The Forbes article, “In The Middle Of A CMO Search? Here Are 5 Key Considerations For Candidate Care In Today’s Environment,” was bylined by Russell Reynolds Associates Consultant Norm Yustin, based on the firm’s paper, “5 Key Considerations for Candidate Engagement in Today’s Crisis.” The article is excerpted below.
Great candidate engagement has always mattered – it can be the difference between getting a candidate and losing one. But working from home is throwing up a multitude of new challenges for getting your new CMO over the finish line, or engaged in the first place. How you now deal with CMO candidates will be hugely important to both keeping the hiring processes moving and maintaining strong talent pipelines for once the crisis has passed. Here are 5 considerations that we must all acknowledge as real challenges at this moment in time:
Keeping Candidates Engaged Will be Harder
Candidates are likely dealing with a lot of change in their own jobs and life right now – helping coordinate response efforts, reviewing budgets and working through “what if” scenario planning (which will include questions about their own hiring plan). Not to mention, they are also likely preoccupied with keeping themselves and their families safe at the same time. This will have a spillover effect on how they think about your job opportunity. They will naturally wonder how committed your company is to this hiring process. Be sure to emphasize your commitment to making this hire and over what time frame. Reiterate how this senior marketing role connects to the long-term strategy of the company. If relevant, highlight how the current crisis further clarifies the importance of this role or the skills and experience the candidate has.
The Risk of Moving Jobs Will Feel Higher
The current situation will invariably make marketers more conservative in their decision making. Make sure you have a solid understanding of how they are approaching their decision and resist the temptation to “sell.” Instead, focus on advising them and creating connections that can help them make their decision – connect them with future colleagues who can give them a good view into culture and strategy, and make relevant internal (non-confidential) materials available to them. Marketers are inspired by opportunities where they can make a difference — ensure that you focus heavily on the positive impact marketers can do to help emerge a company from a crisis.
“In-person” Requirements Will Delay Decision Making
If you feel that you must meet candidates in person before hiring, then now is the time to discuss how long you can extend your search until travel restrictions are lifted; or if you’re possibly open to hiring someone without meeting them in person.
We suggest implementing two tactics to help facilitate comfort with extending offers in this scenario:
Double down on video – make sure all interviews are video based and have interviewers that conducted phone calls previously “re-meet” the candidate over video.
Do additional referencing checking in order to build confidence among the hiring team in their decision. If either the company or candidate are uncomfortable making a final decision solely based on virtual interaction, consider making an offer with mutually agreed terms that the offer and its acceptance is contingent on a later in-person meeting.
To read the full article, click here.