Kevin Kermes: Hey guys, it’s Kevin Kermes and Olivia again. We’re from Career Attraction again, and we wanted to talk to you a little bit about some misperceptions that we run across with clients constantly on how executive roles are filled. So not only just the C-Suite, but one and two of at the executive and executive VP, and senior VP levels.
Olivia, what are some of the things that you see that are misperceptions out there about how they’re truly filled?
Olivia: Yeah, so let’s think about how those executive opportunities are created, because a lot of times, and I’ve seen this leading internal talent recruiting teams from the corporate side. The role is getting discussed long before it’s ever been posted internally. You know, the C-Suite, the executives, have a burning problem and they’re talking about what are those solutions. A lot of time it could be consultants, it could be a full-time job, so a lot of times there’s months of discussion happening about that role before it’s ever one been posted, before HR even knows about it, and before you see a job description online.
A lot of times, there’s all of these internal discussions and people thinking about who they know that could solve this problem, and in what capacity that would look like. And so by the time you get to a formal posting and it gets to HR, at that point everyone already knows about it internally, and then it’s already starting to be socialized externally. So once it becomes advertised, in many cases, there’s already been several people accounted for that have been vying. These are the top most desirable positions, so by the time it gets to the mass public, a lot of times it’s far too late, and many of these executive roles never get posted because they’re confidential searches, they don’t want to be advertising.
There’s a lot to consider here, and when it comes to advertising these jobs, most executives prefer, and C-Suite prefer to not even have to get to the point where they have to publish it. I know some companies are required to legally, but a lot of them prefer to do it without that.[crosstalk 00:02:03]
Kevin Kermes: Yeah, the decision’s already been made.
Kevin Kermes: Well you know, and what goes in lock step with this too, is on the search side of the business, number one, going back to something Olivia said, those job descriptions are rarely, confidential or not, rarely going to really show you the underbelly of what’s going on. And that leads into something that really good search firms will do quite often and is at the core of how our talent agents work here, which is marketing top talent in to uncover, maybe a company has somebody who is championing mediocrity on a daily basis, or they’ve been thinking, “God, you know, we need a new CMO”, or “We need a new Director of Financial Reporting”, or whatever the case may be. But we’re going to stick with who we have until we have some top talent in front of me. Because that’s a lot of work, what Olivia just laid out. That’s a lot of work to go through that, in addition to running your current role. And let’s face it, sometimes it’s hard to let people go.
Where we’re both going with this is to get the inside track, it’s relationships, it’s getting introductions, it’s getting known for what it is that you do exceptionally well. It’s the entire process that we outlined in the Career Upgrade Roadmap, and it’s exactly how our talent agents work to get people in the door to speak with decision makers about pains that they have right now, and that, hey, maybe there’s a better athlete out there to solve those problems.
Olivia: Yup, and if you’re thinking, “Oh my gosh, this seems like so much work, I might as well just stay where I’m at.” We don’t want you to let fear be the driver here, so that’s why we put together a diagnostic guide, you can grab it for free below. We’re not about selling information, we give away all that for free. So download that guide, really go through that diagnostic and think about, should you stay, should you go. Weigh out really the options and think about this subjectively.