You’ve sorted through resumes, conducted interviews, and narrowed the field down to a few strong contenders. But now, there’s one final hurdle: your search committee can’t agree on who to hire. The process stalls out, candidates take other positions, and your role continues to go unfilled.
According to Gartner research, decisive hiring managers land better talent and reduce their time to fill. When multiple stakeholders are involved—especially for leadership roles—differing opinions can make decision-making complex. However, when done right, group decision-making ensures a well-rounded evaluation of candidates and can lead to better long-term hires.
So, how do you keep everyone on the same page? Here are some key strategies to help your search committee align on the right candidate.
The Advantages of Group Decision-Making
Collaborative hiring has its benefits. When you bring together different perspectives, you get a more holistic evaluation of candidates. A well-structured hiring committee can:
- Ensure diverse viewpoints are considered.
- Reduce unconscious bias by balancing individual preferences.
- Improve long-term retention by selecting candidates who align with company culture and strategic goals.
- Distribute decision-making responsibility, reducing the pressure on any one person.
However, for this process to work smoothly, alignment is key. Establishing clear expectations from the beginning makes it easier to reach a consensus when it’s time to extend an offer.
Start with a Clear, Updated Job Description
Turnover might not be as frequent for leadership positions, compared to entry- or mid-level roles. That means the job description for executive leaders could be outdated. Copying and pasting an old listing can create confusion about what your organization truly needs.
Take time to revisit and refine the job description well before starting your search. Consider:
- How the role has evolved since it was last filled
- New goals and company priorities that may affect the role
- Changes in team structure and collaboration needs
Creating a shared understanding of the role gives your search committee a “north star” to refer to when evaluating and agreeing on a candidate.
Keep Your Search Committee Small and Focused
Larger organizations in particular can sometimes fall victim to “too many cooks in the kitchen” when hiring leadership positions. Multiple opinions are valuable, but too many voices can slow down decision-making or introduce unnecessary bias. Instead:
- Select a representative group of key stakeholders.
- Choose individuals who will work closely with the new hire.
- Pick committee members who can commit the necessary time to the search process.
Establish a Single Point of Contact
Communication is essential when coordinating a hiring process, particularly when juggling multiple qualified candidates. To avoid confusion and miscommunication:
- Designate one person as the primary point of contact to handle correspondence with candidates (or recruiters).
- Have that person gather and relay feedback to and from the rest of the hiring committee.
Having a single point of contact streamlines scheduling, reduces delays, and ensures that the hiring process remains efficient.
Work With a Recruiter to Reach Your Goals
Aligning a search committee doesn’t have to be an uphill battle or involve a lot of unnecessary conversations. The key is to allow everyone’s voice to be heard, so the committee is in agreement on who and what they are seeking in the role. Even if they agree to disagree. An executive search partner like Recruiterie can guide your team through the entire process, putting everyone on the same page before the search begins.
A key part of our service delivery is making sure your existing leadership team or hiring committee is aligned on what they want and need. We always start with thorough discovery calls to understand your goals and expectations, making sure there’s a fixed target. Through these discussions, we clarify:
- The specific skills and experience required for the role.
- The ideal cultural fit for your organization.
- Timelines and hiring expectations.
Looking to make your next leadership hire smooth sailing for your search committee? Contact Recruiterie today and let’s begin the process of finding your next great candidate!
