Your choice needs to champion your credit union and humanize the candidate experience.
Serving my clients and humanizing the candidate experience is at the core of what I do. This article will discuss seven points of consideration as a baseline for your search partner selection process, and four key factors that both serve you and deliver an elevated candidate experience.
7 Considerations
Here are seven things everyone should (and probably does) consider when choosing an executive search consultant.
- Industry expertise: As you talk with possible executive search partners, see if they can demonstrate relevant experience and an understanding of the market environment for credit unions.
- Track record and reputation: Research the history of successful placements and client testimonials by any firm or specific partner you are considering. Ask for client references to verify their success and reputation.
- Cultural fit: The consultant you choose should take the time to understand your credit union’s internal culture to ensure they bring candidates to the table who could be a good fit.
- Process and methodology: The firm should be able to clearly explain their search strategy and candidate assessment approach. A good partner will have a transparent, efficient process with regular, data-driven updates.
- Candidate quality and diversity: A quality firm will have access to a pool of strong candidates and a proven process for vetting them. They should also have a track record of presenting a diverse slate of candidates for their clients to consider.
- Communication and collaboration: Your search partner should be accessible, communicate proactively, and be willing to answer your questions. Find out exactly who will be handling the search and who is accountable for the outcome.
- Ethical practices: Choose a firm known for its ethical practices and confidentiality, which is critical for handling sensitive information for both you (the client) and candidates.
4 Key Ideas
Those seven considerations are a good foundation for choosing an executive search partner for your credit union. Here are four less-talked-about areas your search partner should excel at:
- Championing your credit union’s brand: While the common advice above speaks to your executive search partner understanding your credit union’s internal culture to bring candidates that can thrive in that culture, your consultant should also be able to quickly gather a deep understanding of your credit union’s external brand. This is the brand you’ve (hopefully!) been working on so that you are known and highly regarded in your local community, the credit union community, and the larger financial services industry as a great place to work. They also need to be a fantastic brand ambassador, reflecting your credit union’s culture from the first step to the last stage of the offer.
- Connecting with executives who aren’t looking (or passive): Every search partner knows of candidates who are public about their interest in a new role. The best search partners, however, have a robust network of executives so they can find people who didn’t even know they were ready to make a move.
- Providing white glove treatment to everyone involved in the search: The common wisdom’s call for an executive search consultant to be really good at communication and collaboration is important, but many fall short. At the executive search level, the best consultants provide white glove treatment for everyone in the process. This means board members, C-suite executives, including the CEO, and candidates, both the ones you are most interested in and those that are not a good match for this particular search.
- Delicately have the hard conversations that inevitably arise: Great executive search partners know how to have slow, honest discussions with members of your credit union’s board and C-suite about what candidate qualifications are most important to the organization and how to make an attractive offer that also protects your credit union’s interests. They are also pros at walking the best candidates through any apprehensions or concerns. Change is hard, even when making a move would be great for the candidate and your credit union alike.
Questions to Ask the Search Partners You're Considering
Below are some questions to ask search partners and firms you’re considering engaging for your upcoming executive search:
- What are some of your signature stories about placing executives in our specific industry, and at this level, that would help us understand your experience and approach?
- Can you provide recent client references?
- What is your search methodology, and how will you keep us updated throughout the process?
- How do you ensure a strong cultural fit for candidates?
- What is your approach to diversity and inclusion?
- Who will be leading our search, and what is their experience?
To choose an executive search partner, start by finding those with credit union experience, a proven track record, and a strong cultural understanding of your organization. Look at whether they have a clear, transparent process, good client references, and the ability to act as a credible ambassador for your company. Also, ask them to tell you stories that will help you find out how they champion their clients’ interests, connect with executives who aren’t looking (passive), offer white glove service, and know how to have the important but sometimes difficult conversations that arise throughout a search. If you have any questions, please reach out.
This article was originally featured on CUInsight.com
About the Author
Michelle Davis
Senior Executive Search Consultant
mdavis@parcrecruiting.com
Michelle Davis, Senior Executive Search Consultant, leads the Executive Recruiting division at PARC Street Group. She partners with community financial institutions nationwide to identify and place senior leaders who align with institutional strategy, culture, and long-term goals. Michelle is recognized for her consultative approach, working closely with boards and executives to build leadership teams that drive both financial performance and community impact.
With more than 15 years of experience in financial services and executive search, Michelle has built a strong reputation for leading senior-level searches across the country.
