Filling professional and managerial-level positions is critical to attain sales, profits, growth, customer service and quality goals. A key resource in this endeavor is the use of an executive search firm.
Four indicators suggest that a business requires the services of an outside firm.
First, a confidential search is extremely hard to perform utilizing the in-house human resource department of an organization. It is impossible if the owner wants the search to remain confidential from even his human resource staff.
Second, the inability of establishments to locate and recruit quality job seekers is still prevalent in the job market today, and the problem is predicted to escalate.
Third, the extensive time necessary to solicit worthwhile candidates is a definite challenge for many human resource departments and hiring managers.
Fourth, an analysis of the corporation’s true success in filling job openings might reveal deficiencies. The majority of enterprises maintain a 50 percent accomplishment rate. Outsourcing then becomes cost-effective, since firms will actually decrease cost-per-hire, turnover, liability, personnel problems and the clean up that inevitably results from a bad hire.
Five core issues must be investigated to effectively select an executive search firm to partner with your business.
• It is truly enlightening to find out the education and prior experience of the person who will be helping you find the staff member you need. Based upon that information, you will be able to draw sound conclusions regarding service level expectations.
• Find out exactly what creative recruiting techniques will be used that you cannot perform yourself. For instance, placing an advertisement in the newspaper is a task you are able to execute for less money than the fees of a search firm. The primary technique a firm should use is networking with currently employed individuals. Hundreds must be contacted to ensure success, so determine the exact number that will be called.
• Verify that a representative from the firm will conduct an on-site visit. He should ask for a tour and collect considerable information about your business, the duties of the job and the personality characteristics required. Confirm that the company representative will prepare a written job description detailing all the facts discussed.
• A potential hire for the job might have the perfect education and experience, but if his personality does not fit with the position, department and company, you will have failure. Accordingly, the personality traits you believe to be critical must be analyzed. Any additional strengths and weaknesses should be obtained. The firm should conduct personality assessments and provide the results in written form. Since this requires comprehensive interviews that last three hours on average, ask the search company the length of their interviews.
• It is imperative that you receive references on applicants. The search firm should contact every supervisor the candidate has had from 1990 to the present. You should obtain at least five references, and a detailed, typed report should be provided.
Filling your professional and management jobs does not have to increase your stress, turnover, customer service issues or personnel problems. Do your homework to secure the services of a sound, executive search firm and begin reaping the benefits.
Lynne Haggerman is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting.
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