Jan 2 2011
To say that Brazil is a member of BRIC and is in a big ascension would be repeating what every newspaper or magazine in the last few months and even years. There is no controversy: the eyes of the world are directed to Brazil!
With all this development and worldwide attention, our country has been attracting many new investors and projects, resulting in all kinds of projections. The growth experienced by USA and Europe has now turned to the emerging markets.
To put in practice and fulfill the projections for Brazil, organizations need to hire with the best efficiency, contracting professionals of high performance that are in their best professional moment. To seek resumes on the market is easy; you just need to announce a new position on the largest resume sites, magazines or in job groups on the internet, to have a huge amount of e-mails in return. But some questions remain: how do you evaluate the professional’s ability to fulfil the position? Will they answer the expectations of the hiring company in all aspects relative to the knowledge, experience and abilities required? And will they fit the corporate culture? All questions that are essential to ensure the professional will remain in the company for the long term, bringing the profitability hoped from the hire.
Headhunting, Contigency and Executive Search have all been categorizations used in the executive job market and it is not rare that these terms generate misunderstanding and confusion, making us believe that they all mean the same. However, in practice there are many different methodologies used for the recruitment of professionals. Everybody promises to answer the expectations of the organization’s hiring manager, but a lot of times they fail to fulfill the promises. We should be aware that an unsuccessful hire generates a huge burden for the organization and creates immeasurable damage. The choice of the hiring methodology can be crucial and must take into account the specific profile of the position to be fulfilled and the hierarchial level. An effective methodology for recruiting professionals to occupy specialized positions, for example, may not be successful if used in the search for professionals in managing positions.
In a highly competitive market were everybody wants the best, it’s hard to find a good professional available or with a profile in a website. Especially for senior management; that’s virtually impossible!
The methodology of retained executive search, conducted by internationally certified consultants in this methodology provides a direct approach to find and validate executives who are at their best professional moment with a high potential for success and adherence not only to required technical skills, but also behavioral and cultural aspects of the contracting organization.
Has your company been hiring just from resumes? The outcome has been satisfactory for a short or long term? In this executive race, where the most agile and efficient stand out, how have the Human Resources of your organization been treated in attracting, recruiting and retaining the best professionals? Think about it!
** David Braga is the Business Manager of Dasein Executive Search – email@example.com
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