No organization can be successful with the wrong people running it. That means the hiring process is an important part of your success, both as an individual and as an organization. Finding the right people and getting them working together is one of the major hurdles an organization has to get past if it’s going to be successful.
So what does all this have to do with executive search? Well, with the executive search you have a tool that helps you actively go out and find the best people for your organization. When used the right way, it can get the right people into crucial positions that will help your organization thrive.
Now, executive search works a little differently from most recruiting, so there are some misconceptions out there about how it works and when it’s valuable. As you read along, you’ll find the answers to some of the questions you might have about executive search, and by the time you get to the end, you’ll have a good idea of when and where you might want to use executive search.
So, let’s start out by addressing the first question you’re likely to be asking: can’t my own hiring team find the best candidates better than anyone else?
Can’t I Find the Right Candidates with My Own Hiring Team?
You may think your own hiring team is best suited to making hires for your organization. After all, they’re already there, they know your organization, and you don’t bring in any additional costs by having them make the hires. What’s not to love?
When it comes to less-important positions, you may be right. Some positions just call for somebody to do the job, not necessarily the best person for the job. But for more crucial positions, it’s important to make an extra effort to find the best possible people.
So, what’s the problem with having your own hiring team do the job? Simply put, they’re passive. Sure, your hiring team will filter through the applications your company receives, and they’ll probably do a good job at that. But here’s the thing: your organization will probably only get applications from people who are actively looking for a new job.
The very best candidates probably aren’t actively looking for a new position. More often they already have a pretty good position and need to be convinced to move on to a new one.
That’s what executive search is all about. We sell your position to top-quality candidates and give you a chance to win over the best talent. That’s something your hiring team has neither the training nor the experience for.
Doesn’t Executive Search Cost Too Much?
Executive search costs more than traditional recruiting. But it also does a better job of finding the top-quality hires you need for your most important positions.
Let’s talk a little bit about how traditional recruiting works. You hire five or six recruiting agencies to fill a position, and they start looking for candidates. They’ll put out job ads and get plenty of applications from people who are actively searching for jobs. Practically speaking, they all end up getting pretty much the same set of candidates your own hiring team would have gotten.
Even worse, none of the recruiters in a traditional agency gets to spend much time on your position. A traditional agency only gets paid if they make the hire, which means they split up their efforts between many different positions. With a traditional recruiting agency, you’d be lucky if you had a recruiter working ten hours a week on your position—and the real figure would probably be a lot less than that.
With an executive search, you pay a little more upfront. But when you pay that cost, you can rest assured that there’s a recruiter working all week long on your position. This gives the recruiters time to find the best candidates and convince them it’s worth their while to move to a new position.
So: yes, executive search costs a little more. But you get what you pay for.
What Else Can Executive Search Do for Me?
Executive search gives you the chance to attract candidates who might not be actively looking for new opportunities. It also ensures that the recruiters working for you are able to devote their full time and efforts to your position. But what else do you get when you choose an executive recruiter?
For one thing, you get a faster hiring process. An executive recruiter is able to take care of the initial interview process before passing a candidate along to you. That means by the time the candidates show up for your hiring team, you already know they’re a fairly good match. That means less of an interview process for you, and less chance of extending an offer to the right candidate only to have it turned down.
Beyond that, an executive recruiter can become a trusted partner to your organization in a way no traditional recruiter could. Because of the differences in the way an executive recruiter works, they can get to know your organization and its needs in a way no traditional recruiter could ever afford to do. That means working with an executive recruiter gives you the chance to find the right candidates not only today but into the future as well.
How Can I Get Started with Executive Search?
The key to getting started with executive search is in finding a firm that gets to know your organizational needs. A trusted recruiter can be the difference between finding average candidates and landing the best candidates who will make the difference in your organization and your career.
If you think executive search might be the right choice for you and your organization, get in touch with a firm that has a public presence and knows how to find the right candidates for you. Remember: in a competitive market, talent is the strongest differentiator between organizations. Partner with an executive search recruiter and you can ensure you get the best talent on your side.
Jeffrey Audette is the President of VMG Recruiting.
With over 25 years of experience in recruiting, Jeff has partnered with small, medium, and Fortune 500 firms, helping them to find the talent they need.