For every business, human resources play an important role, which affects the profit and growth of the business. Therefore, businesses are very interested in the recruitment process, especially for senior positions. So what is the difference between senior recruitment and regular recruitment?
In this article, Faro Vietnam analyzes the characteristics of senior recruitment for businesses to understand better.
What is the target audience for senior recruitment?
Compared to employing for regular vacancies, senior recruitment will target vacancies that play a key role in the business. These positions are often responsible for making important strategic decisions and policies for the business, such as department heads, directors, general directors, ...These seniors only make up a small percentage of the human resources structure of an enterprise but element which create almost all of the profits. They are excellent human resources with professional knowledge, skills and wide social relationships through the process of studying and accumulating hands-on many-year experience. As a result, they have the ability to solve work in a much more scientific and effective way than other employees.
In addition, being a senior is a position that makes a lot of decisions in a day, so they must know how to make decisions and dare to take responsibility for those decisions. Moreover, seniors must know how to treat people to build many good relationships.
Senior recruitment should pay attention to what?
Recruiting seniors is not a challenge for all businesses because only large-scale enterprises or corporations possessing numerous employees and many departments need to recruit seniors.
To recruit seniors, enterprises should focus on the following issues:
- Well-paid salary and benefits for high-level human resources vacancies. Due to their essential role and heavy and sophisticated workload, it requires a lot of experience and qualification as well as effort of seniors, businesses should have an appropriate remuneration and salary regime, which make senior staff motivated to contribute to the business. At the same time, this also shows the appreciation and recognition of the values that seniors bring to the business. Moreover, successful recruitment of seniors is not only about finding the right people but also how to retain them. Therefore, to promote their attachment to the business by ensuring an attractive salary and remuneration regime.
- Security of recruitment information is the next factor that businesses need to pay attention to during the senior recruitment process. For well-known enterprises, they often do not publicize recruitment information for senior staff to the outside. Recruitment information is usually kept confidential to prevent unnecessary confusion within the enterprise.
- The strategy for recruiting high-level human resources is to always proactively establish an available source of potential candidates. In addition, it is necessary to prepare a backup plan in case of the demand for replacement as well as a unified attraction and management strategy so that businesses can guarantee the presence of these big cheese.
Senior recruitment will not be the same as regular recruitment. It requires businesses to actively seek and have a clear strategy. In particular, businesses need to know the source of high-level recruitment. Currently, there are a number of recruitment sources businesses can refer to, such as through reputable recruitment service agencies such as Faro Vietnam.