Executive Jobs & Recruitment

Recruitment for senior executive roles

These are skilled and experienced personnel whose work generally affects the direction and performance of the institution. Their recruitment should therefore be thorough in order to ensure that their skills, aspirations and career goals are in line with what the company wants to achieve. It is also good to ensure that the people recruited for top level positions have good communication skills and have the ability to lead and motivate other junior employees. For example, for marketing director jobs, the individual should understand fully different marketing strategies and channels to enhance their contribution to the success of the marketing department.

Learn more about marketing director jobs

Different types of Jobs 

In many institutions jobs can either be classified into: frontline level, middle level and executive or top level management positions. Frontline level are employees who are tasked with the day to day operations in the business. They are not tasked with any form of leadership in the organisation and include. Middle level management are tasked with the management of frontline employees and are in charge of making decisions that affect the department and day to day operations. They include branch managers and department heads. Executive management make strategic plans and decisions and oversee their execution throughout the organisation.

Steps in ensuring proper recruitment

The first step in ensuring proper recruitment, whether it is for frontline employees or for top level executives like marketing directors is to ensure that you get the job description right. This is based on the needs of the organisation. The job description should be clear and concise to enhance its understanding by recruiters and potential employees. The second step is to find the most suitable recruiter or recruitment agency to do the job. Recruitment experience, skills, understanding of the industry and specific organisation are prerequisite in getting the job done properly.

The third step is to avail the necessary resources for the recruitment agency to perform their job well. This may be documents like job descriptions, company policies, data on the company and many more. Then you give the company ample time to recruit the most suitable personnel. Remember, interfering with the process may have a negative effect leading to substandard recruitment processes. Trust the recruiter to do the right thing and allow them to do their job well. Your organisation should only get involved when the recruit is being in boarded into the company or during the final stages of the recruitment process.