FEATURE
EXECUTIVE SEARCH & RECRUITMENT
Searching for that elusive needle…
By Laura Carr, Senior Consultant at CFR Global Executive Search
In the age of Google and LinkedIn, where contact information is available at our fingertips, we are all familiar with being approached by well-meaning recruitment agencies. But do you really know what a professional executive search consultancy does, or why they might be contacting you? The speciality of executive search is delivering solutions
that work for everyone, whether you are a key decision maker within an organisation or an individual ready for a new opportunity.
WHY? Why retain an executive search firm? We all know the cost of bad hires. Why not turn that on its head and instead maximise the likelihood of an excellent hire in the first place? The most obvious reason to use an executive search firm is recruiting for a key position that traditional recruitment methods don’t work for. Less obvious reasons include confidentiality – maybe you don’t want your competitors or clients to know you have a particular vacancy or maybe the existing incumbent doesn’t know you’re looking for somebody new? Or maybe you just know it’s a position that people do not actively seek. Geography or a competitive labour market could be other factors. As an individual, maybe you’re looking for a career change or you just need some help getting to the next stage in your career?
WHO? You’ve made the decision to retain an executive search firm, but which one do you choose? It’s crucial to find somebody you can work with, somebody who will search for the right reasons. You will want them to meet with potential candidates to check out their suitability and interest. Many recruitment agencies rely on Skype alone to interview candidates. Can you be certain how thoroughly they are assessing candidates if they haven’t met them in person? Canvas opinion from your business contacts and networks – word of mouth is a powerful tool. Candidate care is so important. If your search consultant fails to treat potential candidates totally professionally it reflects badly on you, the employer. Candidates, too, should expect somebody who has searched for them for the right reasons.
TAKING THE BRIEF Having worked closely with you to draw up a detailed brief - do you even need to recruit the position at all? - your consultant should recommend the best approach. They can advise on a competitive and realistic salary, no point wasting everyone’s time trying to attract a better candidate with a salary that’s unrealistic. You won’t attract the right person. A good consultant will set remuneration expectations in the early stages, and will already know
AN AMAZING OPPORTUNITY TO INTRODUCE DIVERSITY INTO YOUR BUSINESS AND ENHANCE YOUR EMPLOYER BRAND THROUGH A PERSONAL RECRUITMENT SERVICE.
Premier Parents are experts in part-time and flexible recruitment across various industries such as Financial Services, IT, Digital Marketing and Hospitality. We help employers that truly want a talented and diverse workforce that represents the community around them. Our exclusive candidates are fantastic people, most of which are highly skilled and just so happen to be parents, that fact alone acts as a barrier to employment.
Ethical recruiting and a human approach will have us all winning so give us a call on 0115 8240609 to see how we can help your business succeed today.
www.premierparents.co.uk 34 business network December 2016/January 2017
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56