What screening questions you should avoid asking the top executive search firms in Asia?

You are scrolling through the list of important questions to be asked from the top executive search firms in Asia for making selection and conducting research for Senior Executive post. It is indeed a good practice to have a cleverly marked list of questions.

However, the good practice is to always draw your own set of questions. To enable you to avoid any biases in the question, here is the list of common screening questions you should avoid when selecting the top executive search firms in Shanghai. Here is the list:

·        How many executive search of this kind of role have you conducted in the past?

It is a preference to choose the executive search firm which has previously worked for the kind of job role you are looking the candidate for. However, this need not be taken as a necessary criteria. The fact that the top executive search firms in Beijing has done the identical searches clearly hints that the concerned company has contacts in the competitor firm from where you wish to pull out talented candidates and employ in your organization. To keep the game fair, it is in better interest to not select such firm which has conducted identical searches in the past.

 

·        Will you be the concerned consultant who will be working on my Executive search?

Each and every executive search firms has a set team who work in phases in getting the right executive for the client organization. There is a different team which identifies the candidates, then another team check the qualifications, then the consultant team indulges in deep analysis of the candidate and interviews them for assessing if they are suitable for the concerned job role. There are different layers and no single consultant work for one client organization. The executive search firm make use of their research expertise and business acumen for the purpose of getting the right executive for the client organization.

 

·        What is the turn time?

This is often the most widely used matrix to judge the work of an executive search firm; however it is not the correct one. This is because the search firms usually have no control on how long it will take to get the right candidate as a lot of processes goes behind the selection in terms of interviews etc. Finding and recruiting the executive in a timely fashion is very important as vacant executive post costs a lot in terms of lost revenues and business opportunities. This question need not be asked up front, however, importance should be given to the quality hiring.