In the current fiercely competitive business and production situation, senior specialists are considered a powerful weapon to create strength for enterprises. Without a detail-oriented recruitment strategy, enterprises will have trouble recruiting talented candidates to achieve their development goals. The question is how to have an effective senior specialist recruitment strategy. Follow the shares below and apply them. Navigos Search ensures your unit will get the best candidate!
1. Why is a senior specialist recruitment strategy to recruit senior specialists a must?
The workforce is the primary factor that creates and determines the success of an organization. Therefore, personnel recruitment, especially senior positions, is always a competitive strategy among enterprises.
It's undoubtedly that an effective recruitment strategy will bring quality staff and help businesses grow stronger in the future. In particular, finding personnel for the senior specialist position is even more challenging because enterprises need qualified, skilled and experienced candidates.
A well-organized recruitment strategy is essential
Senior personnel recruitment can take a lot of time and effort. The business still cannot find the appropriate person for the position all year. In particular, in the situation that the senior personnel is scarce in quantity and quality, enterprises can face many difficulties attracting and finding excellent candidates without effective senior specialist recruitment strategy.
2. Common mistakes when recruiting senior specialists
Not only candidates but also recruiters can encounter unnecessary mistakes during the recruitment process. Below are the mistakes recruiters should note:
2.1. Have no methodical recruitment process
An unappropriated recruitment process will cause candidates to have bad judgments about how the business operates. Those desiring to apply for management and senior personnel positions often look for jobs at professional enterprises to promote their full capabilities and have no consideration for unprofessional units.
2.2. Provide important information insufficiently
If the enterprise posts recruitment news on many channels and platforms without providing the job information that the candidate needs, the recruitment strategy will not be effective. Therefore, do not forget to provide information sufficiently when recruiting senior specialists, including job details, requirements, salary, promotion opportunities, working time, and contact information to keep them with the recruitment news longer.
2.3. Treat senior specialists like greenhorns
Never treat senior specialists like greenhorns as they feel dissatisfied about this. They are even willing to refuse to take the job even when you almost complete the recruitment process.
Enterprises need to pay attention to some common mistakes when recruiting
3. Effective senior staff recruitment strategy
3.1. Promote opportunities instead of job positions
While ordinary workers are only interested in having a stable position and a monthly salary when looking for a job, senior candidates are completely different. They are the ones who have reached the pinnacle of their careers and continue to seek opportunities that match their abilities. Therefore, employers should not rush to map out the career paths for these candidates or only focus on giving challenges to evaluate professionals.
Senior candidates often want to be challenged in the workplace to prove their capabilities, so try to listen to their expectations more. This is a vital factor that helps businesses have a highly practical recruitment strategy.
Professional recruiters always know how to draw a picture of the growth potential of the business and the importance of the senior specialist job to that growth. Moreover, put the candidate's goals and expectations first so they can see their value to the business, not the business looking to fill a vacant position.
3.2. Highlight the benefits
For senior specialists, the salary must be an admirable number. Without specifying the salary and benefits from the beginning, it is difficult for businesses to attract talented people.
The current salary of a senior specialist ranges from 10 to 25 million VND/month. Depending on the size of the business and the candidate's capacity and experience, this number can be changed. Besides, there are many benefits such as high bonuses, insurance, periodic health check, and leave.
If businesses can't spend a high salary recruiting talent, don't forget the suggestions above about providing career development opportunities to successfully find good employees.
3.3. Emphasize the opportunity to work with industry leaders
All senior staff expect to work with people of the same level and mindset to share their vision and learn from each other to improve their understanding. Therefore, one of the effective senior specialist recruitment strategies is to frankly talk about the opportunity to connect and interact with senior managers and top experts so that candidates can see more significant benefits in the profession.
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Effective senior specialist recruitment strategy
3.4. Plan the interview well
An effective senior specialist recruitment strategy will not be complete without a specific interview plan. You need to plan the interview methodically and seamlessly to show the business's professionalism, making it easier to attract potential candidates.
Recruiting good candidates for this position is complicated and takes a lot of time, effort, and cost, requiring the human resources department to prepare carefully. If you flexibly apply the above methods but still cannot find the right personnel, the best choice at this time is to recruit through Navigos Search- the most prestigious headhunter company in Vietnam.
Navigos Search - The number 1 talent hunting company in Vietnam
The high-level personnel recruitment service at Navigos Search is chosen by many businesses because of heaps of outstanding advantages:
● As a part of Navigos Group- Vietnam's largest-traffic recruitment site- VietnamWorks, Navigos Search is Vietnam's leading middle and senior-level recruitment brand. With a massive data volume of more than 375,000 senior candidates and 85,000 senior management candidates, our headhunters have quickly helped companies recruit senior professionals and other fields.
● Our consultants are experienced professionals who always accurately grasp the business's recruitment requirements. Based on a methodical working process, they will conduct a thorough search, exchange, interview, and bring you the most suitable and potential candidates.
● We assign a dedicated team to support all your business requirements. Search results will be retained with a 100% fill rate.
● Our consultants will stand side by side with businesses in interview rounds to select the most suitable candidates.
● After the candidate is selected, we continue to closely support in other necessary stages to aim for “Success after joining" to achieve sustainable development.
● With more than 20 years of experience in hunting for talent, we have supported hundreds of thousands of businesses and corporations to get the best quality personnel.
In addition, if your business needs to recruit senior specialists or any other middle or senior-level positions, do not hesitate to contact us to quickly get the most potential candidates. We always strive to help candidates and businesses to reach their dreams through the number 1 professional recruitment service in Vietnam!
Navigos Search - Vietnam's leading
middle and high-level talent hunting company