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Caroline McClure

As Principal of ScoutRock, Caroline B. McClure provides consulting and networking services to other corporate executive recruiting professionals and also helps human resources professionals to better understand and leverage the executive recruiting profession. Prior to founding ScoutRock, she was the director, executive recruiting at Lockheed Martin, where she initiated a corporate-wide centralized executive recruiting program. Focusing on the top 2% of executive positions within the company through direct executive search, following the retained model, the function improved the quality of hire by a 215% increase in high-potential nominations, a 175% increase in diversity, and a 570% decrease in executive attrition. Prior to Lockheed, she served as a consultant in Korn/Ferry International.

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5 Ways to Keep Executive Candidates Secret

by Aug 30, 2011, 5:19 am ET

By Srta.PalabreríoWhile running the executive recruiting department for a Fortune 50 company, I once overheard a conversation between two people at a well-known coffee bar. Based on their dialog, they were executives from my company’s main competitor and were discussing a candidate they had just interviewed. Said candidate was a high-potential executive at my Fortune 50, and like many executive candidates, this person was a valued employee and not an active job seeker. The indiscretion of the two leaders from the competing company could have put their candidate’s career at risk, or at the very least, jeopardized his interest in continuing conversations with them.

The experience reminded me how much responsibility hiring entities have to maintain the confidentially of the executives they interview. There are at least five areas where exerting caution is imperative. keep reading…