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Talent Hunt: Finding the Perfect Executive Fit this Winter

Your organization’s future success hinges on the caliber of your team, so having an exceptional hiring process in place is imperative for securing top-notch talent and positioning you as an employer of choice. The following guide can help you upgrade your hiring process and attract the best the talent pool has to offer.

1.  Vivid Job Descriptions: Kick off with a comprehensive and crystal-clear job description. Paint a vivid picture of the role, its responsibilities, the skills/experience it requires, and the rewarding prospects it offers. Get everyone one board with what you’re seeking—clarity is king!


2. Tailored Evaluation Criteria: Zero in on specific criteria for evaluating candidates. Mix it up with a cocktail of technical skills, cultural fit, those ever-important-but-often-overlooked soft skills, and other relevant qualifications. Pro tip: Consider creating a scorecard that focuses on your top five to eight requirements and skills.  Require all interviewers to use your scorecard to evaluate every candidate.


3.  Structured Interviews: Internal employee communications specialist Kathleen O’Donnell says, “Unstructured interviews are popular, [but] they’re actually not an effective way to hire the best candidates. A structured interview process […] has significant benefits for hiring managers and companies as a whole.” Forge this structured process (which should range from three to no more than five rounds) by blending questions that will give you insights into your candidates’ behavioral attributes, situational wisdom, and technical know-how. And don’t forget to train your interviewers well, so they can conduct the process with precision and finesse. The entire process should never take more than six weeks.


 4. Diversity-Powered Interview Panels: Supercharge your interview panels with a kaleidoscope of different perspectives. A diverse panel minimizes bias, promotes inclusivity, improves the candidates’ experience, and prevents an “echo chamber, where the panel favors candidates who are similar to themselves” ( When the time comes to make your hire, encourage feedback from different perspectives for richer insights and more balanced decisions.

5.Candidate Experience Focus: Roll out the red carpet for your candidates. Craft an experience so seamless and welcoming that they’ll sing your praises regardless of the outcome. Some helpful touches, among others, include an interview itinerary, clear directions to the location, and punctuality on your end. Also, you might consider offering virtual or in-person tours to showcase your workplace culture.


 6. Strategic Skills Assessments: Deploy relevant, targeted skills assessments to cut through the noise and pinpoint true talent. These assessments are gaining in popularity for good reason: You can use them as your secret weapon to confirm your hunches, determine candidates’ skill sets, or resolve any concerns you might have. Assessments are particularly helpful when you have differing opinions from your interviewers and you need to confirm or dispel certain observations or concerns . 


7. Candid Feedback Loop: Offer constructive, timely feedback to candidates. It’s not only about being nice—it’s about building a reputation as an employer who values candid communication.


8. Consensus-Driven Decisions: Gather your hiring council and get everyone’s input to reach a decision that resonates with all, based on the defined evaluation criteria. Encourage discussions to align with pinpointing the candidate who is such a good fit that they’ll become as much a part of your company’s fabric as the logo itself.


9.  Irresistible Offers: You have to earn your candidates’ trust as much as they have to earn yours. For this reason, offers and agreements need to be presented in writing, and they should be as transparent as they are tempting, presenting the full details of the compensation and benefits package. Ensure your package is competitive with market standards, is compelling to your candidate, and exemplifies your commitment to excellence. 


 10. Empowering Onboarding: A strong onboarding process improves new hire retention by 82 percent. In fact, a robust onboarding process is the bedrock of long-term success. It’s not only about welcoming a new hire; it’s about weaving them into your organization’s very DNA. The period between the offer acceptance and the first ninety days of employment is crucial in determining the success of the new team member, so make those first days count!

Transforming your hiring process is a giant leap toward securing your organization’s future success. By embracing this hiring guide—from crafting vivid job descriptions to empowering your new hires—you’re not only filling positions; you’re strategically investing in your company’s most valuable asset—its people. As you implement these steps, watch your company evolve into a sought-after destination for top talent. Remember, the path to excellence is paved with the decisions you make today, and an exceptional hiring process is the cornerstone of that journey. Forge ahead and shape your organization’s future, one exceptional hire at a time. 


By Octavio Lepe

By Octavio Lepe

Executive Vice-President

Octavio is the search practice leader for Executive Management, Food & Agriculture, Sales & Marketing, and D&I in the Americas.

Barbachano International is the premier executive search and leadership advisory firm in the Americas (USA, Mexico, Canada, and Latin America) with a focus on diversity and multicultural target markets.  Outplacement, Executive Coaching and Onboarding services are provided by our sister allied company Challenger Gray & Christmas. BIP has been recognized by Forbes as Americas’ Best Executive Search Firms for 7 consecutive years and currently ranks #12 and #3 on the West Coast.  




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