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Hiring Greatness by Mark J. Haluska, David E. Perry

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Foreword

Successful recruiting starts with a thorough understanding of the goals, strengths, and needs of the organization.

The most effective executive recruiter is a management consultant to the Search Committee, board, or CEO, an advisor to the company, and a recruiter of talented people who fit the specific needs of the company.

It is not likely to be sufficient to conduct a search with no more known to the executive recruiter than the title of the position to be filled. Success is less likely if the assignment to the executive recruiter is no more than “We need a new CEO,” “a COO,” “a CFO,” or other description of a box on an organization chart. A successful executive recruiter understands that his assignment is to help the company understand its needs, not merely to fill a slot described to the recruiter by the board, CEO, or head of a Search Committee. The most valuable executive recruiter does not simply accept the organization chart presented, but learns the strengths and weaknesses of the people in the organization and advises the company on redesign of the chart to fit the talent found and the goals of the company.

Both the company and executive recruiter must understand the real needs of the organization, the qualities of the right person for the position, the strengths and weaknesses of the officers not being replaced, the quality of the assets of the company, its market position, the short- and long-term goals of the organization, the goals of the board of directors, ...

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