Confidential searches represent a unique and intricate challenge in the dynamic world of recruitment. At Ventura Tec, we've recently embarked on such a journey, partnering with a client on a confidential search for a critical management position. These projects are about more than just filling a vacancy; they're about developing strong partnerships, understanding deep organizational needs, and ultimately delivering value that resonates throughout the company.

The Why Behind Confidential Searches

Certain situations require confidential searches. These scenarios can include replacing an underperforming leader, making strategic management changes without alarming current employees or competitors, or resolving internal issues discreetly. Such searches enable companies to maintain operational stability while seeking the right talent to guide their next growth phase.

 

Replacing Leadership: A Delicate Matter

Replacing a leader is a significant decision that requires careful consideration. A study conducted by the Harvard Business Review found that leadership transitions are pivotal moments that, if not handled properly, can cause significant disruptions within an organization. The reasons for replacing a leader may vary, ranging from a misalignment with the company's strategic direction to inadequate performance or changes in leadership needs as the company evolves.

 

The Lifecycle of a Confidential Search

The amount of time it takes for a confidential job search to be conducted can vary depending on the specific requirements of the role and the current job market conditions. These types of searches can last anywhere from a few weeks to several months. According to research conducted by the Association of Executive Search and Leadership Consultants, the average executive search can take approximately 90 days to complete, with confidential searches often taking longer due to their complexity.

 

Examples Where we helped in the past

• Case Study 1: A retail client wanted to replace their Director of Infrastructure due to underperformance. The previous Director was unable to effectively lead and hire a team, and lacked technical expertise in important niche topics. We conducted a discreet search and interviewed several relevant candidates to ensure that we presented the best shortlist of candidates. Through our industry connections, we were able to secure a candidate from a competitor, resulting in a seamless transition without any market rumors.
   
• Case Study 2: An automotive company was looking to hire an Engineering Manager to oversee a program to build a nearshore team in Latin America to deliver new technology for a European client. To ensure the search remained confidential until the perfect candidate was found and hired, we used discreet methods to reach out to potential candidates in high-performing companies.
  
  

Challenges and Opportunities

Challenges:

• Maintaining Confidentiality: The biggest challenge is to maintain confidentiality to avoid destabilizing the current workforce or alerting competitors.
• Cultural Fit: Finding a candidate who has the requisite skills and fits the company culture without the broader team's input.

Opportunities: 

• Strategic Refresh: Bringing in new leadership can catalyze strategic redirection or revitalization.
• Innovation Injection: New leaders often bring fresh ideas and perspectives that can drive innovation.
  
  

Do's and Don'ts for Confidential Searches

Do's:

• Engage a Trusted Recruiter: Their expertise and networks are invaluable.
• Define Clear Objectives: When looking for a new hire, consider what is currently working, what is missing, and the skills required for the role.
• Communicate Clearly with Your Recruiter your company culture: Make sure that they have a complete understanding of the company's culture and the strategic significance of the role.
  
  

Don'ts: 

• Broadcast the Search: Keep the circle tight to maintain confidentiality. That was easy, but it's important to remember that mistakes can always happen. So, let's be careful.
• Rush the Process: It's important to take your time when hiring new employees. Rushing the process can result in hiring the wrong person, which can cause stress for the team and the company. Conduct thorough interviews and relevant tests to ensure that you choose the right candidate and avoid having to replace them later. Remember, it's better to invest more time upfront than to deal with the consequences of a bad hire later on.
• Speed up the briefing: Sometimes, clients may try to rush the transition process to resolve current issues quickly. However, this can lead to poorly written briefings that will require further review during the recruitment process. It is important to take the time to evaluate what needs to be changed and what has been working well to ensure that the next hire is successful.
  
  

Our Approach

At Ventura Tec, we have a unique strategy for executive searches. We don't just map the market - we engage in discreet conversations and tailor the search process to suit the sensitive nature of the role. This involves a deep understanding of the market, a broad network of potential candidates, and a nuanced approach to engaging with prospects.

Our goal is not only to fill a position but to facilitate a transition that strengthens the organization and propels it forward. The success of such a search isn't solely in finding the right candidate but in the seamless integration and positive impact on the company's trajectory.

As we navigate these complex waters, we're excited about the moment of success - celebrating with our client the arrival of a leader who will not only fill their predecessor's shoes but also pave new paths for growth and innovation.

LinkedIn is undeniably one of the most powerful tools for professionals looking to advance their careers and achieve their business objectives. As recruiters, we browse numerous LinkedIn profiles daily and have gathered valuable insights to help you create an irresistible profile that attracts opportunities. In this article, we'll explore the best practices and mistakes to avoid when optimizing your LinkedIn presence.

LinkedIn is a fantastic networking tool that helps professionals connect with others, find new job opportunities, and achieve their business goals. As recruiters, LinkedIn is our go-to platform for sourcing talented candidates, meaning we see 100+ LinkedIn profiles daily. To make your profile stand out from the crowd and attract opportunities, we have compiled a few tips (based on our day-to-day experience) that you'll find helpful.

What to DO

• To showcase your skills and experience to potential employers, writing a complete, clear, and concise summary is essential. List your most relevant work experiences and education and keep them updated in detail. Highlight the results you've achieved and the projects you've worked on. Mention the technologies, tools, and programming languages you are proficient in. Since recruiters use Boolean Search and sourcing technologies that focus on specific tags, keeping your profile updated with relevant keywords will make it easier for them to find you. It's essential when looking for a job and can help you establish new partnerships and business opportunities. If you want to add any additional information, such as your goals or hobbies, the "summary" section is an excellent place to do so.
• After setting up your profile, add a compelling headline showcasing your expertise. A catchy headline can help you stand out and attract potential connections. Remember to proofread for any typos or errors!
• Networking and engagement are crucial on LinkedIn, a social network. Therefore, take advantage of the platform and interact online. One way to do this is by following the companies in your industry and connecting with peers. You can interact digitally by liking, commenting, and sharing activities posted by others. Engaging with other people's content is vital rather than just posting your own. Active participation in discussions, sharing valuable insights, and supporting others can enhance your visibility and credibility.
• You can combine online and offline strategies to start conversations online and schedule coffee or attend in-person events. You can build meaningful relationships with other professionals and expand your network.
• If you are actively searching for a new job or use LinkedIn frequently for sales or recruiting, consider enrolling in LinkedIn Premium. Different options are available, but "Business" Premium could be a good starting point. By turning on the button that indicates you are open to discussing new job opportunities, recruiters can contact you. Additionally, you can view statistics on who else has applied for the same position and how you compare to other candidates.
• It is vital to include industry-specific and profession-specific keywords in your profile. For instance, a Software Engineer's profile should showcase their tech-stack experience with Java, Microservices, AWS, Docker, Angular, and Jenkins.
• If you want to initiate conversations, kindly include your phone number and email address.
• As a leader, if you are always looking for exceptional hires to strengthen your team, it's a good idea to devote some time to following companies in your industry and building connections with individuals in the market. You might come across a fantastic candidate who has recently started seeking a new opportunity just as you are about to open up a role.
• If your industry values certificates, add them to your profile and share them with your network once received.
• An exciting feature of LinkedIn is the ability to create and join groups, providing opportunities to connect with peers and lead your market.
• Depending on your market and role demand, it might be beneficial to have profiles in two languages. Ensure both profiles are updated.
• Would you like to indicate that you are "Open to Work" or "Hiring"? Add this label to your photo and increase your visibility for new opportunities.
• When selecting a profile picture on LinkedIn, it's important to remember that the platform is primarily a professional network that creates business and job opportunities. While we all want to express ourselves, it's essential to remember that our ultimate goal here is to present ourselves professionally in a way that aligns with our business objectives. So, when selecting your profile picture, be sure to choose an image that is professional and representative of your brand.
• LinkedIn Live is a platform that enables users and companies to broadcast live video content. While it has some advantages and disadvantages, its effectiveness largely depends on the industry it caters to. Nevertheless, it can be an excellent tool for keeping in touch with peers, companies, and market trends.
• We should all be giving more compliments to our team members, and LinkedIn is a fantastic platform. Kudos to those who like and congratulate their coworkers online.
• You can receive alerts for new job opportunities on LinkedIn Jobs. This feature is essential if you're actively searching for a job.
• If you're currently searching for a new job, one effective way to bolster your professional profile is to request a "recommendation" from your former colleagues. These recommendations provide an excellent opportunity for people who may not know you personally to gain insight into your level of professionalism and how well you work with others on a team.
• Volunteering is fantastic, and if you love to give back, adding it to your LinkedIn profile is a great way to show your interests and values!

What NOT to do

• Post like Facebook. LinkedIn is a platform for professionals, and you want to make sure you get everything right. Keep your content focused on your professional journey, and avoid discussing politics and religion.
• Lye. Being truthful on LinkedIn profiles is essential, just like on a resume. Be honest in your profile, and don't exaggerate your skills. Ensure your profile has accurate information, and don't spill the beans about your previous employers.
• Leave it incomplete. We understand that you have started creating your profile and recognize the importance of having a complete profile on the platform. To ensure the best user experience, we encourage you to aim for 100% completion and provide relevant and accurate information on your profile.
• It's essential to keep in mind that we should not share any confidential or proprietary information about our previous employers. Let's respect their trust in us and maintain a positive relationship.
• Sound Desperate. If you are eager to secure a new job, there are several effective ways to draw attention to your profile. For instance, you can indicate that you are "Open to New Opportunities," follow companies that interest you, and, most importantly, network with your connections. Remember that you have valuable skills, and a promising job opportunity awaits you. Utilize the available tools to your advantage, and I am confident you will achieve your desired outcome.
• Being overly aggressive or spammy in your interactions with others on the platform.

Congratulations on completing your LinkedIn profile!

Now that you have set up your profile, it's time to connect with your colleagues. However, it's essential to avoid spamming and using robots. Instead, focus on connecting with people you know. Additionally, you can follow companies in your industry and network with professionals to discover new business opportunities and common goals. It's important to note that while these are good general guidelines, each situation may require some customization to fit the specific industry or goals.

It's essential to remember that your LinkedIn profile is not just a digital resume but a representation of your professional identity that needs constant attention and maintenance. By following the tips mentioned in this article, you have taken the first step in unlocking the full potential of your LinkedIn presence. Remember, networking is a continuous process, so stay engaged, share your experiences in the comments, and help build a community of professionals who support each other's growth. Seize LinkedIn's opportunities, and may your journey be filled with successful connections and meaningful collaborations.

Have you experienced the disappointment of hiring candidates who do not fit your company culture or deliver the expected results?

If so, it is time to consider Competency-Based Interviews, a technique that can help you evaluate a candidate's knowledge, skills, and attitudes to determine the right fit for your organization.

Understanding Competency-Based Interviews

Competency-based interviews focus on the skills and attributes directly related to job performance. Instead of asking hypothetical questions, interviewers target real-world scenarios to assess how candidates have demonstrated vital competencies in their past experiences. For technology professionals, this means evaluating technical expertise and soft skills like problem-solving, communication, and teamwork.

During the interview, selectors can identify specific patterns in the candidate's behavior, such as their approach to group or leadership relationship conflicts. This helps the selectors assess whether the candidate fits the company's values and has the required problem-solving skills.

How to prepare for a Competency-Based interview

You should create an environment in which candidates feel comfortable discussing their experiences. The competency interview is different from the traditional interview because it takes a behavioral approach. You needs to gather all the necessary information to ensure a fair assessment to select the right candidate by following these steps:

• Know the company's values: you must know the organizational culture and values.
• Detail the necessary skills: After understanding the company's values, it is time to detail the skills required for the position. Creating an "ideal professional" persona can help you eliminate communication noise and work towards a single goal.
• Create a welcoming atmosphere: To facilitate a competency-based interview, the recruiter/hiring manager must create a warm and welcoming atmosphere that makes the professional feel free to show who they are. This allows you/the recruiter to assess based on reality consistent with the professional's mindset.
• Ask the right questions: You/The recruiter needs to ask questions that bring up situations experienced by the candidate and that show some of their personality and character. Quantifying the answers on a numerical scale can help in comparing different responses.

 

The Core Competencies in Technology

In the dynamic field of technology, specific competencies are highly valued. These may include:

1. Technical Proficiency: Assessing a candidate's expertise in relevant programming languages, tools, and platforms.
2. Problem-solving: Evaluating how candidates approach and solve complex technical challenges.
3. Adaptability: Gauging the ability to adapt to evolving technologies and industry trends.
4. Communication Skills: Assessing how well candidates can articulate technical concepts to both technical and non-technical stakeholders.
5. Collaboration: Understanding the candidate's ability to work effectively in cross-functional teams.

 

How to Conduct Competency-Based Interviews

1. Identify Key Competencies: Clearly define the competencies crucial for success in the specific technology role.
2. Develop Targeted Questions: Craft questions that prompt candidates to provide specific examples of when they have demonstrated each competency.
3. Listen for STAR Responses: Pay attention to the Situation, Task, Action, and Result (STAR) structure in candidate responses. This helps in understanding the context, actions taken, and outcomes achieved.
4. Use Technical Assessments: Incorporate practical exercises or technical assessments to evaluate hands-on skills.

 

Examples of Competency-based interview questions

These questions aim to uncover specific examples from a candidate's past experiences, allowing you to assess their competencies and suitability for the technology roles you are staffing. Here are a few examples tailored for technology professionals:

• Technical Proficiency: Can you describe a complex technical challenge you faced in your previous role? What programming languages, tools, or technologies were involved, and how did you overcome the challenge?
• Problem-Solving: Share an example of when you had to troubleshoot and resolve a critical issue under tight deadlines. What approach did you take, and what was the outcome?
• Adaptability: Technology is constantly evolving. Can you provide an example of how you stayed updated with emerging trends and implemented new technologies to improve a project or process?
• Communication Skills: Describe a situation where you had to explain a complex technical concept to a non-technical stakeholder. How did you ensure clear communication, and what was the result?
• Collaboration: Give an example of a project where you collaborated with cross-functional teams. How did you ensure effective communication and coordination among team members with diverse skill sets?
• Attention to Detail: Discuss a project where a small detail made a significant difference. How did you ensure accuracy, and what impact did it have on the project's success?
• Leadership (if applicable): Have you ever taken a leadership role in a technical project? Describe the challenges you faced, how you motivated your team, and the ultimate outcome of the project.
• Conflict Resolution: Technology projects can encounter conflicts. Share an experience where you had to resolve a disagreement within your team. How did you approach the situation, and what was the resolution?
• Continuous Learning: In the rapidly changing tech landscape, continuous learning is crucial. Can you provide an example of how you proactively sought to expand your skills or knowledge in a specific area?
• Project Management: Describe a project you managed from conception to completion. How did you plan and organize the project, and what strategies did you use to ensure it was delivered on time and within scope?

 

The Benefits

Competency-based interviews offer several advantages:

• Accuracy in Assessment: By honing in on specific competencies, you gain a more accurate understanding of a candidate's potential for success in a given role.
• Consistency: The structured nature of competency-based interviews allows for a consistent evaluation process across all candidates.
• Informed Decision-Making: Armed with detailed insights into a candidate's capabilities, you can make more informed decisions about placements.

In conclusion, competency-based interviews are a valuable strategy for companies seeking to match professionals with the right opportunities. By focusing on the competencies that matter most in the tech industry, these interviews provide a comprehensive view of a candidate's potential to excel in their role. We hope this article will help you design a more assertive recruitment process to attract top talent and build a great team.

Every company wants to attract talent for their Job Openings. Most of them make mistakes in their Job Descriptions while communicating with candidates about their business challenges. We see all Job Descriptions: Funny, Long, Boring, and Effective. If you read job descriptions online, you will realize that some are not attractive or unsuitable to connect great professionals to their opportunities.

 

• If this is a remote meeting, your appearance should be the same as for a face-to-face interview. I think a good impression is essential. We interviewed people who were in their pajamas :)
• Bad-mouthing the boss and the previous company is not a good idea.
• Arrogance, after doing very well at the beginning of the selection process. We've already had cases of a professional who did very well in the first two stages, arrived arrogant for the final conversation, and was rejected. In a second example of arrogance, we already had cases of professionals who entered an interview to say that they were "evaluating the market." The recruiter and the company felt they should not spend time with a professional who was not interested in the company and the opportunity.
• It's not a good idea to say you're an anxious person only, but instead, conclude your thoughts by sharing situations and solutions that you engineered for problems individually and working in a team. When asked about flaws, discuss the points you need to develop in your career and tell practical cases.
• Start answering before listening to the recruiter's question. Don't be wordy; consider the size of the answer. You must balance being direct and objective and getting lost in too-long responses.
• Be imprecise about salary. Please be open about how much you must pay for your current lifestyle.
• We enjoy it when the interview feels more like a chat and the candidate is relaxed, but we should not exaggerate the humor.
• Unforeseen events happen, but rescheduling more than once is a bad sign. Demonstrates disinterest and coolness.
• Ask only a little for fast feedback for the interview. We had cases where the candidate asked the company twice daily for feedback. The Hiring Manager and the team need to get organized for the new employee's arrival.
• Please don't worry about disapprovals. It happens. You will find the right opportunity soon. Thank the company for the interview opportunity, and move on. In a 30-60 minute interview, there needs to be more time for the recruiter to make a complete and detailed assessment of your profile and give you detailed feedback on all the points a candidate needs to improve.
• Go into details of your personal life. Be careful not to spend too much time detailing family issues for the recruiter.
• If you are not an English speaker but are applying for a job requiring Fluent English, do not refuse to speak in English when the recruiter asks. Instead, please turn the conversation to English in your following response.
• Political views and religion are not good interview subjects. Well, not only for an interview today. These topics can kill family and friends' parties :)
• Please don't lie or give vague answers about your availability to start, be honest, as the company will do the planning and rely on you at the time.

• Plan your day to be ready at least 15 minutes before the interview (for remote and in-presence meetings). Inform the company as early as possible if you need to reschedule.
• Test your internet, and be in a place with an excellent connection. Find a comfortable environment. Do a test in advance on the platforms (Zoom, Meets, Teams, there are several, and sometimes you need to download an application). You can close unused browser tabs, keep your phone silent and turn off notifications.
• Pay attention to the delay that can happen due to the internet. Speak more slowly, give the interviewer time to listen, and follow up with questions.
• Research on Company (Google News) and Interviewer (find connection points on LinkedIn).
• Practice and think of answers to generic questions. For example, Why are you considering a career move? Why did you start working as a Developer? Are you okay with working on a hybrid model for two days at the office?
• Record yourself speaking (check posture, and expressions, if you smile and show confidence)
• Tell your professional story succinctly. Talk about mistakes and successes. Shows the good side and also learnings. For the recruiter, it's fantastic to talk to transparent professionals who know their strengths and points where they need to improve. Be honest.
• Whenever possible, insert real cases and numbers in your answers. You can say, for example, that you participated in a small team of 3 that developed a mobile app from scratch and reached 1 million users in 1 year. This is different from I have one year of mobile app development.
• Please make eye contact, and look at the interviewer.
• Understand the position's challenges and skills required, and ask questions. It is a moment where both sides need to decide whether it makes sense to continue the conversation.
• Inform at the end of the interview if you are in other processes so the recruiter understands the time they have to proceed with the hiring.
• Show energy and interest and ask questions. Sometimes we had situations where clients hired a professional with less experience but showed a willingness to learn, supplanting a more senior professional.
• You can search for contacts in the company to understand the culture. Do you know if the communication is more formal or informal? How do people dress? How do leaders treat their teams? What is the speed of change and the company's workspace?
• I'd like you to please understand a little about how competency-based interview works. They are trendy among recruiters. You can find an article about it on our blog.
• Think and prepare an answer to the question: where are you heading your career?
• When asked if you have any questions at the end of the interview, stop and think for a few seconds. If there is a point of doubt, this is the moment when you have the company's attention.
• Please speak up if you feel the opportunity is for someone else, and already tell the recruiter.