Evaluating How Executive Recruitment Agencies Deal with the Interview Process

The first thing an Executive Search company does is to define the professional and personal profile of the job, as well as the leadership model in the organization looking for a person to fill a position in the top management. The next step is to integrate this profile into the organizational culture of the company, after which it continues by identifying potential candidates. Once the candidates have been identified, the next step is evaluation and selection, and then the organization of the final interviews.
Evaluating candidates: the interview
The Executive Search company must look at the interview with the candidate approached for a recruitment mandate as an interview with a person who is not necessarily actively looking for a new job. It would of course be ideal for the recruitment mandate to prove to be an opportunity for the interviewed candidate, but the consultant of the Executive Search company has the obligation to evaluate the candidate correctly without influencing their decision, especially if the recruitment mandate does not constitute an advantage in the professional career of the candidate.
A reliable executive recruiter will take into account the following aspects:
 Targeting a long-term relationship with the interviewed candidate.
 Presenting to the candidate the recruitment mandate without distorting the information about the job and the employing company, and helping them with career consultancy, in an objective and open manner, without trying to persuade them to accept the position.
 Treating the information received from the candidate in strict confidentiality.

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source https://www.bradsbygroup.com/2022/10/28/evaluating-how-executive-recruitment-agencies-deal-with-the-interview-process/

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