Beyond immediate recruitment needs, executive search companies extend beyond with valuable expertise when it comes to the modern business landscapes through placements.
Sabrina Zavahir from Global CEO Magazine connected with Mr Azeem Ansarideen-, the founder as well as the Chairman of Career 141.
Q: What are the key concerns that executive search companies should take into account when sourcing the most suitable candidate?
Executive search companies should prioritise ethical sourcing to build trust and bring the best talent. Confidentiality between the client and candidate is crucial. Over the years, expertise in headhunting allows firms to tap into untapped talent, especially those not actively seeking jobs. Understanding the client’s specific needs and worries, and tailoring a bespoke search rather than a one-size-fits-all approach, ensures that the most suitable candidates are identified and approached.
Q: How effective are virtual interviews in replacing face-to-face interviews?
Virtual interviews are effective for initial rounds, saving time and maintaining confidentiality. However, they cannot fully replace face-to-face interviews, especially for final decisions. Personal interactions reveal essential qualities such as leadership, body language, and interpersonal skills that are crucial for high-level positions. Thus, most clients prefer to finalise their decisions through physical meetings.
Q: How has globalisation and the constant changing of the business landscape impacted recruitment methodologies?
Globalisation has made the world smaller in corporate terms, allowing talent to work across borders more easily. Recruitment has shifted from organic, personal networking to leveraging technology and platforms like LinkedIn. Despite these advancements, understanding a company’s culture and the specific DNA of the role remains crucial. Technology can assist in broadening search horizons but cannot replace the nuanced understanding and personal touch required to make the final candidate selection.
Q: What is the significance of an executive search firm understanding a client’s worries and bespoke requirements?
Understanding a client’s specific worries and requirements allows an executive search firm to tailor its approach, ensuring a perfect match. This involves in-depth conversations to grasp the current scenario, team dynamics, and future expansions. Such a bespoke approach ensures that the selected candidates not only meet the technical qualifications but also fit well within the company culture and can address specific organisational challenges.
Q: Why is the final decision in the hiring process often made through a physical interview?
A physical interview allows clients to assess crucial traits like body language, personality, and leadership qualities, which are not fully discernible through virtual interactions. The human element and soft skills play a significant role in the final decision. Clients often find that the true potential and fit of a candidate can only be confirmed through personal interaction, making it an indispensable part of the hiring process.
Q: What unique advantages does Career 141 offer as an executive search service?
Career 141 has over 20 years of experience in the Sri Lankan market and beyond. They focus on ethical sourcing, confidentiality, and bespoke headhunting, bringing candidates who are not actively seeking jobs to the client’s attention. Their deep understanding of client needs and commitment to building long-term relationships with both clients and candidates set them apart, ensuring high satisfaction and successful placements through word-of-mouth referrals.
Q: How does Career 141 ensure high satisfaction and effective placements for their clients?
Career 141 conducts in-depth client meetings to understand specific needs and worries. They screen and headhunt candidates who are excelling in their careers and not actively seeking jobs. Post-placement, they maintain relationships and provide feedback for three to six months to ensure satisfaction. Their success is reflected in their growth through word-of-mouth rather than marketing.
