How can you use executive search tools to build a strong talent pipeline?

A recruitment search tool MUST be able to communicate with your ATS... In todays world, LinkedIn Recruiter is one of the best sourcing options. I've used 5 different ATS's in my career. Two of which, could not communicate with LinkedIn Recruiter and they proved to be quite cumbersome. This can have a major impact on the workflow and really demotivate a recruiter to properly use the tools provided. The proper tool also depends on the type of roles you work on. While LIR is great for skilled labour, recruiters in the trades or high volume may need to use something else.

When you've got a mountain of CVs to browse through, speed and precision are key. One effective strategy is to create a checklist of must-haves and nice-to-haves for the position on hire. That way, you can quickly filter out the essentials. You might also want to use an applicant tracking system or a software to automate some of the initial screening processes so you can look for an HRIS system which could provide you with this option.

Once you have generated a list of candidates from your search queries, you should evaluate and prioritize them based on their fit and potential for your roles. To do this, review and compare their profiles, focusing on their education, work history, achievements, skills, endorsements, and online presence

The best recruiting tool is your voice. Executives want to hear about: 1. Revenue / profitability (Yes, even in tech). 2. Deep product / user stories. 3. Future plans for the company? 4. Who is the CEO, who are the other executives? Tell great stories to get strong executive candidates into your pipeline. Know your business! Too many "I'm not sure" or "Let me get back to you on that" and they'll lose interest.

tools are important, but a deep understanding of your niche, a finger on the pulse of the market and a strong network are supremely important and much more so than tooling. However if we are to talk tools, we like to use: - LinkedIn recruiter - Our ATS - SalesQL - Email hunter

As a Talent Sourcer, I have found that executive search involves continuously building a strong talent pipeline with executive search tools by defining criteria, selecting the right tools, and using advanced filters. My sourcing process always involves categorizing potential candidates, mapping talent availability, and updating the pipeline regularly. Whenever I reach out to passive candidates, I monitor data for refinements, use different boolean strings, and keywords to be as targeted and specific as possible, and leverage AI.

Targeted yet broad. To many, this may sound conflicting. To a good candidate sourcer, this is crucial. Being too specific in a search query can rule out a lot of potential candidates, but being too broad can cause inefficiencies in your scanning process. My general rule of thumb is to start with 3 specific "AND" based keywords, a location, and start with Open To Work profiles on LIR. From there, I can adjust accordingly by adding additional keywords, target industry, years of experience, and so on. Starting with Open to Work candidates first helps with higher response rates... and give THOSE candidates a head start, so to speak.

I often say, we start narrow and then go wide. Varying up your search by keywords, industry, location, etc.. can help you continue to open your candidate pool. A good sourcer is constantly (daily!) tweaking their search and looking at various backgrounds to make sure they don't overlook strong candidates.

Mapping the market, we first go to crunchbase to pull lists of business that meet our target employers (mostly for us it's technology scaleups) Crunchbase has better search functionality at the company level than linked in recruiter. We then import these lists into LinkedIn recruiter and do a candidate search.

Creating effective search queries is crucial in maximizing the potential of executive search tools. A well-crafted search keeps a balance between specificity and inclusivity. Specificity helps you zero in on the most suitable candidates, saving time and effort. Inclusivity ensures you don't miss out on hidden passive candidates with unique backgrounds or job titles. The job market is dynamic, and candidates' skills and experiences evolve. Being able to adjust your searches based on market trends and feedback ensures that you stay competitive in attracting top talent. Continuously refining your search strategy is key to finding the right candidates for your organization's needs.

All the ranking, evaluation and sequencing should be housed in the ATS, with the stages that candidates are in representing their level of buy-in.

Unless you are working for a niche role, sometimes putting a valuation on the suitability for a pool of candidates can simply be busy work. If a candidate make it's way through the selection process, they are all valuable. That rating increases for the ones who reply and engage in a conversation. From that point on, you're likely only dealing with a handful of candidates and it become much easier to prioritize and set accurate valuations on fit.

Evaluating and prioritizing candidates is a crucial step in executive search. It's about delving into their qualifications, experiences, and potential contributions to find the best fit. Creating a structured scoring system helps in objectively ranking candidates. Additionally, categorizing them based on their level of interest and availability streamlines the selection process. This systematic approach ensures that each candidate is given fair consideration.

Defining the Ideal Candidate Profile This initial phase involves understanding the organization's requirements for the specific executive role. • Sourcing Suitable Candidates This includes utilizing professional networks, engaging with executive search firms & conducting targeted outreach. • Conducting interviews: The interview process is critical in evaluating the suitability of candidates for the executive role. Multiple rounds of interviews are typically conducted, assessing not only technical expertise but also soft skills, leadership abilities, and cultural alignment. • Making The Final Hire: Once the interviews are completed, a final selection is made based on the candidate's fit with the defined ideal profile.

Evaluating and prioritizing prospects properly ensures you identify the best fit for your organization's needs. Reviewing candidates' profiles should encompass a well-rounded approach. While education and work history are important, don't overlook soft skills, cultural fit, and adaptability. It's often the intangible qualities that make a great fit. Scan online activity, articles, and posts to gauge industry knowledge and engagement. A strong online presence can indicate a candidate's passion for their field. By going beyond surface-level details and considering a candidate's complete profile, you can make more informed decisions that benefit your organization and the candidate. Keep refining your approach and stay open to new methods.

Assuming I am working on a niche role where I have a small batch of candidates... writing a personalized message is KEY to ensure a high response rate. For less niche roles, sometimes quantity outweighs quality. When writing a personalized message, it's important to reference something observed on their profile. Naming dropping an employer or school, a job title, or even referencing that cute dog on their cover photo can be the difference between a reply or no reply. Personally, the most successful personalized messages are written from a tone of conversation. They don't need to be polish or formal. Create a welcoming environment.

This is such an important element at any level of recruitment campaign here are the key steps to getting awesome messages to take to market - Speak to HMs, Incumbents and the wider team to find out what made them join & stay - Craft a few messages that test the value propositions you got from the business - Test these messages in your outreach - optimise based on response rates

Ensure your message is relevant to the person you are contacting. Review their background and see how it aligns with what you're offering. There's nothing wrong with taking a softer approach too-I often acknowledge that I'm not sure if they are actively looking, but perhaps they know someone who is. I also love sharing position highlights as bullet points that are quick-hitting and easy to read. Make it easy for them to respond to you by including a scheduling link.

This is such an important element of outreach. It is all too easy these day to send out a bulk message (especially with the advances in AI) but it is important that as recruiters and hiring managers, we take a step back and put ourselves in the receivers shoes. With a high level of approaches likely in their inbox, you not only want the message to stand out but you also want it to provide them with the key information they would expect to know e.g. salary, benefits, culture, job title and job information. It is also important to reference that you have actually taken the time to review their profile. Engagement in the right way is key and is the difference between getting a response and not.

Crafting personalized messages is an art. It's about connecting on a human level, understanding their needs, and showcasing how we can be of value. The subject line is the first touchpoint, setting the tone for the conversation. A friendly yet professional tone builds trust, showing genuine interest in their success. And a clear call to action empowers them to take the next step. This personalized approach lays the foundation for a meaningful candidate-recruiter relationship.

Utilizing progress updates in the ATS is crucial for keeping your pipelines organized. The not so obvious benefit though, is that this will ensure you are providing proper updates to your candidates through out the process. No candidate should be left in the dark about their position in the interview process. Having an updated pipeline allows you to see and know where each candidate is. It also allows you to prioritize your time for other searches. Multiple candidates moving on to second rounds? Great. Time to source on other requisitions.

Measuring results is the compass guiding our recruitment journey. It tells us what's working and where we need adjustments. Metrics like candidate quality, response rates, and time-to-hire unveil the true impact of our efforts. It's not just about numbers, but about finding the right fit efficiently. This data-driven approach ensures we're making the most of our executive search tool.

Incorporate advanced analytics powered by AI to gain deeper insights. Analyze not just the quantity but also the quality of candidates sourced and contacted. AI can help identify patterns in candidate behavior, enabling you to refine your outreach strategies based on what works best. Treat your executive search process as an iterative one. Regularly review your metrics and adjust your strategies accordingly. Focus on reducing the time and cost per hire while maintaining or improving the quality of candidates. This continuous improvement approach ensures ongoing success in executive recruiting.

In my experience the tools we use are the "how" we identify and process talent efficiently. The time spent building valued relationships, expanding your circle of influence, and establishing trust with both candidates and hiring managers alike is the "what" we do to produce results.

In executive search, sourcing the candidate is only the beginning. It's a long, complex, and changing process. Remember to keep in frequent contact with candidates in the process to ensure nothing goes sideways. Additionally, don't do one sourcing sprint for the role and call it a day. Look at your passthrough rates (how many candidates move forward through each step of the process) and keep the funnel full as needed to ensure you don't have to start all over if one candidate does not work out.

Sometimes it’s important to keep candidates cvs even if they’re not needed, it helps to build a strong database for the future, or to generate leads to others in active search. That makes things easier for recruiters.

Setting expectations and being extremely transparent on timelines is crucial when hiring executives. The process is usually slow, and the next steps often change. Get used to sending notes that just say "Hey no updates, but wanted to check in. I'll give you a call next week." Executive recruiting should never be a sprint.

Be prepared for longer closing cycles when your working those bigger reqs. Closing a 500k vp role is much more complex than filling a 50k tech support role. It's about building the relationship and just getting to know people, what makes them tick, and what they want out of life. Then assess how to build out the deal so everyones happy. Have patience. Closing a big fish once every month or two, can be just as satisfying as hiring 100 entry level people per month.