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Despite continued high unemployment, many companies struggle to hire qualified talent, particularly for executive and professional positions.

With signs of the US economy improving, MBA programs are reporting more companies are starting their recruiting efforts earlier than ever before. While some argue this is a sign of good things to come, administrators worry students will be ill prepared to start engaging with recruiters so early on.

When hiring senior leaders for your company, the screening process must be tight and thorough. Whether it’s finance, sales, or manufacturing, how you screen a candidate’s background is inherently different because with high-level positions comes a higher need for credibility and verification of experience.

As all leaders know, the process of hiring a new executive or key manager is difficult and complex. Organizations understand they need to have greater focus on retention and succession planning as part of the hiring process, not just making a job offer.

A recent article in the Wall Street Journal CFO Journal reported the CFO Network task force’s top recommendations for companies handling some of today’s biggest challenges. The WSJ CFO Network brings together leading chief financial officers from the world’s largest corporations to discuss the most pressing issues facing their companies.

In an increasingly competitive market, the talent you bring to your company will influence its future dramatically. As a result, it’s necessary for companies to ensure they are attracting the best talent and a well-written job description can add value for both the employer and employee.