Finding the right individual for top C-level positions your merchant acquiring company, whether it be a CEO, a COO, or a CFO, can often be challenging. There is a lot more that goes into these hires and it is a much different method than hiring lower level positions.
If you hire someone in the lower-level position and it does not work out, it is easy to part ways with that employee, head to the job boards, and start the hiring procedure all over again.
However, when it comes to hiring top C-level talent during the merchant acquiring staffing process, it is more complicated and in-depth. You are looking for someone that will be making decisions to shape your company for years to come. As a result, it is imperative you and your company take the time to methodically select a candidate that will help move your payments company in a positive direction.
After working in the business of helping to match C-level candidates with companies working in the merchant acquiring industry, such as Worldpay, there are a few trends we have noticed here at Go-Impact Payments Recruiting that can help your business expand from being an average company to a great company.
Often, making a few simple changes can make a world of difference. If you and your company are struggling to attract top C-level talent during the merchant acquiring recruiting method, there are a few changes that can be made to appeal to these top-level positions to help your company grow.
Three Characteristics C-level Talent Looks For:
1. A Reputable Employer Brand
a) Probably the best way to attract C-level talent is by effective branding. A survey on LinkedIn of over 25,000 people showed the main reason potential job-seekers do not apply to a position is because they do not know enough about the company or the job.
b) In another study conducted by Entrepreneur magazine, over 100 executives and HR professionals were surveyed for a Brademix report on their opinions on employer branding. A staggering 80% said they believed branding was very effective.
c) In the changing workplace, people want to be a part of something more than just a job. They want to be part of a creative process in which they can utilize a wide range of skills to be innovative and make a difference.
d) Branding can be difficult, which is why so many companies elect to bring in a branding expert to help. The Brandemix report showed over two-thirds of HR professionals reported using an outside source to create a company brand.
e) One other thing to note when cultivating a brand to attract qualified executives to your company is to make it a collaborative process. By incorporating the top-level executives of your company, such as the CEO or CFO, can help to humanize your organization. When the leaders of your company become the face of the organization, it makes your business more relatable and, as a result, more appealing to potential candidates.
2. A Good Company Culture
a) When it comes to hiring a top-level candidate during the merchant acquiring recruiting process, it is important to showcase a positive company culture. So much of job satisfaction comes from creating a positive work environment that makes people look forward to going to work every day. It is essential you express an accurate portrayal of what the day-to-day life in your company is all about to see if the potential candidate would be a good fit. Potential candidates want to see a company in which they can grow alongside.
b) The top talent your company will want to hire will not want to read monotonous and mundane job descriptions. Instead, potential candidates want to read blog articles, check out LinkedIn accounts of employees, and see social media posts and videos that accurately describe what your company is all about. It could be really helpful to show the culture of your organization by creating branded videos showing what life in the day as an employee at your company looks like.
3. Honesty, security, and reliability
a) According to Randstad, the top 3 qualities potential applicants seek in an employer are honesty, security, and reliability. When marketing your company as you look to fill high-level positions, it is vital you make it clear these are characteristics your company stands for.
b) Top C-level prospects want to be a part of a company they can trust in the short and long-term. At the end of the day, people want stability for a variety of reasons, ranging from a reduction in stress and an increased ability to provide for their families. By showing your company can supply these three qualities, applicants will want to be a part of your company.
What Steps Are You Taking to Hire Top C-level Executives?
Going through the steps of hiring the right candidates during the merchant acquiring recruiting process is crucial for the success of your company. It is important that you take your time and do not make any quick decisions when going through the hiring procedure.
Creating an effective brand can be the difference between hiring great employees rather than average ones. It takes time to cultivate a brand that showcases all the positive qualities that your company stands for, but it is well worth it, and it will pay big dividends for your company moving forward.
How We Can Help You
If you are in the payments industry and are looking for a great C-level candidate to fill an executive position, we can help. Go-Impact Payments Recruiting has been helping exceptional companies fill high-level positions for more than a decade. Let us help you and your company reach the next level.
Give us a call at 480.307.9000, to see if we would be a good fit to help take your company to the next level, or contact us by email at jobs@go-impact.com.