Building strong relationships during the hiring process
Finding the right person is not just about filling a position, even when it comes to the CEO or chairperson role, but about building a lasting and mutually beneficial relationship.
Identifying the right candidate within a specific context is the culmination of an executive search process. The entire process, from identifying potential candidates to the final selection, is demanding and takes its time. However, the moment of presenting an offer to the final candidate is a crucial point that is often underestimated.
After identifying the ideal candidate, it is vital to maintain enthusiasm and energy. This is the stage where the positive impression of the company should be reinforced, and any slowdown can jeopardize the entire decision-making process.
Similarly, establishing personal connections is also a crucial part of this stage. After investing a significant amount of time and effort in building a close relationship, it is disheartening for the candidate to receive an impersonal or overly complex offer.
Keeping contracts simple is a smart strategy. Complex negotiations can discourage both parties, so simplifying and personalizing the formalization process is essential to maintain interest and a positive dynamic.
Although financial compensation is relevant, value goes beyond the financial aspect. Contractual negotiation is much more than the simple transaction of terms and conditions; showing a genuine interest in the candidate is fundamental. Therefore, it is essential that the senior executive responsible for the hiring process is aware of the importance of their presence in the contractual negotiation process. Delegating these negotiations may seem practical and efficient, but it is crucial to consider the impacts of the lack of direct contact between the parties involved.
The art of attracting talent goes beyond simply presenting a competitive salary; it is essential to highlight the total package, including benefits, bonuses, and growth prospects. Anticipating possible counteroffers and creating a comprehensive, hard-to-refuse offer is a crucial strategy at this critical moment in the hiring process.
An initial bonus can be a tangible way to demonstrate the company's commitment to the new member. Always emphasizing that you are 'selling' the organization's image, highlighting the opportunities, values, culture, and exciting challenges that the position offers is crucial to maintaining interest and motivation.Supporting the newly hired during the transition is equally significant. Offering clear guidance on internal processes, introducing the team, and providing a welcoming environment all contribute to an effective integration process. Additionally, providing constructive feedback and support during this adaptation phase not only builds trust in the new beginning but also establishes a solid foundation for professional development and long-term engagement.
A smooth departure from the previous job is also crucial, as it allows the professional to disengage positively, conveying a message of respect for their previous journey. This not only demonstrates consideration for the employee's experience but also creates a positive environment for the new professional chapter, strengthening mutual trust between the hired individual and the company.
The ultimate goal is to modernize and humanize the entire hiring process, making it interactive, engaging, and efficient. Finding the right person is not just about filling a position, even when it comes to the CEO or chairperson, but about building a lasting and mutually beneficial relationship.
Published in ECO Trabalho, December 2023
Available here: https://eco.sapo.pt/opiniao/construir-relacoes-solidas-durante-o-processo-de-contratacao/
