Lyman Executive Search
Few things have a bigger impact on an organization than the executives hired to lead the business. It’s one reason why sound recruiting and hiring practices are critical for family-owned and privately-held companies. A poor fit or a short tenure at the top can result in unnecessary disruption and strained relationships; in certain situations, it can even impede innovation and hinder growth.
One way to avoid these issues and ensure you tap the best possible candidates for VP and C-suite positions is by working with an executive recruiting team. “Team” is the key. Not only do you benefit from a search firm’s vast professional connections and an objective external lens, with a recruiting team on your account, you also gain the advantage of multiple perspectives.
I’ve witnessed the power of this give-and-take firsthand. Early in my career, I interviewed for a position with a leading national recruiting firm. During one of my final interviews, two of the principals actively debated the merits (and the potential risks) of my candidacy—right in front of me! Fortunately, my positive attributes won out and I got the job. It revealed to me at an early age that even when we meet the same individuals, different points resonate with each of us.
While we never advocate such a bold display, we do believe that multiple viewpoints and a well-rounded screening process bring forward the best possible professionals for senior positions. That’s why at Lyman Executive Search, we regularly involve a team of search professionals in our executive engagements.
Advantages of an Executive Search Team
We believe greater involvement results in a more efficient hiring process. It yields stronger candidates, builds consensus and reduces risk for the business.
A number of factors support this approach. With a team you can:
Ongoing collaboration and the occasional spirited debate among the recruiting team are hallmarks of this process. It’s also important, as it is in any team, for each search professional to have a well defined role, a “playbook” of documented processes and a clear team leader.
Our team regularly gathers to share information, evaluate progress and discuss our impressions of potential candidates. This is particularly beneficial for matching less tangible attributes to a company’s needs, such as a leader’s energy level, communication style or cultural fit. We’re open in our feedback and not afraid to probe for details or challenge each other’s conclusions.
A team approach also helps us expedite the search process. An executive search typically ranges from 90 to 120 days. We recently completed the search for a Chief Human Resources Officer (CHRO) role—during the height of the COVID-19 pandemic—in just 74 days. Focused teamwork and a great client relationship made this pace possible, without compromising quality.
Five Ways to Team Up with Your Search Partner
As a privately held or family-owned business, how can you team up with a search partner to recruit your next stellar corporate leader? We recommend these steps:
Ready to team up for hiring success? Contact me to meet the full Lyman Executive Search team and learn more about our approach.