Despite the fact that executive recruiters are important for any company, some things that promote confidentiality in the business should not be shared with them. However, leaving out an important concept for a recruiter might make them select the wrong candidate for the intended position. A firm has to be cautious and serious on what they share with executive recruiters.
Factors to Share about The Company with an Executive Recruiter
Desired qualities of the candidate to be selected
For every firm, there are distinct qualities in a person that will make them decide if the person will be able to fit in the company. For example, if the company is full of people in the same discipline of duty despite how another candidate will try to fit in they cannot. Hence, there is a need to find out the desirable qualities in a person that an executive firm should look at.
The Salary Expected
Salary is the determinant for any position all the time; a firm has to disclose the intended salary to the executive recruiter in Toronto so that the qualifications of the candidate can go hand in hand with the allocated salary. Otherwise, it may not work for the two ends.
Some firms like candidates with less experience so that they can grow with the company and create new ideas. Others, like hiring top-notch employees so they can hit the ground running once employed. The company hence is needed to disclose the type of experience desired to form a company.
Issues Not To Be Disclosed To An Executive Recruiter
The Firm’s Investments
There is never a time that the firms assets or wealth gets related with hiring. Hence, for any firm hiring a recruiter, this should be a non-issue and should not come between the recruitment processes.
Private matters about other employees
A recruiter should not be involved in other private matters of other employees. This might come in as a judgment even during the selection process. The chosen candidate might tend to have similar weaknesses disclosed by the firm about its employees.