Executive search focuses largely on mechanical ‘ticking the points on Job Descriptions’ for fitment. This in itself is limiting. As this leads to missing the nuances of the corporate culture, industry life cycle, nature of markets, organizational structures and personality types of immediate colleagues. As a result, candidates who apparently seem just right, leave the recruiter, with a feeling of unease that is difficult to articulate beyond a ‘something is missing’. This makes for loss of valuable time and often recruiting of the wrong candidate. This ‘wrong’ candidate leaves or does not perform, which at senior levels can cause immense damage to organizations.
Professionals, who have experienced on a first hand basis this specific lacuna, have created BullzI. Having been frontline managers and business heads, we recognize the importance of understanding the nuances that are not stated in most “JD’s”. We have our own process of acquiring briefs and our ‘vertical’ expertise to arrive at better fitments.
Two key elements of our process are:
– Distilling the key ‘success factor’ in an assignment and mapping a candidate’s strength to that. Each of our recruiters is highly skilled at asking the right questions to assess candidate abilities, aptitudes and attitudes.
– Briefing the candidate on what to expect in almost the same way that an ’employee referral programme’ would work in an organisation; saying it as it is with the warts and beauty spots.
The endeavor is to get it not just right but absolutely right … and on time.