An unavoidable question that arises every now and then is “how executive search consultants are able to compete with the internal HR recruitmentteam in a healthy way?” Or, simply “why executive search consultantsshould be hired when there is a dedicated HR team lined up to search key talents?”
Senior consultant’s like Tom Bradley, working with a specialist executive firm in the UK, believes that the “key reason to hire executive consultants is the investment of time and effort from their side towards their client’s business. Understanding and aligning the business unit’s strategic goals and gaps in skills while building long-term relationships with potential stakeholders within HR department is necessary”. Hiring a search firm might seem to be a costly business, but there are big businesses who face the challenge of meeting deadlines, project deliveries and CIO hiring deficiency. A good recruitment consultant is the “last resort” in this effort. Considering the number of hiring risks and their hidden costs, lack of leadership and many other reasons, “costly business” suddenly turns into a “much needed relief”. Contingency and retained HR outsourcing firms provide a detailed market analysis, thorough background check, bulk and leadership hiring options in a limited time frame. Ultimately, an on-time proper hiring method can lead to a cost-effective outcome for the hiring client.
What else does an executive search firm provide that an in-house recruitment consultant does not offer?
Executive search firms have an in-depth industry understanding with an added “huge” network that works 100% of the time when dire needs like C-level hiring arise. On the other hand, in-house HR team has a good understanding of their own business and industry practices too, but sometimes a wide knowledge and extended network circle with key consulting leaders is necessary to bridge the gap. This understanding and network base can assist the executive search consultants to conduct a market analysis on senior-level tasks that ascertain a secure place for the hiring firm — mostly as a strategic partner.
The in-house HR team receives a large number of applications and they already have ongoing administrative tasks in hand, hence it is hard for them to find time to assist an HR outsourcing service provider to sort out complex assignments or to meet C-level hiring deadlines. The external HR team is able to focus on identifying, conversing, assessing the right individuals to scrutinize their competence to fit the organization’s culture and job offering.
The hiring company needs to make sure that they are not offering a “dream job” that everybody would want to grab, instead they need to be practical in their selection criteria and expectations. In most cases, companies require both advocacy and objectivity. Executive search firms offer both due to their expertise in communicating with a large database of industry experts. In-house HRs are subjected to offer a “rose-tinted” and chauvinist insight when it comes to their own employer. There are knowledgeable candidates who approach executive search consultants only because they are an acquaintance since many years. In professional terms, those HR executives have spent years building a trustworthy relationship with talented people. HR executives like these can easily convince passive candidates to consider a job change which otherwise they wouldn’t have been able to if there was no time investment underneath. If you haven’t changed your perspective yet, the quotes below will definitely expand your line of thoughts.
“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.” — Bill Gates
“Some people can do one thing magnificently, like Michelangelo, and others make things like semiconductors or build 747 airplanes — that type of work requires legions of people. In order to do things well, that can’t be done by one person, you must find extraordinary people.” — Steve Jobs
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