CORP MID 1

You Just Lost your key Executive

Access Executive Search · August 2, 2022 ·

You abruptly lost your key executive or star employee; what should you do now? How should you start a proper executive search without costing you valuable time, massive effort, and money?

BELOW ARE KEY POINTS TO CONSIDER BEFORE INITIATING YOUR SEARCH

Prepare a well-defined job responsibility
Positive attributes of the last individual
Identify suitable personality that would complement your existing team
What special projects would this executive or key employee would be managing
What are the strengths of your organization?
How attractive your current compensation package when compared to your competitors?

PREPARE A WELL-DEFINED JOB RESPONSIBILITY

Beyond the pre-set job description on file, take the time to breakdown critical responsibilities by percentages. Consider how each responsibility impacts productivity and efficiency.

Prepare interview questions based on the key responsibilities you have broken down by percentages. Rate each response on a scale of one to 10, and 10 being well versed on the tasks.

POSITIVE ATTRIBUTES OF THE LAST INDIVIDUAL

What made the last person successful? What was the individual’s background, formal training, industry experience, years of proven track record?

What past positions held by your former star employee that prepared the individual for the role? What professional traits that set the person apart from other team members? Would you rehire the individual given the opportunity? Why?

SUITABLE PERSONALITY

Identify the different groups of people that the new individual would be interacting with. Consider the personality of the direct reports, other Executives and the Board? How about external stakeholders? Consider the personality of your vendors, bankers and main customers?

How would you describe the suitable personality that would blend well with various stakeholders? What percentage of time that this person would be facing with other employees?

SPECIAL PROJECTS

What projects have you been putting off that you would like the new individual to handle? How would you describe the necessary background needed to ensure the success of the projects?

STRENGTHS OF YOUR COMPANY

Consider your company’s profile and business highlights such as industry accolade, ranking, awards, innovations, reputation, profitability, etc.

What would make people excited and interested about the prospect of joining your company?

How would you differentiate your company from your competitors? How would you rate your products and services?

Do you have any expansion or retraction plans? Is your organization considered “brand name” that would increase the candidates’ perceived professional value by simply being part of your company?

What is the prospect of upward mobility for the position? How would the potential candidates be challenged professionally?

On a scale one to ten how would you rate the effectiveness of your existing staff?

OVERALL COMPENSATION, INCENTIVES AND BENEFITS PACKAGE

How would you compare the compensation package with the current market rate? What is your flexibility in terms of the salary range? Are you willing to offer more for an exceptional talent?

Do you offer or sponsor training and continuing education customary to the field of expertise?

Have you considered other incentives such as merit increase stock options, profit sharing, equity and annual bonuses? What is your organization’s current 401k or retirement plan? Do you offer full medical benefit customary to the executive position?

THINGS TO KEEP IN MIND

As the working population retires, the pool of experienced candidates becomes smaller and rarer as years go by.

Things can change very quickly in highly competitive fields, and this is why established organizations employ an army of talent acquisition specialists with the goal of attracting potential recruits that would help them become more innovative.

After all, you are only as good as the people you employ.

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COPYRIGHT © 2022 Access Executives, LLC All rights reserved. The statements, posts and pages in this website are copyrighted and cannot be used in part or whole without permission. The ideas, views, opinions, and statements were created by the principals of Access Executives, LLC and Access Executive Search.

Decreasing the Risks of Hiring the Wrong Person

Access Executive Search · August 2, 2022 ·

Whether you are hiring a new employee for your team or planning to leave your current employer for a better opportunity, we understand at a deeper level that the entire process can easily turn to an emotional ordeal if it is not guided correctly.

Although the ultimate hiring decision remains with the client, our specialists would assist in decreasing the risks of a bad hiring decision by maintaining a consultative and neutral perspective during the final interview process.

COMPARING NOTES

As we deliberate with the client, both parties compare notes on whether the hiring criteria are properly met.

If the criteria happened to change during the interview process, our specialists would ensure that the client and candidate are both fully aware of the development. In addition, we deal with issues that the client is unable to tackle during the final meeting while addressing misconception that either the client or candidate would construe.

WE ASSESS POTENTIAL RISKS WHILE REMAINING NEUTRAL

The benefit of this process is to increase the confidence level of both the candidate and hiring manager with the objective of making the right decisions.

Our specialists would always try to remain neutral so they can properly assess potential risks on both sides. The specialists would identify objections and concerns for both parties, and they would make sure each one is addressed and discussed to both parties’ satisfaction.

And yes, this could be very time consuming, but they are trained to perform cost-benefit analysis for both parties to decrease the risk of any potential “buyer’s remorse.”

The ultimate and primary objective is to maintain good, solid relationships with both parties, while achieving a favorable win/win outcome for all stakeholders.

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Referral Business

Access Executive Search · August 2, 2022 ·

Access Executive Search is in a referral business: it’s our job to refer candidates that would meet the criteria that our clients have approved during the engagement.

Our valued Clients also understand that ultimately, it’s their responsibility to ensure that our referrals would remain within their organizations.

Once we have done our due diligence in conjunctions with the clients’ satisfaction and approval, we make it clear that it is out of our control on how the referred candidates would perform on a daily basis, and while they are under the management or employment of our clients.

CANDIDATES ARE NOT ROBOTS

As employees, they serve the organizations who employ them. However, those employees have personal lives. Things could happen to anyone such as sickness in the family, the new boss does not get along with the employees or their significant others could be transferred. Some of the reasons are not within their control and could potentially redirect their future career choices and decisions.

Here’s the bottom line: Once the candidates are hired, the clients must create an environment that is conducive to retaining their employees.

The clients must focus on the things they can control and within their prerogative such as open communication, mentorship program, training & development, flexibility in work hours, attractive advancement plans, provide additional incentives and benefits, etc.

In short, it is the clients’ responsibilities to retain and keep their employees by not giving them reasons to look elsewhere.

What Makes us Different?

We network with various professionals on a regular basis with the goal of recognizing and connecting with recruits with proven exceptional abilities in each field.

We spend time and resources to expand our professional connections and database so our clients would have the right talent pool in the sudden event our clients urgently need referrals for their crucial roles.

It is estimated that “A” rated talent only represents less than 10% of professionals who are passively seeking opportunities. At Access Executives, we identify passive candidates through rigorous networking activities and face-to-face meetings while focusing on highly specialized fields of accounting, finance, operations, human resources and Information Tech.

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Client Engagement

Access Executive Search · August 2, 2022 ·

At Access Executives, every client engagement is a two-way communication process, while focusing on a personalized interaction and service.

We start the engagement by visiting our clients’ places of business to get a clear understanding of their hiring profile and business objectives.

Why do we do this?

The goal of the client visit is to identify variables that would guide our specialists in qualifying potential candidates. We evaluate the organizational culture, team dynamic, current/future challenges and positive attributes of the position and organization.

The Benefits?

At Access Executives, we believe that every company is unique, and its organization culture cannot be defined by simply reviewing and analyzing the job description.

Most importantly, our well-informed specialists engage the clients for a full briefing on the requirements of the role allowing us to address questions and concerns prior to the search process.

During the in-person discussions, the intention of our specialists is to create hiring criteria with full involvement of all stakeholders. In addition, clear and manageable guidelines will be addressed to eliminate ambiguity while aligning client’s expectations with our search process that cuts turnaround time while saving the client money.

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