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CS Recruiting’s Checklist for Hiring Executive-Level Employees in Logistics

October 28, 2015

CS Recruiting’s Checklist for Hiring Executive-Level Employees in Logistics There’s a lot that goes into the process of hiring an executive-level employee because hiring the right person for the job c...

CS Recruiting’s Checklist for Hiring Executive-Level Employees in Logistics

There’s a lot that goes into the process of hiring an executive-level employee because hiring the right person for the job can have a big impact on the functionality and operations of a company. For this reason, it’s essential not to rush this process. When hiring for higher-level positions there is a lot more at stake, and because of this, the hiring process should look different than when sourcing candidates for lower-level positions in the same logistics company.

Today CS Recruiting offers you a checklist for hiring executive-level logistics employees to make sure that you find the right fit for your company.

  1. Define what you’re looking for: This is the first task on this checklist for a reason: It should be done before the job search even begins. Hiring managers should identify exactly what would make a job candidate excel in the specific open executive-level position. By creating metrics and benchmarks of success for the position, this can help hiring managers shape the interview questions they will ask applicants. This will also help an executive in the long-run because he or she will be able to evaluate if they are living up to the outlined expectations and standards once they are in the job.
  2. Evaluate proven leadership skills: You may think that this one is a given, but you’d be surprised at how many executives are hired for a high-level logistics jobs without having leadership experience. Although leadership skills can be taught and refined over time, when hiring positions high on the logistics food chain, it’s vital for prospective employees to have proven leadership experiences and capabilities. To ensure that job candidates aren’t all talk but can also walk the walk, ask them situational questions in their interview about their leadership experience, probing them to get as specific as they can.
  3. Test their industry knowledge: Yes, the logistics industry is quite a complex sector, but higher ups are expected to have vast knowledge of the industry and know the ins and outs. Don’t shy away from giving job candidates assessment tests to gauge their knowledge of the logistics industry. The results of these tests can provide great insight not only to their knowledge of logistics functions, but also some personality traits and styles. However, it’s important to remember not to solely rely on assessment tests for hiring purposes – this should only be a factor in the hiring process.
  4. Call those references: Checking a candidate’s references can be a time hog, but it will most likely pay off in the long run. Most references that these job prospects provide will have worked closely with these individuals and will have the ability to shed light on important character and leadership traits as well as some of their flaws – depending on the laws governing labor and hiring practices within a state or region. When speaking with references who are legally able to speak, don’t forget to ask them about the candidate’s strengths as weaknesses, as this can give hiring managers a better understanding of how they work under pressure and overcome problems.
  5. Check their online presence: The Internet is a powerful tool and should be fully utilized when hiring for executive-level employees. Not only is checking out each candidate’s LinkedIn profile necessary in the recruitment process, but doing a simple Google search of each candidate can be even more telling. Gathering information about their past positions and even personal life via their personal social networking sites can be telling of whether a candidate will be a good fit, both culturally and professionally, for the company it’s executive-level team.

How CS Recruiting Can Aid in the Process
As we outlined above, there are many things that should be done in the process of recruiting and hiring executive-level employees, and it’s easy to understand that not every logistics company has the time or resources to complete the checklist in full. That’s where CS Recruiting can help.

Logistics headhunters at CS Recruiting are trained professionals and experts in all things logistics. They utilize their extensive network of logistics professionals to aid companies in finding the most qualified candidates for each position. CS Recruiting has a sophisticated database, and combining this with each recruiter’s extensive network and expertise can be a golden ticket to finding the perfect fit for your executive-level employment needs.

For more information about how CS Recruiting can help you fill your employment needs, contact us today.