Dr. Sebastian Tschentscher, Managing Director of Digital Minds GmbH, has established principles for effective executive search in his LinkedIn series 'Ten Commandments of Executive Search'. As an experienced consultant, he helps companies to fill management positions strategically and sustainably. The principles in his series have been very well received, as they offer practical guidelines that increase efficiency in recruiting. In this interview, Dr. Tschentscher explains how targeted processes and clear communication help to attract the best talent and retain them in the company in the long term.
Optimize the entire recruiting process
Editorial team: Dr. Tschentscher, what inspired you to publish your experiences as the 'Ten Commandments of Executive Search'?
Dr. Sebastian Tschentscher: The idea of addressing common mistakes and misunderstandings in executive search arose from my own daily consulting practice. Many of the companies I work with face similar challenges - be it due to unclear requirement profiles, a lack of transparency or inefficient processes. I have noticed that there are some key principles that, if applied consistently, can optimize the entire recruiting process. The “Ten Commandments” are intended to serve as a practical guide to not only recruit managers more efficiently, but also to retain them in the long term. I am not interested in rigid rules, but in orientation aids that companies can adapt flexibly to their individual needs.
Editorial team: Are there certain challenges that come up again and again in your work?
Dr. Sebastian Tschentscher: Yes, there is often a lack of clear structure in the recruiting process. Decisions are postponed, procedures are often not defined and communication remains unclear. These factors quickly lead to highly qualified candidates dropping out or deciding against the company. Another recurring problem is that companies often do not clearly define which skills are really essential for the position being sought. I would like to address these uncertainties with the 'Ten Commandments' in order to promote long-term success in recruiting.
'Be fast' - the importance of speed in executive search
Editorial team: Your first commandment 'Be fast' emphasizes the importance of speed in recruiting. Why is this a key factor?
Dr. Sebastian Tschentscher: Speed is crucial in the recruiting process, especially at management level. The market is highly competitive and good candidates are often only available for a short time. If companies are too slow in their decision-making processes and communication, they risk losing candidates to the competition. My experience shows that companies with a clear, fast and structured process have a higher success rate and can attract better candidates.
Editorial team: What specific steps can companies take to speed up the process?
Dr. Sebastian Tschentscher: A clear structure right from the start is the key here. Companies should determine at the beginning of the process which steps are required and how much time each phase may take. It helps to focus on a central contact person for recruiting and to communicate a precise schedule with the candidates. Companies should also clearly define which decision criteria are actually decisive before the process begins. This allows them to react more quickly and convey reliability to candidates, which is also a big plus for the employer image as a whole.
Editorial team: How do candidates react to fast processes?
Dr. Sebastian Tschentscher: Most candidates find it very positive when companies make quick decisions and reliably stick to their schedule. This efficiency is often seen as a sign of professionalism and serious interest. Candidates feel valued and gain confidence in the company, which is often decisive for their final decision. Quick and clear communication gives candidates the feeling that they are acting as equals and motivates them to actively follow the process.
'Know who you are looking for' - clarity in the requirements profile
Editorial team: Another commandment in your series is 'Know who you are looking for'. Why is a clear requirements profile so important?
Dr. Sebastian Tschentscher: A precise requirements profile is the cornerstone of any successful search. I often find that companies require too many and too different qualifications and experiences, which can hardly be combined in one person. As a result, too few candidates even enter the process, meaning that the likelihood of being filled is low from the outset. A realistic, clearly defined profile helps to focus the process and make it a success.
Editorial team: How can companies develop a realistic profile?
Dr. Sebastian Tschentscher: It is important to analyze in advance which qualifications are really necessary and which are more of a “nice-to-have”. Companies should ask themselves which skills and characteristics offer the greatest added value for the position and the team. A profile must also always be adapted to current market conditions, as certain skills are hard to find. If a requirements profile is too broad or too specific, this reduces the likelihood of finding the right candidate.
Editorial team: What advantages does a realistic profile definition offer candidates?
Dr. Sebastian Tschentscher: A realistic and clearly formulated set of expectations gives candidates a clear picture of what to expect and what is expected of them right from the start. This makes it easier for candidates to identify better with the role and make an informed decision. For management positions in particular, strong identification with the company's goals and the team is crucial for the long-term success and satisfaction of the new employee.
Dr Sebastian Tschentscher is Managing Director of Digital Minds GmbH and an expert in executive search, specializing in the efficient filling of management positions. Interested parties can find out about the rest of the '10 commandments' on his LinkedIn account.
