All senior-level recruitment requires significant time and resource investment by the hiring organisation, whether or not a recruitment firm is used. Regardless of the industry sector, organisations are likely to spend considerable time preparing a position description, analysing the candidate attributes sought and experience required. They will also review countless applications and CVs and undertake a comprehensive interview program. Then there is the critical due diligence and referencing process.
Often the hiring organisation is so focussed on what they are seeking in the ‘perfect candidate’ that they forget to consider the candidate's perspective - what is it that will attract them? At senior levels and in many industries, candidates often have more than one option or opportunity, and in the case of a search candidate, they may not be seeking a new role when approached. So, it is critical that the organisation considers what it is about the position and the organisation that will appeal. Furthermore, if the candidate needs to relocate to take up the position, what is it about the location that will be attractive to the individual and/or their partner and family.
Travis Hann
Managing Partner, Kestria Canada & USA
‘Attracting top executive talent isn’t just about assessing qualifications - it’s about selling the opportunity. Organisations that take the time to articulate why a leader should join, beyond just the job description, gain a real advantage. From culture to strategic impact, the most compelling hires happen when companies actively position themselves as destinations for great leadership, not just seekers of it.’
As a result, and together with your search consultant the following areas should be considered and form part of the early discussions with potential candidates:
- Why would this person come?
- What are the challenges and opportunities?
- What experiences are unique?
- What is the reputation of the organisation?
- What is it about the team that will provide a great leadership opportunity?
- What projects are in the pipeline?
- How does the organisation promote open communication and diversity?
- Most importantly - can they really have an impact?
Having well thought out responses to these questions will ensure that the candidate interaction is balanced and focusses not only on ‘why should we hire you’ but also ‘why should I join’.
Krista Kristiana Ziedina
Business Partner, Kestria Latvia
‘More than ever, candidates are flipping the script and challenging employers with questions like, “Why should I leave my current role for this opportunity?” or “What makes this company stand out?” This shift reflects a deeper change in the job market - one where the power dynamic has evolved, and executives expects compelling reasons to consider a move. If organisations fail to provide clear, authentic and enticing answers, they risk being overlooked in favor of employers who do. Candidates are drawn to roles where they see purpose, growth and alignment with their values. If an employer’s messaging is vague, uninspiring or overly generic, motivation dwindles before the application process even begins. The companies that attract the best talent are those that spark curiosity, create excitement and make candidates feel that this is the opportunity they’ve been waiting for.’
While candidate assessment is critical, recruitment is a two-way street and consideration of candidate attraction factors is vital. Indeed, what might attract one person may be different to that which will appeal to another - so it may need to be individually specific. Time spent considering these factors will go a long way to ensuring that you maximise the chances of your preferred candidate saying 'yes'.