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Useful Guidelines That Can Help Improve Executive Retention Rates

4/17/2019

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While most business organizations consider finding and recruiting top talent to be their biggest challenge, retaining them for a considerable time period, often proves equally challenging. In fact, high executive turnover is one of the major causes of loss for business organizations across the globe. More importantly it affects the smooth workflow as well as image of the organization besides causing a visible decline in the morale of the employees. The best ways to avoid the aforementioned problems is to enhance the overall executive retention rates. The below discussed guideline suggested by the global executive search firms in India, can help business organizations to ensure the same.
 
Go For Selective Hiring
 
In order to ensure a high executive retention rate, it is important to appoint the right executives first. This depends on the kind of hiring choices made by the recruiters, who need to consider not only the skills and experience of the prospective candidates but also the other important aspects of their personality. Choosing the right candidates maximizes the chances of the candidates also feeling satisfied with their position within the organization. This naturally brings down the probability of the candidates looking for other more satisfactory career opportunities elsewhere.
 
Be Sure To Offer The Right Package
 
One of the key reasons responsible for low retention rate of executives is their dissatisfaction with the package being offered to them. If you want to keep great talent you are going to have to pay in more than just money.  This high competition levels combined with the shortage of good talent has provided a major advantage to the right candidates. They can take their pick from a choice of job options offering a great compensation package and other benefits. That is why it is essential for the business organizations to review and revise the packages being offered to their top performing executives on a regular basis to minimise the risk of losing them to competitors.
 
Develop A Comfortable And Motivating Work Environment
 
The work culture and environment within a business organization play a major role in enhancing the executive retention rate. This is because most executives spend more than 8-10 hours at their workplace. Hence, it is essential for the hiring organizations to ensure that their executives feel comfortable and happy during the time they spend at the workplace. This involves creating a positive environment and a motivating work culture where the executives have ample opportunities to grow professionally. According to the experts from the leading international search firms in India, organizations having such an environment and culture tend to face the problem of executive turnover by a significantly lesser margin.
 
Provide Them Opportunities To Improve
 
Many executives chose to leave their current organizations simply because they no longer see a scope for personal and professional improvement. The sense of having reached a saturation point within the organization often makes the top performers extremely restless and this leads them to seek more interesting opportunities elsewhere. As such the hiring organizations need to ensure that they offer ample opportunities for growth and improvement to their top executives to keep the job position interesting enough for them and minimize their chances of leaving.
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Top Three Reasons Responsible For The Failure Of Executive Search Campaigns

4/13/2019

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Executive search has evolved in more than one ways, especially with the integration of technology into the overall search process. This has made it mandatory for the executive search firms in India to come up with unique strategies for recruiting the right talent.  However, many times even the best executive search campaigns fail to provide the desired results leaving the recruiters feel frustrated and even desperate. While there might be several reasons that can lead to the failure of an executive search campaign, the three most important of these are discussed in brief below. The awareness of these reasons can help the recruiters with better and more efficient planning of the search campaigns.
 
Significant Increase In Chaos Related To Candidate Data
 
Most executive search firms today rely extensively on various online sources to gain personal and even professional details of prospective candidates. However, this often leads not only to information overload but also causes much chaos in terms of the data being collected. The probability of candidates having not updated the information about their skills and competence available online is quite high. Hence firms that rely solely on the information accumulated through online resources might actually miss out on some really great candidates due to outdated information collected by them. Moreover, the sheer volume of data offered by the internet often makes the task of filtering relevant information about the candidates quite overwhelming.  This naturally increases the risk of missing out suitable candidates by the recruiters due to the onslaught of data and information.
 
Use Of Outdated Executive Search Best Practices
 
In view of the current data explosion faced by recruiters, the executive best practices that were considered highly effective only a few years back, have become completely outdated today. A majority of search firms still use the methods of identifying and developing candidates, which were established long before the integration of internet technology into the recruitment process. Unfortunately, these processes have undergone little or no change irrespective of rapid technology evolution. As a result recruiters are finding it increasingly difficult to co-ordinate these processes with the new methods of sourcing candidates. Consequently, the overall efficiency and success of the recruitment process is compromised and in some cases it leads to total failure in terms of acquiring the best candidates.
 
Failure To Invest In Proper Expertise
 
One of the biggest causes of the failure of even the best executive search campaigns is the lack of ample expertise in terms of handling big data. In fact only a handful of top executive search firms in India understand the importance of investing in professionals experts capable of managing and using big data in the most effective manner. Given the huge volumes of data and information that these firms have to analyse and refine on a daily basis, the lack of such professionals in their workforce can prove extremely detrimental for the success of recruitment campaigns. These professionals can ensure that the most relevant information is identified and extracted to maximize the reach of the recruiters to the right candidates. The absence of such professionals in the recruitment teams only leads to complications of matters for the untrained professionals.
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Signs Organizations Should Look Out For To Become Aware Of Bad Company Culture

4/11/2019

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It is a well established fact that the culture of a company plays an important role in attracting and retaining top talent. It not only helps in ensuring greater happiness and satisfaction level of the employees but also improves their overall performance efficiency. However, while most organizations focus on developing a great company culture, only a few already having such a culture in place pay attention to maintaining it. This often results in the gradual deterioration of the company culture and the resulting consequences in terms of increased employee turnover and lower performance. In this context the leading recruitment firms in India advise their clients to keep an eye out for the below discussed signs are indicative of bad company culture.
 
New Recruits Feel Unwelcome
 
A great company culture makes the new members of the workforce feel wanted and welcome. This is evident from the high level of excitement that the new recruits display even several days after their joining the organization. However, in case the new recruits seem to lack the excitement and the enthusiasm of working with a fresh team, then something is definitely wrong. In case they complain about feeling uncomfortable and unwelcome even a couple of weeks after their joining, the organizations need to consider reviewing their company culture. 
 
Increase In Clashes And Conflicts At Workplace
 
Every organization faces its share of conflicts and clashes between employees and this is even expected to certain limit. However, if there is a gradual increase in the number of these conflicts and clashes, the business organization should take it as an indication of troubled culture. They should especially feel warned if every small issue evolves into a major conflagration and leaves a majority of the workforce distressed and de-motivated.
 
Lack Of Camaraderie Amongst Members Of Workforce
 
One of the biggest indicators of great company culture is the feeling of happiness and satisfaction in the persona of the employees. So, a lack of these vital aspects naturally means that the employees are not finding the company culture pleasant or appealing. The experts from the top recruitment firms in India suggest that the employers should closely observe their employees to assess the level of camaraderie they share with each other. In case they reflect a sense of grumpiness or suppressed anger and tend to remain quite serious and silent during the work hours, then it is time to review and revamp the company culture for better.
 
Zero Socialization Outside Workplace
 
Good personal relationships between the employees outside the workplace often form the basis of a great company culture. However, if the members of the workforce do not socialize outside their workplace, they are not likely to bond strongly with each other in the work environment as well. The organizations can help by providing opportunities for socialization outside the professional and stressful atmosphere of the workplace.
 
Lack Of Values And Trust
 
Every organization should establish some basic values for its operation and the members of the workforce should be made aware of the same. Lack of such values often leads to lack of mutual trust and this definitely results in the evolution of a bad company culture. 
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Getting Familiar With The Various Reasons That Make Business Leaders Sceptical About Lean Management

4/9/2019

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Despite the fact that lean management has been accepted as one of the most effective ways for reducing wastage and enhancing business performance, a large percentage of business leaders still feel sceptical about it. Even those business leaders who have accepted to implement lean management practices within their organizations, have done opted for some specific aspects. There are in-fact, only a handful of organizations, which having adhered to the advice of lean manufacturing consultants India have invested in the complete management system. This naturally gives rise to the question of why business leaders are so averse to this innovative management system that is bound to improve the problem solving capabilities of the organization besides enhancing productivity and quality while reducing costs.
 
Need To Maintain Status Quo
 
One of the key reasons that make business averse to the idea of adapting lean management system in totality is their sense of insecurity. These leaders often believe that implementing lean will cause them to loose their social, economic, political and philosophical rights and benefits within the organization. However, these insecurities are often uncalled for and are perpetuated by professionals favouring the classical management strategies.
 
Such leaders express an interest in lean management only to the extent where their vested rights, power and control within the organization remain unchanged and unchallenged. This naturally leads to the dilution of the lean management tools and strategies rendering them weak and largely ineffective. Given that these contaminated lean strategies do not provide the promised and desired results, the organizations implementing them tend to reject them as useless and ineffective.
 
Failure To Understand The Complete Benefits
 
Another reason that makes senior management executives discard the suggestion of adapting lean management systems is their poor understanding of the concept. These professionals are either unaware of the various benefits that the organization is likely to gain through this significant change, or are no competent enough to implement the changes to ensure these benefits. In either case, the managers feel challenged beyond their capabilities and also feel threatened of losing their good will and even their position within the organization. The best way out of this tricky situation for such professionals is to outrightly reject the idea of lean management. The few aspects of this management strategy that they might acknowledge and accept are carefully chosen to match their own understanding and competence levels.
 
Finding A Solution
 
In order to reap the benefits of lean management while also avoiding the above mentioned complications, it is important for business organizations to invest in lean coaching training consultants. These consultants can helps resolve any doubts and queries that executives across different levels might have about this management system. More importantly they can help eliminate the fear of loss of position and control that the senior management professionals might be having with regard to implementation of these methodologies. They will help the executives gain a better understanding about how the implementation of this management strategy can prove beneficial not only for overall organizational growth but also for their own professional and personal development. The training consultants can also provide guidance about the best ways to implement lean technology.
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Five Useful Guidelines To Help Turn Competent Managers Into Efficient Leaders

4/5/2019

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Efficient leaders play an important role in building strong teams and ensuring the consistent growth and success of an organization. However, finding the right executive leaders from external talent pools can often prove to be a time consuming process. This has led the business organizations to look at alternate methods for finding the most efficient candidates through alternate methods. One such method is that of developing leadership talent within the organization itself. In fact, an increasing number of business organizations are becoming aware of the various benefits of using this method. The below discussed five guidelines can help organizations to turn their competent managers in to great efficient leaders.


Clarifying The Difference Between Managing And Leading

According to the top professionals offering leadership consulting services, most managers are unaware of the difference between managing teams and leading them. Educating their top performing managers about the difference between the two is the basic requirement for turning them into efficient leaders. The managers need to understand that while management is about deliverables, production schedules and budgets, leadership is more about people and their needs and expectations.


Teach The Significance Of Constructive Feedback

Constructive feedback is an extremely important tool that can be used by business leaders to motivate their teams and improve their efficiency. In addition, it helps establish a strong relationship based on mutual understanding and trust between the leaders and their followers. Constructive feedback also helps in improving the level of openness between the leaders and the followers. This in turn ensures better sharing of ideas and opinions between the two which is essential for the success of a leader.


Provide A Reminder About The Tenets Of Leadership

The business organizations should make sure that they remind the top managers about the various tenets of leadership from time to time. They need to make the prospective leadership candidates well aware about aspects such as articulating values, need to establish trust, adapt an inspiring approach ad develop the courage to make tough decisions. While these aspects might not necessarily form a part of the working of managers, they are integral to the successful performance of every efficient leader. The organizations might also choose to invest in training programs designed to teach the managers in these aspects.


Make Leadership A Part Of Their Professional Objectives

One of the most effective ways to turn good managers into great leaders is by making leadership an integral part of their professional goals. This essentially means that the business organizations should work towards ensuring that that every aspect of the professional growth of the prospective leadership candidates should focus on improving their leadership performance. These aspects might include the professional evaluation, compensation and even the development goals of these candidates.


Be Sure To Lead By Example

No one can teach the nuances of efficient leadership to competent managers better than great leaders themselves. That is why HR strategy consultants stress on the importance of using the most efficient leaders within an organization to teach prospective candidates by example. It is important for the organizations to understand that the actions of great leaders prove more influential than almost anything they might say or preach.
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Five Signs That Executive Recruiters Need To Look Out For To Identify Wrong Candidates

3/26/2019

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Hiring The Right Talent Is Holds Much Significance As Competent Employees And Executives Form The Backbone Of A Successful Organization. Wrong Hiring Decision Can Cost A Company Not Only In Terms Of Reduced Growth Rate But Also Damage Its Market Goodwill. So, While It Is Important For The Executive Search Firms To Minimize The Duration Of The Recruitment Process, They Also Need To Devise Methods To Eliminate The Wrong Candidates. Discussed Below Are Five Signs That Such Firms Should Look Out For To Identify Non-Viable Candidates Early On In The Recruitment Process.
 
Being Fixated On Monetary Benefits


While Discussing Compensation Issues Is A Natural Tendency For Prospective Candidates Looking To Take Up Executive Positions. However, The Fixation Of The Candidates Only On This Aspect, While Ignoring Other Motivating Factors Such As The Pursuit Of Excellence, Leadership And Creating Real Value Should Be Considered As A Warning Sign By The Executive Recruiters.  This Is Because Candidates Obsessed With Money Alone Are Least Likely To Possess The Ability To Lead And Inspire Their Teams And Help Them Attain Great Heights.
 
Answering Questions In A Vague Manner


It Is Understandable When Prospective Candidates Make Efforts To Present Themselves In The Best Manner. However, This Does Not Justify Their Providing Misleading Or Even Intentionally Vague Answers To Questions. Such Behaviour Is Often Indicative Of The Fact That The Candidates Might Be Trying To Hide Some Critical Information Or That They May Lack The Ability To Own Up To Truths That Might Prevent Them From Getting Hired. Such Candidates Generally Have Flawed Values And Cannot Be Expected To Work In An Honest And Transparent Manner.
 
Inability To Keep Their Promises


Many Times, It Might Be Essential For The Recruitment Teams To Seek Additional Documentation From Prospective Candidates. However, If The Candidates Fail To Provide The Requested Documents Within The Set Timeframe Without Any Valid Reason For The Delay, Then It Must Be Taken As A Warning Sign. Such Behaviour Might Be Indicative Of The Lack Of Interest Of The Candidate In Taking Up The Position They Are Being Interviewed For.
 
Sudden Breakdown Of Communication


A Sudden Breakdown Of Communication On The Part Of The Candidates Is Surely Something That The Top Executive Search Firms Need To Take Quite Seriously. The Failure Of The Candidates To Respond To Calls, E-Mails Or Other Forms Of Communication Might Be Indicative Of The Fact That The Candidates Are No Longer Interested In The Job Post. It Is In Fact, Advisable For The Recruiters To Ask The Candidates About Whether They Are Being Pursued By Other Employers At The Very Start Of The Hiring Process To Get A Clearer Picture.
 
Being Too Proud Or Arrogant


While It Is A Good Thing For Candidates To Have A Positive Approach And A Good Sense Of Self-Achievement, Being Arrogant And Proud Is Definitely Not A Desired Skill. The Candidates, Who Believe Themselves To Be Perfect And Lacking Any Weaknesses, Are Generally Not Capable Of Working With Their Team Members In A Cordial Manner. Such Candidates Generally Brew Discord Within The Workforce And Fail To Establish Themselves As Capable And Forthright Leaders, Who Are As Humane As Their Peers.
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Managing Conflict At Workplace Aspect Of Creating A Great Company Culture

3/16/2019

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Conflicts are an integral part of any workplace environment since the ties the business markets were established. However, rather than trying to curb these conflict, managing them efficiently is what makes for a great company culture. In fact, efficient management of workplace conflicts is one the desired skills sought by executive search consultants in candidates being considered for management positions. The below discussed tips can help leadership candidates to satisfy this key requirement and play a constructive role in developing a great company culture.
 
Never Ignore The Conflict


Many times the executive managers tend to ignore conflicts believing that they will get resolved with time or to be too insignificant for their attention. In fact, this approach is likely to lead to escalation of the conflict and disrupt the workflow and morale of the organization in a significant manner. As such it is essential for the executive leaders to make sure that they never ignore any conflicting situation at workplace, no matter how small or even irrelevant it might seem. In addition, they should arrange to be made aware of any conflicts that might still be brewing.
 
Explore The Cause Of The Conflict


The first step in the direction of resolving any workplace culture is to find learn about its actual causes and establish its authenticity. For this the executive leaders need to talk to all the parties involved in an individual and neutral manner. The objective of such communication should be to establish the actual cause of the conflict and the best possible ways to resolve it in a lasting and effective manner. Many times, the leaders might be surprised to learn that the conflict is nothing more than a simple case of misunderstanding between the involved parties. At the same time, the possibility of unravelling other serious underlying issues is also quite high.
 
Listen Attentively To What Everyone Involves Has To Say


While there might be several reasons responsible for the creation and even non-resolution of workplace conflicts, the inability of executive leaders to listen attentively is one of the key contributors. Listening and not just hearing, the views, feelings and opinions of the people involved can help the executive professionals to truly understand all aspects of the arguments and make the best decisions based on this understanding. It is only after gaining a complete understanding of the whole situation that the executives can take the necessary steps to resolve the conflict effectively.
 
Bring The Involved Parties To One Table


One of the key aspects of any conflict resolution strategy is to ensure communication between the involved parties. In this context the professional advisors from the top retained executive search firms in India stress on the important role played by the executive managers. They should ensure that all the people involved in the conflict are made to sit down and discuss all the aspects of the problem face to face. It is also essential for the executives to be a part of any such discussion mainly to act as a mediator in case of any disagreements and also to be the neutral voice for ensuring better and effective resolution of the conflict.
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Useful Tips That Can Help Executive Search Firms To Ensure Great Hires

3/14/2019

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One of the key responsibilities of executive search firm is to ensure that they help their clients choose the most suitable candidates for various job positions. However, this is often not as easy as it seems and many times the recruiters end up making bad hires that prove costly for their clients in more than one ways. Most experts suggest that the best solution for this problem is to invest professionals capable of performing the executive search India in a more intelligent and effective manner. Using smarter and unique recruitment strategies helps the search firm to gain a serious competitive advantage in terms of great talent acquisition. Some key tips that can be utilized by the search firms in this respect are discussed in brief as follows.
 
Pursue Only The Best Candidates


It is essential for the search firms to devise a method for identifying only the best candidates for specific job positions.  Not being aware of the best candidates available in a specific niche minimizes the chances of the recruiters for making a great hire. The first step in this direction is to filter data that can help the recruiters distinguish top performers from average ones. The recruiters need to do some thorough research to get hold of this data that can prove vital in ensuring great hires.
 
Perform Pre-Reference Checks For Candidates


Pre-referencing the candidate is an essential step in the process of short- listing top talent. Performing pre-reference checks should not be confused with verifying the formal references offered by the candidate. Rather it involves performing discreet checks on the candidates through back channels to establish whether or not they really are top performers. Verifying the competence of the candidates from at least three independent and discreet sources is advisable for selecting the best candidates.
 
Keep Out An Eye For True Grit


In order to build a team of the most competent professionals, it is important for the search firms to keep an eye for candidates that have an intrinsic sense of motivation and a true grit. They should focus on finding candidates with an extremely deep sense of persistence and determination, which makes it possible for them to handle even the most difficult tasks. The recruiters should analyze the achievements of the prospective candidates thoroughly to get a clear idea of their level of grit.
 
Never Set Too Much Score By High IQ’s And GPA’s


It has been proved umpteen numbers of times that high IQ levels or even high GPA’s of candidates do not make them quantifiable as successful hires. This is especially true in case of leadership hiring, where the recruiters need to focus on skills and traits essential for motivating a team. When it comes to efficient management of the workforce and building strong teams, high marks and impressive degrees cannot prove to be of much help to the prospective candidates. For such situations, it is the inherent behaviour and attitude of the candidates that the recruiters need to focus on.
 
Conducting Interviews In A Mindful Way


Interviewing the candidates is one of the most effective ways of establishing their suitability and competence for a specific job post. However, in order to recruit top talent, it is essential for the executive search firms to conduct truly mindful interviews. This essentially means that the interviewers should not only ask the right questions but should also have the ability to truly listen to what the candidates are saying. This will help them to learn about the values, ambitions and goals of the candidates and how these align with the roles and responsibilities they are being considered for. It is also important for the recruiters to ask follow up questions and look for any discrepancies with respect to the earlier responses of candidates.
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7 Useful Ways Of Helping Internal Communication At Workplace For Better Business Skill

3/11/2019

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Employee engagement has become one of the most critical aspects for ensuring higher retention and greater productivity of a workforce. In this context better internal communication is one of the key focus areas as it ensures that the members of the workforce have a common understanding if the company objectives and are able to discuss the different ways to achieve the same in a free and frank manner. Discussed below are the 7 effective ways suggested by employee engagement firms in India for improving internal communication.


Open Plan Office

An open plan office helps in breaking down any physical and psychological barriers that might prevent the employees from communicating freely. More importantly, it helps in creating a pleasant work environment where the junior members of the staff do not feel embarrassed or fearful about expressing their views and opinions.


Open Lines Of Communication

​Some responsibility of improving internal communication also rests on the managers within a business organization. They need to work towards establishing open lines of communication with their peers and subordinates. They need to assure their co-workers about being easily approachable without feeling the fear of reproach or embarrassment.


Lead By Example

The top level executives within an organization need to make sure that they adapt the style communication they want their team members to follow.  This means that they should communicate effectively with the employees at all times, whether it is while talking about non-professional issues or providing constructive feedback to them.  Employees are likely to be more influenced by watching their leaders practice the things that they preach.


Use Software And Technology

In addition to face to face interaction, business organizations should also integrate the use of software and technology for internal communication. The use of digital communication methodologies proves especially beneficial for organization with remote working employees. These communication tools such as emails and video conferencing help the remote employees to remain updated about the going-on at the workplace in real time.


Make Use Of Messaging Apps

It is not uncommon for organizations to have several collaborative projects going on simultaneously. Using messaging apps to communicate vital information to the employees involved in these projects helps in improving internal communication quite significantly. In addition to the one-on-one messaging facility, these apps also offer group chatting to make it easier for people to communicate even while they are on the move.


Regular Accomplishment Reports

The experts from the HR consulting firms in India believe that providing regular reports to the employees about the accomplishments of the team over a specific time period. This provides a common ground of discussion for the employees to enhance the overall accomplishments over the next fixed period. It also provides an avenue for the employees to offer their feedback and opinions to make assured improvements.


Provide Opportunities For Non-Professional Communication

Providing the employees with avenues of non-professional communication is one of the most effective ways to improve internal communication. As the employees connect on a more personal level there bonds within the workplace are likely to grow stronger. This can in turn help in ensuring a significant rise in hassle free communication and mutual co-ordination between employees.
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The Role Of Personality Of Candidates In Executive Recruiting

3/7/2019

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When it comes to hiring the right candidates for executive positions, the recruiters tend to consider various aspects including their qualification, expertise and skill set. Unfortunately, most recruiters tend to pay little attention to of the most important aspects for selecting the right candidates, namely their overall personality. The companies offering the services of executive search India understand the fact that matching the personality traits of prospective candidates with the overall company culture and job responsibilities is the key to ensuring the perfect hire.  That is why they stress on making proper personality assessment an integral part of the hiring processes employed by the recruiters.
 
Is Personality Truly All Important In Executive Search?
 
Even though personality plays an important role in deciding the suitability of prospective candidates for an executive position, recruiters need to avoid falling into the trap of focusing their search around this single aspect. While some personality traits such as confidence, leadership qualities and effective communication skills are desirable in almost all candidates, the candidates lacking the same might not necessarily prove to be a bad choice for the hiring organizations.
 
It is essential for the recruiters to ensure that the personality traits of the prospective candidates correlate with specific aspects of company cultures. This is especially true in case of executives, who need to work closely with the other employees of the organization. However, making the personality of prospective candidates all important during the hiring process can create several problems for the recruiters. Not only will it increase the risk of company culture being moulded to match the personality of the executives, but will also make the organization less well-rounded.
 
Challenges Of Evaluating The Personality Of Prospective Candidates
 
It is a well known fact that assessing the true personality of an individual is not an easy task. However, when the individual in question is a candidate being interviewed for an executive position, personality assessment becomes even more complicated. This is not only because human personality is extremely inconsistent, but also because it individuals tend to present only the most suitable aspects of their personality when going through an interview or a hiring process. This tendency of hiding their true personality is especially prevalent in candidates being considered for job roles with extremely high stakes such as above average compensation benefits and tremendous growth opportunities.
 
Finding The Right Solution
 
Keeping the above facts in mind, it would not be wrong to deduce that while personality does play an important role in executive search, especially leadership hiring, it should not be the focal point of a recruitment strategy. The personality assessment should be made only to ascertain the ease with which candidates can adapt to the company culture. It can also be used to assess the ability of the candidates contribute positively towards enhancing the overall company culture. In fact, when choosing candidates for leadership roles, it is important to give preference to candidates with an extrovert personality as it will ensure their ability to communicate with their team members in a more effective and motivating manner.
 
At the same time, the recruiters should not give preference to personality to other key constraints such as their skills, competence level and expertise. Doing so will result in a bad hire and will end up costing the recruiters in much more than wasted time and effort. After all, a candidate with a pleasing personality but lacking other essential traits necessary or fulfilling the responsibilities associated with the job position cannot be considered the right fit. Finding a balance between the right personality and desired aspects is the key to making the recruitment process truly worthwhile. This is true even in case of executives sought for positions that require them to interact extensively with public, media and other such entities.
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