Comments - Selling Jobs With Honesty ( A Radical Suggestion, I Know ...) - RecruitingBlogs2024-03-28T14:54:00Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A463283&xn_auth=noSomewhere I read "Let your ye…tag:recruitingblogs.com,2009-01-04:502551:Comment:4698412009-01-04T01:37:56.946ZShawn Lacagninahttps://recruitingblogs.com/profile/ShawnLacagnina
Somewhere I read "Let your yes be yes and your no be no." Pretty sound message.
Somewhere I read "Let your yes be yes and your no be no." Pretty sound message. Our Firm is involved in recru…tag:recruitingblogs.com,2008-12-30:502551:Comment:4639402008-12-30T15:12:34.578ZJohn G. Selfhttps://recruitingblogs.com/profile/JohnGSelf
Our Firm is involved in recruiting leadership teams for turnaround situations in addition to our normal search practice of C-suit and executive search. Rarely do we have the benefit of getting the person in the job to sell the job. Therefore we have had to rely on a more definitive Position Prospectus, which is a comprhensive anlysis of the position -- from selection criteria, hurdles to success and performance deliverables. We also detail about the organization's cultural profile and how…
Our Firm is involved in recruiting leadership teams for turnaround situations in addition to our normal search practice of C-suit and executive search. Rarely do we have the benefit of getting the person in the job to sell the job. Therefore we have had to rely on a more definitive Position Prospectus, which is a comprhensive anlysis of the position -- from selection criteria, hurdles to success and performance deliverables. We also detail about the organization's cultural profile and how decisions are made. We dig into the details and share the good, the bad and the ugly with the candidate, sometimes to the chagrin of the clients.<br />
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Why? Because our research shows that when candidates fail it is not because they lacked the experience or the credentials. The two most common reasons are cultural fit and/or lack of understandfing of what the "true" expectations were. The average retained firm will prepare a document that is 6 to 12 pages long, frequently double spaced. Those documents offer only the basic essentials and sometimes gloss over potentially nasty challenges for the incoming leader. Our Position Prospectuses average 24 pages, single spaced, and the longest – for a CEO search in a turnaround situation – was 68 pages.<br />
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Candidates love the detail. Leaders want to know what they are getting themselves in for. This is the perspective from a retained firm.