虽然大多数公司已经为个人贡献者、经理、董事甚至临时雇员制定了某种类型的就业背景筛选计划，但许多公司还没有制定一个经过深思熟虑的高管筛选流程。然而，这是最需要筛选的员工群体之一。
有过疏忽行为和决策失误历史的高管可能会迅速从组织最重要的资产之一转变为最大的财务和声誉负担。根据2020 年 观火背调 就业筛选基准报告，69% 的受访者发现候选人在撒谎。
还有许多引人注目的高管招聘错误导致雇主声誉和财务损失的例子。未能对高管候选人进行适当的背景筛选可能会导致招聘不善，可能会造成数百万美元的损失。
确保您拥有做出正确的高管招聘决定的工具的最佳方法之一是与在高管搜索方面经验丰富的全方位服务背景筛选提供商合作。有了合适的猎头提供商和适当的就业背景筛选政策，您可以更好地降低招聘不符合招聘要求的高管的风险，同时确保更好的候选人体验。
高管猎头的六大独特挑战高管招聘是一项挑战，因为与普通员工不同，高管求职者在招聘过程中拥有独特的职业经历和很高的期望。与普通员工相比，高管候选人在您的公司中也将扮演更重要的角色，因此需要进行更彻底的背景调查。
无论您是为上市公司、私营企业还是非营利组织招聘高管，您都需要建立一个超越正常招聘实践的高管搜索和招聘流程。
以下是猎头所涉及的六个主要挑战，然后是有关有效背景筛查如何降低这些挑战风险的建议。
1. 候选人体验
虽然优秀的候选人通常了解背景调查和授权表的重要性，但他们可能会因访问网站和输入个人信息或与第三方交谈的请求而推迟。
解决方案：与提供专业互动、对高管时间敏感以及处理个人信息的白手套方法的提供商合作。
2. 广泛的地址历史
高管通常在以前的工作地点和教育地点之间在地理上流动。
解决方案：寻找能够在候选人可能留下足迹的所有地点搜索信息的猎头公司。在申请人居住、工作和上学的任何地方使用扩展的十年搜索范围的信息。
3. 财务访问权
与普通员工不同，高管候选人经常可以使用公司资金并做出影响组织财务状况的决策。
解决方案：雇主可以选择将一个人处理自己或前雇主财务的方式视为未来行为的指标。
4. 利益冲突
高管可能有其他从属关系，例如可能造成利益冲突的董事会成员和公司关系。
解决方案：要全面了解候选人的关联，请与研究所有关联的供应商合作，以防止有害的利益冲突。
5. 公共关系经验
如果公司因好或坏的事件而受到媒体审查，那么执行官可以充当发言人。
解决方案：与负责媒体研究的筛选供应商合作，以确定候选人过去如何管理出版物和媒体的采访。
6. 保密
鉴于职位的公开性质和随之而来的薪资要求，高管候选人可能更关心隐私和保密问题。
解决方案：与可以确保机密性的值得信赖、知识渊博的筛查提供商合作。
这些只是猎头委员会可能面临的一些挑战。
与就业背景筛查公司合作时，请确保提供商解决上述问题，并至少涵盖高管背景调查的以下关键领域：犯罪历史、债务和财务管理历史、诉讼历史、监管文件和制裁搜索、教育、就业和其他从属关系的媒体和在线研究和验证。通过在招聘高管时解决这六个挑战，您可以帮助保护您的组织免受可能代价高昂的不良聘用。
While most companies have developed some type of employment background screening program for individual contributors, managers, directors, and even temporary employees, many have yet to develop a thoughtful executive screening process. However, this is one of the most selective groups of employees.
An executive with a history of negligent behavior and bad decisions can quickly go from being one of an organization's most important assets to its biggest financial and reputational liability. According to the 2020 Fireback Survey Employment Screening Benchmark report, 69 percent of respondents caught candidates lying.
There are also many high-profile examples of executive recruitment mistakes that have led to reputational and financial losses for employers. Failure to conduct proper background screening of executive candidates can lead to poor hiring, potentially costing millions of dollars.
One of the best ways to ensure you have the tools to make the right executive hiring decisions is to work with a full-service background screening provider experienced in executive search. With the right headhunting provider and an appropriate background screening policy in place, you can better mitigate the risk of recruiting non-qualified executives while ensuring a better candidate experience.
Executive recruitment is a challenge because, unlike the average employee, executive candidates have unique professional experiences and high expectations during the hiring process. Executive candidates will also play a bigger role in your company than regular employees, so a more thorough background check is needed.
Whether you're hiring executives for public companies, private companies, or nonprofit organizations, you need to establish an executive search and hiring process that goes beyond normal hiring practices.
Here are the six main challenges involved in headhunting, followed by advice on how effective background screening can reduce the risk of those challenges.
1. Candidate experience
While good candidates usually understand the importance of background checks and authorization forms, they can be put off by requests to visit websites and enter personal information or talk to third parties.
The solution: Partner with providers that offer professional interaction, executive time-sensitivity, and a white-glove approach to handling personal information.
2. Extensive address history
Executives often move geographically between their former places of work and education.
The solution: Find a search firm that can search for information in all the places a candidate might leave a footprint. Use information from the extended 10-year search range wherever the applicant lives, works and attends school.
3. Financial access
Unlike rank-and-file employees, executive candidates often have access to company funds and make decisions that affect an organization's financial health.
The solution: Employers can choose to treat the way a person handles their own or a former employer's finances as an indicator of future behavior.
4. Conflicts of interest
Executives may have other affiliations, such as board members and corporate relationships that may create conflicts of interest.
Solution: To fully understand the candidate's affiliations, work with vendors who research all affiliations to prevent harmful conflicts of interest.
5. Experience in public relations
If the company is under media scrutiny for something good or bad, the executive can act as a spokesperson.
Solution: Work with a screening vendor responsible for media research to determine how candidates have managed publications and media interviews in the past.
6. Confidentiality
Given the public nature of the job and the attendant salary requirements, executive candidates may be more concerned with privacy and confidentiality.
The solution: Work with a trusted, knowledgeable screening provider who can ensure confidentiality.
These are just some of the challenges that a search committee may face.
When working with an employment background screening company, make sure the provider addresses the above questions and covers at least the following key areas of executive background checks: criminal history, debt and financial management history, litigation history, regulatory filings and sanctions search, education, media and online research and validation of employment and other affiliations. By addressing these six challenges when hiring executives, you can help protect your organization from potentially costly bad hires.
