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When it comes to hiring senior executives, many believe that finding a candidate with an impressive CV and extensive experience is enough. But in reality, one wrong decision in headhunting can trigger a chain of financial, strategic, and cultural consequences. Why is hiring the wrong person so dangerous? And how can you avoid making this costly mistake?
1. Hiring the wrong senior executive – Not just "one failed attempt”
Many companies assume that hiring the wrong leader is just an unsuccessful deal. However, the impact is much greater. An unsuitable leader can not only disrupt operations but also derail the company’s entire long-term development strategy.
Why is it dangerous?
- Recruitment costs multiply: Including headhunting fees, onboarding, retraining, and opportunity costs.
- Business disruption: A wrong decision can cause projects to stall or be delayed.
- Damage to brand reputation internally and externally: Subordinates lose trust, and the market questions the company’s stability.
According to Harvard Business Review (cited in industry reports), around 80% of turnover is the result of poor hiring decisions, and replacing senior executives can cost several hundred percent of their annual salary—equivalent to millions of dollars in some cases.
An unsuitable leader can "steer” the entire organization in the wrong direction.
2. Common mistakes in senior recruitment
Many companies believe they have done enough by checking a candidate’s experience and skills. In reality, the following common mistakes often lead to costly consequences:
a. Overtrusting the "ideal profile”
A candidate with outstanding achievements in a big company may not necessarily fit your environment or strategy. Alignment in values and vision is just as important as experience.
b. Failing to assess real, on-the-ground leadership ability
Interviews that focus only on past experience may overlook the candidate’s ability to adapt to new contexts, manage crises, or lead multicultural teams.
c. Ignoring compatibility with the current team
A talented leader who cannot gain consensus will create underlying conflicts, negatively impacting team morale.
The right leader is the one who creates alignment, not lingering conflict.
3. Solutions: How to avoid headhunting the wrong person
To avoid falling into the "wrong hire” trap, companies need a strict, multi-dimensional selection process. Beyond the CV, it’s crucial to assess capabilities, cultural fit, and vision.
a. Clearly define the ideal leadership profile
Before starting the search, a company must be clear about:
- The role’s contribution to the 3–5-year strategy
- The management style that fits the company culture
- Non-negotiable criteria
b. Apply behavioral and organizational psychology assessments
Tools like DISC, MBTI, or 360-degree feedback help assess:
- Decision-making style
- Leadership approach
- Ability to lead under pressure
c. Partner with a trusted headhunting agency
Not every recruitment agency has the capability to source senior or C-level talent. A professional firm like HR2B can help companies minimize risks and ensure sustainable HR strategies.
Professional headhunting services help companies get it right the first time.
4. HR2B – Your strategic partner in executive recruitment
More than just a headhunting agency, HR2B has been the trusted partner of hundreds of major companies in Vietnam for over 20 years. Why companies choose HR2B:
- International-standard Executive Search process
- Extensive senior executive talent network
- Experienced industry-savvy consultants
- Six-month post-hire support to ensure smooth integration
Executive Sedarch/ Recruitment is not just about filling a position—it’s a strategic move that can define the future of a business. Don’t let one wrong decision derail your entire plan. Choose a professional, market-savvy headhunting partner like HR2B to secure long-term success.
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