And while they’re sorting through this deluge, HR still has to perform all of their other job functions. Not so with a recruiting firm, where a recruiter’s job is bringing you the best candidates available. Which, if not priceless, is close to it.

About BrainWorks

BrainWorks is a thought leader in the business of finding executives and placing them where they will drive success. Recognized as top-tier marketing analytics, customer insight, ecommerce, big data, data science, and CPG recruiters, BrainWorks has developed a suite of proprietary recruitment solutions, including their Talent Acquisition Process (TAP), Talent Evaluation Processes (TEP), and Seven Traits to Assess Results (STAR) system.

Find the next generation of doers, innovators, and leaders at Brainworksinc.com



Original Source: https://goo.gl/5Aii9j

When you’re looking to hire a C-level candidate, there are really only a few viable options. You can farm the hiring out to HR (or do it yourself) utilizing postings on online job boards, scouring LinkedIn for that 24-karat resume, and maybe asking your professional network about any likely prospects. Or you can hand it off to a recruiter specializing in C-level placement.
For best results, choose an executive recruiter. Here’s why:

Your Next Hire is Their Priority

Hiring someone who’s going to have a significant role in the direction and future of your business is one of the most important and specialized decisions you can make. Given this, it’s important to assign the task of finding the best person for the position to someone who can really make it a priority.

They’re Specialists in Your Industry

It’s also imperative that you work with a recruiting firm with years of experience specializing in your field. If you’re hiring for an upper management ecommerce position, the recruiting firm specializing in ecommerce recruitment already has the lay of the land. They will also have the sourcing skills necessary to find and determine elite, C-level talent, in addition to their knowledge of skilled people in the industry and those looking for a new position.

They Know Where to Look

Candidates are going to be picked for a recruiter’s shortlist not just for the relevancy of their experience but as the best culture fits. As long-time occupants of the space you’re hiring from and for, recruiters are often in a better position to make objective decisions with the best interests of both your company and the potential hire at heart. In addition to selecting candidates with personalities and practices in line with your business, a strong recruiter is able to assess and find superior talent. After all, the best fit for the role might not come right to you, but be found via an experienced recruiter who knows where to look and who to look for.

They Have a Specialized Approach

This is in no way to suggest that hiring managers or the HR personnel responsible for finding candidates aren’t good at what they do, or are bad judges of character—usually it’s just the opposite. The problem is with attempting to apply the traditional “post ads, rank resumes, interview candidates, hire the one who seems best” system to find the best C-level candidate to propel your business forward. Adding an executive to the team is a pretty personal and crucial hire for your company and therefore warrants a specialized approach.

If you are acquainted with any executive recruiters, there’s a fair chance you’ve heard something like “The best candidate for the job is already working somewhere else.” What distinguishes this from so many other commerce axioms is that it happens to be true. The people with the skills, drive, shrewdness, and acumen to fill a C-level position are not going to have gone unnoticed. In fact, it’s likely they’re gainfully employed somewhere else, happily moving another business (other than your own) forward.

They Find the Truly Qualified

If the hiring for your analytics position, for example, is handled from within and without the benefit of an analytic recruiting authority to select the best from the rest, you’re going to be inundated with a range of resumes. There will be a subset of those resume-submitters who know they’re punching above their weight but decide that they’re going to win their dream job by impressing the hirers into considering them via moxie, persistence, and sometimes the creativity of their pitches. Those pitches can include calls, emails, LinkedIn overtures, visits to the office—anything they think will get attention. And good for them. It does show moxie. It just doesn’t qualify them for an executive position. An experienced C-level recruiter will be able to sort through these candidates and focus on facts over charm to find those who are truly qualified for your executive role.

It’s Their (Only) Job

And while the HR personnel assigned to the candidate-vetting is sorting through that landslide of resumes and fielding calls and messages and walk-ins from eager applicants, it’s not as though the other obligations and responsibilities of an HR department go away. They’ll be putting out fires and mediating conflicts and very possibly dealing with less critical hiring decisions all while looking for the next member of upper management.

That said, when you’re looking to add a leader to your executive team, take the time to consider not only who you want to hire, but how you’re going to find them.

About BrainWorks

BrainWorks is a thought leader in the business of finding executives and placing them where they will drive success. Recognized as top-tier marketing analytics, customer insight, ecommerce, big data, data science, and CPG recruiters, BrainWorks has developed a suite of proprietary recruitment solutions, including their Talent Acquisition Process (TAP), Talent Evaluation Processes (TEP), and Seven Traits to Assess Results (STAR) system.

Find the next generation of doers, innovators, and leaders at Brainworksinc.com



Original Source: https://goo.gl/8GnFtX