Attracting the right leaders
At Unik Resurs, we recently worked on an executive search process that reminded us of an important insight: finding the right candidate is only half the battle – it’s also about gaining their trust.
In executive recruitment, it is often the case that candidates already have a secure and established career. Many are not even openly looking for new opportunities. They need to be enticed, not sought out. This places different demands on the approach – and that’s where executive search differs from traditional recruitment.
It’s not just about filling a position – it’s about presenting an opportunity that feels attractive, strategically important and meaningful.
Here are seven strategies we at Unik Resurs use in our executive search assignments – to identify, attract and win the right people.
1. create an offer worth listening to
High performers will not change employers for just anything. It takes an offer that appeals to both heart and mind.
It’s not just about title, salary or benefits – it’s about meaning, influence and development.
We formulate together with the client what makes the role unique. What is there to influence? What does it mean to step in right here, right now? What direction is the organization heading in?
When it’s clear how the candidate can contribute – and what they’ll get back in terms of growth and impact – they’re more likely to actually listen.
3. Relationships over recruitment
Employer branding plays a crucial role in executive search.
Candidates at this level do their research. They Google, ask around in their network and read between the lines.
We help our customers to:
- Making its culture, leadership and strategic ambition visible
- Communicate credibly in all channels
- Be transparent about both strengths and challenges
A strong and authentic employer brand can make all the difference – it’s what makes a passive candidate start considering something new.
3. Relationships over recruitment
Executive search is not just a process – it’s a dialog. It’s about building relationships where candidates feel listened to, seen and understood.
We attach great importance to:
- Understand each candidate’s motivations
- Create honest, respectful and trusting communication
- Adapting communication to the individual’s personality and situation
It is often the human encounter that determines whether a person chooses to move on or not.
4. Tell us about the vision – not just the role
A role description is rarely what piques the interest of an experienced leader. What makes the difference is the vision. The opportunity to be part of shaping something, to lead change, to leave a mark.
We are therefore actively working to:
- Clarify the organization’s direction and strategy
- Connect the candidate’s experience to the company’s development journey
- Show what is possible, not just what is defined
The more candidates can identify with the goal – the stronger the motivation to get there with you.
5. use the network – for real
The best candidates are not always found in CV databases. They are found in networks, in recommendations, in conversations between people who understand the industry.
We use our broad and established network in business and specialist roles – but more importantly, we build relationships on an ongoing basis, even when no assignment is active.
It allows us to reach people who are otherwise not visible – but who are just right for the role.
6. think long-term in the dialog
A strong offer today is not enough. Candidates also need to understand how their role can develop in the long term – and how their career can continue within the organization.
We are always working to:
- Create a picture of what the next steps could be
- Show how the candidate can grow with the role
- Discuss future possibilities already in the process
It’s not just about getting the candidate to say yes – it’s about getting them to want to stay.
7. Adapt the pace to the individual
A senior candidate often has a lot to consider: family, loyalty, ongoing projects or board assignments. A smooth recruitment process therefore needs to be flexible in both pace and dialog.
We know when it’s right to push – and when it’s better to step back and give space. By showing understanding of the individual’s situation, we create a professional trust that often leads all the way.
Executive search is a combination of strategy, relationship building and timing
Recruiting for senior positions is about more than filling a void. It’s about shaping the future of the whole organization.
It requires sensitivity, an understanding of both people and business – and an approach that focuses as much on attracting the right candidate as finding them.
At Unik Resurs we have extensive experience of working with executive search. We know what it takes to build relationships with high-performing individuals – and how to create an offer they want to be part of.
Do you need to recruit a key person?
We help you find – and attract – the right leaders for your future.
Get in touch to find out more about how we work with executive search in practice.
