Hi!
Indeed, recruitment policies must conform to the overall company policy and must be implemented consistently. But this framework presupposes that the company policies are correct and are consistent with the labor laws and best practices worldwide.
Executive Recruitment is a special type of recruitment. Normally, this is done thru an "executive search" organization and the company pays a high fee to be able to get the right person/ talent that it needs. Executive search organizations are very clever and tough in the selection and endorsement of their candidates to clients. It is their reputation and business that is always at stake for any bad candidate.
The recruitment of high calibre talents need careful procedures. Its handling and management also requires top management attention. Otherwise the company can suffer from costly high talent turnovers.
We must understand that it is very rare for senior management people to resign from their current employment and transfer to a company with a contract that states that he will undergo the normal "probationary" period of six (6) months applied to rank-and-file employees.
This is essentially an insult to the executive being recruited. Indeed, why should he be offered employment by a company if the company does not believe that he can handle the job and deliver the outputs required from the position? Maybe, those who are only at the supervisory and junior management level would gladly undergo such period, because they have nothing to show anyway. Hence, they would willingly try to prove themselves for six (6) months. But for senior people, I doubt!
The best way to handle newly recruited senior management people is place them "on contract" hiring for a period of ONE (1) or two (2) years. This will provide enough time for both the company and the concerned manager to prove themselves to each other.
When the manager fails to meet the terms and references provided in the contract, then the company can easily terminate his/ her services by not renewing the contract. When he/ she meets the company's performance standards, he can be immediately converted to regular status. When doubts still linger, then a new one (1) or two (2) year contract can be executed. On the other hand, when the manager does not feel OK in his new job, he/ she can always opt to resign or decline the renewal of his contract.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
0063-9160762-7218 (mobile)
(helps improve corporate governance worldwide, esp in Asia, the Middle East, AFrica, and the Pacific Region)