Overcome the challenges of executive hiring

Executive-level hiring is fraught with challenges. While successfully identifying the best experienced talent is tricky enough, moving through an onboarding process for senior executives can be quite another task.

However, the right hire can inspire teams, elevate a department and even transform a business. 

Further compounding the senior hiring problem, there have been many recent examples – such as a former chief constable of Northamptonshire who was found guilty of gross misconduct for making false claims about his military record – to demonstrate that no organisation is immune from exaggerated or fabricated claims, from even the highest executives in the land.

So, while many businesses agree that conducting comprehensive background screening should be an essential part of hiring and onboarding, an overly complicated or time-consuming screening process could load additional and unnecessary pressure on all parties, which is not what you want in today’s hyper-competitive executive job market. 

The senior-level hiring process must strike a careful balance of proportionate due diligence while providing an efficient and transparent experience for both candidates and hiring professionals. 

Executive screening considerations 

Senior hires can present particular challenges when it comes to background screening. Unlike recruiting for more junior roles, C-suite and executive-level candidates often have unique circumstances that should be considered to provide a positive screening experience: 

• More extensive checking: Senior roles often require deeper and more comprehensive background checks, such as directorship searches, financial probity checks and international verifications. Additionally, executives may have longer and more geographically distributed employment histories that need verification, which can add complexity. 
• Postponed employer contact: Senior hires will likely have extended notice periods with their current employer. Candidates can be asked to confirm, during the application process, a future date from which their employer may be contacted, preventing premature referencing activity when it is most sensitive. 
• Unfamiliarity with screening: Some executive candidates, particularly those from non-regulated industries, may never have experienced a formal background check before. They may have worked for one company for a long time, perhaps even before they adopted a background screening policy. Providing clear guidance upfront can help set expectations and reduce uncertainty about the background screening process. 

Transparency and communication 

Given these complexities, transparency is essential to maintain trust in the process. Hiring managers, external recruiters and talent acquisition professionals should clearly communicate the scope and requirements of the background screening process early on, ensuring that candidates understand what will be required from them. This helps to minimise surprises or frustration, reduce delays caused by incomplete or missing information, and foster confidence in the hiring organisation.

A seamless, candidate-centric experience  

While conducting thorough due diligence is important, it is also essential to provide a clear and straightforward process that helps candidates complete background checks smoothly and with minimal confusion. 

Industry-specific compliance expertise 

Highly regulated industries, including financial services, technology, healthcare and legal sectors, often have specific background screening requirements that need to be adhered to. For example, many senior hires in financial services must undergo specialised checks to meet regulatory requirements, especially those falling within the UK Financial Conduct Authority’s (FCA) Senior Manager and Certification Regime (SMCR).  

Speed shouldn’t compromise accuracy 

Executives often expect a swift hiring process. Delays can lead to frustration or lost opportunities. Providing timely updates throughout the background screening process can help keep both employers and candidates informed, and reduce uncertainty. 

HR Magazine – Matthew Berry is an account director for background screening provider HireRight