Western Independent Banker - May/June 2009 - (Page 21)

By Steve Swanston Getting the Best Results from an Executive Search WITH AN UNPRECEDENTED number of layoffs being reported in the banking industry, along with the number of baby boomers in the industry nearing retirement age, one would think that finding and hiring qualified executives would be as easy as plucking an apple from a tree. But human resource managers should take advice from the old adage that cautions the harvesting of low hanging fruit … taking short cuts may prevent you from reaping the most bountiful harvest. While budget cuts, no doubt, have caused banks across the country to eliminate staff over the past several months, most have taken extra measures to keep the truly talented employees that they believe can help them weather the current economic storm. So how does a bank that is looking for that same level of talent sort through the many candidates who are looking for a place to land, whether as a result of a lay-off or their own desire for a new position? The truth is, many times potential candidates who have the best qualifications to fill an open position are not actively looking for a job. But they would be interested in an opportunity to increase their skills or move for a position that gives them a chance to grow and gain more responsibility. The question is: How do you find them? Finding the Perfect Fit for Your Organization Takes Time A thorough executive search is intensive and requires ongoing attention to a myriad of details. Unfortunately, most financial institutions do not have a proven process for hiring management personnel or an extensive source for gaining information on potential candidates. They will more than likely have a limited network for recruiting and will end up interviewing candidates who learn about their opening through the newspaper, online job search or a blog. Also, given their other duties and responsibilities, in-house recruiters may not take the time to perform the due diligence necessary on potential candidates to make sure they are who they say they are. This is especially important in the current job market. By hiring an executive search firm to help with this all-important hiring process, you get the benefit of working with someone who has on-going By hiring an executive search firm to help with this all-important hiring process, you get the benefit of working with someone who has on-going interaction with highly qualified executives through a network and database of national industry contacts. Western Independent Banker May/June 2009 21

Table of Contents Feed for the Digital Edition of Western Independent Banker - May/June 2009

Western Independent Banker - May/June 2009 Contents A Message from the Chairman How to Keep Employees Happy … On a Shoestring Budget Keeping Good Employees in Today’s Marketplace Asset Appreciation: Front Line Employees Hold the Secret to Balancing Customer Loyalty and Profitability Great Places to Work – WIB Member Banks Why Real, Live Bankers Still Matter Getting the Best Results from an Executive Search Best Practices in Lender Incentive Programs The Enlightened Control Freak: How to Lead So Your Team Will Love, Follow and Work Like Crazy for You Even in These Wild and Tough Economic Times The Frightened Leader Don’t Train – Educate! WIB Service Corporation Report WIB Calendar New Members Advertiser.com Index of Advertisers

Western Independent Banker - May/June 2009

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