How the top Executive search firms in Asia diversify the candidate pool?

 

The workforce diversity is strongly increasing every day on the global platform and diversity is being regarded as the epitome of the business arena. The positive connotation of diversity is considered as a factor of enrichment and mutual gain, which is guided by respect for mutual well being and benefits. The top Executive search firms in Asia advocate work force diversity on the basis that since the customer base globalizes at a phenomenal rate, there exists a need to inculcate workforce diversity to be the significant part of the change. The mix of the customers belonging to different age groups, genders and culture should be well reflected in the workforce of the organisation.

The top Executive search firms in Hong kong mark the initial step of the organisation acquiring the valuable human resource; diversifying it according to the organisation's need without compromising on talent becomes strategically important. However, the same is exacerbated by the prevailing power dynamics of the labor market where the greater control lies in the hands of the potential candidates as far as job choice decisions are concerned.

So, the prime question is how do the top Executive search firms inBeijing diversify their pool of potential candidates in order to cater to the needs of the business organisation:

·        Preparation of recruitment

At the beginning, the Executive search firms conduct an organisational analysis to ensure that no institutional stereotypes prevail in the organisation which can impact the candidate profiling. The recruitment sources should be broadly defined in order to  make use of the networks for advocating demographics and interests of business organisation. Since the approach of the Executive search firms is specific and candidate based, they are considered as a valuable source for getting diversified candidate.

 

·        Attracting applicants

The employer brand is considered to be a valuable component for the Executive search firms at the time of gathering a diversified pool of candidates. The diversity statements can be displayed on the corporate website of the client to showcase the factor of diversity being promoted by the organisation. This helps in attracting potential candidates as people prefer working with employers who value the individual differences of the employees and make sure to promote the same.

 

·        Assessment and selection

At this stage more details of the potential candidates are gathered to determine the best fit for both the parties. A blend of behaviroal interviews, structured interviews and panel interviews are conducted to assess the collegiality factor. The best of the lot is then finalised and selected for the job role.