The Latest Trends In The Executive Search Consultant Industry

To create a strong organization with good leaders, HR consultants need to address the development of talent rather than "training" or "domain-specific" recruitment only. With the global economic shift, companies are wrestling for a revamp, more than ever. They are considering factors like cultural change, economical evaluations and technological advancement that get ahead in the competition. Among all emerging players, India is the largest outsourcing provider in Asia, with a backup of over 50 million homes in GY category. What is governing this trend is connected directly to executive search consultants who are selecting candidates who can thrive in the ever-demanding markets. Some of the Top Jobs of the millennium are:

Data Science and Talent Analytics:

Certain professionals are opening up new paths of career advancement and this inspires not only large companies but best executive search consultant as well. The increasing relevance of digital technology in developing a world-class organization is demanding talent analytics to manage the whole unit's portfolio and upgrade themselves to C-suite roles. New job sectors will be seen in 2016 with Talent Analytics and Data Scientist related credentials.

Millennial's World By 2025

Organizations have come to terms with the fact that Millennials are going to drive their legacy in the next four decades. Because of this, they need to motivate, train and retain them. In the USA alone, 75% Millennials are said to consist of the total workforce by the year 2025, according to the Bureau of Labor statistics. Harnessing and retaining the best talent is an effective strategy in mitigating future risks. Top executive search firms are adhering to this monumental shift and ensures a proper management strategy to be implemented in all sized businesses, irrespective of geographical locations, religion, caste or creed.

Unity in Diversity:

Demand in the roles of Human Equity Director, VP of Inclusion. HDS (Head of Diversity Sourcing) will increase in the 3rd millennium as Millennials have revolutionized the practice of diversity, from view or approach diversity to cognitive and collaborative diversity. For them, respecting another individual's perspective is more important than visible diversity.

Engagement is the Key:

The reason Silicon Valley is more successful than others is the simple practice of "happiness work leads to productivity" approach. They have carefully researched on what retain or engages employees to the extent that they would love to work for extended hours or be more proactive. The research resulted in creating flexible work environments that also meet the lifestyle demands of employees and build long-lasting loyalty for the company. Although third world countries are struggling to link the dots of culture and engagement together with a multi-generational workforce and individual needs, companies will have to focus on hiring Director of Culture and VP Employee Engagement etc.

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3 Tips for Executive Search Consultancy You Can Use Today

A decade ago, Facebook was just a medium of communication to keep in touch with near and dear ones, today, it’s the largest social network, which is actively used by over 350 smartphone users and over 1.65 billion monthly users, with an expected 15-20% increment every year. In March 2016, it is estimated that over a billion smartphone users have logged in. This data shows the kind of popularity and technological shift that the world is experiencing at the moment. To empower industries with C-level talents, Executive Search Consultant are required more than ever.

The convenience to connect and chat with people across continents and subcontinents is roughly one reason to log in to the network. It is moreover a global marketplace for niche sectors like IT, engineering, beauty, healthcare, business consulting, photography to mention a few. Over 300 million users from Europe are active each month, US is no exception, as per search engine journal. LinkedIn is, being an older social network, provides a platform mainly for professional connects rather than informal chit chats. What’s even better is that, LinkedIn’s pages can be translated into 24 global languages; with a network of 106 million active users, one might not complain of not having “enough” referrals.

No wonder, our current era is experiencing a better phase of interconnection and it is not harder than before to search for leaders out of these networks, as it used to be before. But, the big question is, how to use these social networks in favor of a big organization?

To answer this question, one needs to understand the paradigm shift of behavior and culture of people in the last half-century. Every technological innovation has brought about a persuasive and broader change than ever before. The way 90s kids can summarize their childhood in the midst of cartoons, simple family dinner and customs, a 21st century youth cannot. They would simply start playing games on their iPad, rather than taking note of anything happening around them.

So, HR professional needs to observe the changes brought about by mobile communications and internet availability that has paved the way for better jobs, excellent opportunities, growth, perks and various other compensations for employees, be it be CEO or junior executives. Access to potential leaders via social networks and word-of-mouth have become hassle-free. Moreover, the paper printed CVs has been replaced byLinkedIn profiles. Sourcing has become simplified and investigating on a candidate saves a lot of time forExecutive search consultant.

Viadeo in French, Zoominfo in UK, Xing in Germany are all professional networks that help executives to build a rapport, brief, take interview and finalize a candidate after proper negotiation. Executive search consultant are highly adept at choosing the right talent as one wrong choice can lead to a disastrous move for the hiring company. Notwithstanding the various pitfalls that might follow in the path of executive search, professionals are chosen depending upon their experience, team handling capabilities, functional abilities,core expertise, soft skills and psychometric assessments.

To qualify as the “most-preferred” Executive search Firm, companies need to consider 3 points (as tips):

• A passion to research
• A strong eye for discretion
• Timely Communication

Executive recruiters are supposed to make lives of hiring companies better, rather than complicating. Communicating in a clear manner, responding on time, respecting the other’s viewpoints are a few of their qualities. HR outsourcing helps in mitigating unnecessary expenditure of hiring a recruitment team and getting delayed services. Sometimes, in-house HRs are not able to fill a gap as soon as it is required and might take longer than usual. In those crucial moments, HR outsourcing team acts as a savior and eases the burden of payroll management and recruitment, both off the shoulders of in-house team.

Content Source: http://www.impeccablehr.com/3-tips-for-executive-search-consultancy-you-can-use-today/

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Need to Hire A Strong Leader? Turn to Executive Search Consultants!

Non-profit organizations based in India, need strong ingredients like recruitment consultants and leaders who can drive the cause to the next level, be it be charity or an innovative societal effort. CEOs and talented managers are the ones who accomplish and exhibit a strong leadership quality to all existing employees that contribute to the growth of the company. But, it has been noticed that the best organizations do not necessarily have only CEOs, but other leaders who support the system. The tagline “people driven” or “people are our most important asset” is not entirely true as “category of people” matters.

More than that, leaders need to understand the ‘right’ kind of people to fit a role, only then would a company be practicing the slogan – “empowering lives”. There is a huge reason why Forbes Magazine only enlists 100 most influential companies and not ‘all’ of them. On one of their “pre-interview” research, Forbes confessed the strong reasons behind selecting the finalists. The company’s culture, background, social reach-out, financial health, strong suits and competitor analysis contribute to the ultimate ranking in the 100 most influential list. This is done annually by them.

When the opportunity to add talent at the leadership level presents itself, organizations have the option to conduct their searches internally (i.e., through personal networks, job postings, board and staff referrals) or to engage professional assistance. In choosing the latter, there are a number of things to know and steps to take that can help boards and executive directors in how to select and successfully utilize an executive search partner.

Hence, it is increasingly important to add a great flavor of talent in the hierarchy of the organization who can drive thousands and then millions of people “for” the company. Do you think, hiring such a person is easy? Not at all! If you just look at bad hires, according to a recent Harvard Business Review, you will find ample examples of why about 95% companies hire people who do not fit the roles or are job hoppers that cost a company a lot of money and time. From pre-hiring glitches to a poor employer branding, lack of mobile responsiveness and employee handling – many are the reasons to a wrong hiring. Not to mention, response time from employer is also a crucial factor.

Why Executive Search Consultants “are” the ones?
An executive search consultancy firm provides more than what meets the eye. They are highly adept, experienced, and are not constricted to a specialized industry offering. That means, they are open to provide solutions to any kind of industry vertical. Their role permeates the general recruitment process, wherein it is only talent acquisition services and CXO hiring, freight forwarding hiring, logistics hiring that most HR consultants offer. Precisely, Executive search consultants:

.Consult with your Board of Directors or Managerial team on a selected candidate’s achievements, search criteria, organizational expectations, and compensation benchmarking and people management process.
.They create a detailed search criteria that enlists all the key roles and responsibilities that connect the skills of the candidate with the long-term business vision and culture of the company, perfectly.

Additionally, they are the ones to decide whether the candidate is likely to stay for long years or are just showing interest for the heck of it. To ascertain a candidate’s interest and motivation towards the offered role, they ask candid questions or devise a psychometric test.
Working with a recruitment process outsourcing firm can be both appalling and pleasurable, depending on what results they bring out in the end. However, as the saying goes – “look before you leap”, it is better to look for all the positive factors aforementioned and also their market reputation before choosing them as your partner. If you happen to find a great executive search consultant, however, you will definitely improve upon search quality and get the best possible candidates who can be valuable gems for your organization in the future.

Content Source: http://www.impeccablehr.com/need-to-hire-a-strong-leader-turn-to-executive-search-consultants/

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How Executive Search Consultants can keep you out of trouble

There is a thin line of difference between Executive search consultants and contingent recruiters as apparent with the way they work. Recruiters send you a myriad of selected candidates and help you narrow down on best talents, however an executive search firm will analyze your business, access potential leadership vacancies and fill the gap with a successful leader in order to shape up your business.



Keeping this difference in mind, it would be good to analyze what exactly your business needs. Is it executive search consultancy, contingent recruitment or in-house recruitment that you need? Do you want to take your business to the next level? If yes, then consider the risk of hiring passive candidates. These candidates aren’t looking for a new job, but are very influential in their respective roles. Only an executive search consultant offers you a service more than a job posting and selection by showcasing their state-of-the-art talent mapping and industry analysis skills, more than 10 premium clientele history and excellent searchers in their team. They are adept in CXO hiring, Auto OEM hiring, logistics hiring, freight forwarding hiring, apart from talent acquisition services. The automobile and ecommerce industry has seen a dramatic growth in C-level as well as mid-level hiring through expert recruitment consultants. Most of these are recommended by HR outsourcing firms.



Executive search consultants go beyond the CVs of candidates and bring you long-term work partners, being a recruitment partner themselves. Only 3-4 talented individuals will be selected out of a pool of 300 applicants to make it to the other side of your table. How precious is your time? They understand business requirements and act as an addendum to your clientele.

• How they can get you out of trouble?
• They will be honest about your growth rate per year and then provide a solution.
• They define requirements and never make the mistake of wrong CEO hiring.
• They build a strong candidate pool who is able to become “more” than grow “for” the company to grow “with” the company kind of people.
• They Assess finalists using their excellent behavioral interviews.
• They provide an executive feedback in which the whole briefing and debriefing process takes place, negotiation is done and search is closed.
• Finally, they make the practice of “valuing people management” true to its core.

Proven research revealed that, the risk of unsuccessful hire can be catastrophic as CEOs are liable to spend only 18 months in a given organization. Replacing them becomes more than a task. The business might start crumbling down if leaders are not good enough to drive the vision. Executive search consultants help you mitigate potential risks, be it be legally or a lack of leadership.


How will you know you made the right choice?

• They will show you the strengths and weaknesses of your business and work on them.
• They will have a respectful demeanor (abide by professional ethics). You can expect a prompt response always.
• They ask intelligent questions and not where candidates/ business owner want to see themselves in 5 years down the line.
• They are great learners, hence their curiosity is robust.
• They will mix with you as a friend but build your brand as a professional.
• They are always in contact with you and discuss any glitches upfront.
• They give you impartial feedback in order to grow your business.

Last but not the least, a good executive search firm will always find you when you are a successful name. This fact is unavoidable. To know where you and your business stands today, you might want to analyze your current position with these questions below:

• How many people can endorse you and your brand?
• How many can trust you both offline and online?
• Will your colleagues and competitors recommend you?
• How much do you network and that too, aggressively?

Successful entrepreneurs are always aggressive “go getters”. They love to socialize and keep a track of what’s happening around them. If all or most of your answers are in the positive, then expect a queue of Executive search calls, looking out for the “upcoming” star in the market.


Content Source: http://impeccablehr.livejournal.com/2986.html

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Do You Need An Executive Search Consultant?

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

Content Source: https://medium.com/@impeccablehr/do-you-need-an-executive-search-consultant-465094d26cca

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Great Executive Search Consultants are for all businesses

The search for a great employee requires more than Google search knowledge and candidate calling expertise. An executive search consultant can assist in finding the right match as required, ranging from mid to high level executive roles. They draft job descriptions, use their professional network to search for references, call up candidates and conduct interviews for the hiring firm. Big brands have been hiring executive search firms for all job fillings, but nowadays it is not an expensive deal to hire HR consultants by small firms too.

Back in 2008, Executive search industry saw a low revenue accumulation, however, it took up pace from 2010 and joined the multi-billionaire club unfaltering till date. Every year, HR Capital industry surveyed a growth of 10.7% salary increment in BFSI and Automobile industries (as apparent from Deloitte’s survey of FY 2016).

The cost of a bad hire is more than a firm can anticipate. In terms of time, money and expertise, a bad hire can ruin the slightest hope for growth in small businesses. Even though, big companies can afford to make experimental mistakes, time never stops for anyone. A crucial need of the hour can be fulfilled by outsourcing team, as relevant with a consistent hiring data.

For any type of business, a critical position that decides the destiny of a corporation needs a lot of substantial thought, HR expertise and execution ability. Some firms choose their in-house team to do the needful in order to save a bit of money. But that doesn’t eradicate the underlying risk of making a bad choice. Top Executive Search Firms have market leadership in knowing where the talents are and make use of their strong professional database to choose from a pool of at least 150 qualified professionals.

In addition to sourcing job seekers, best HR consultants are instrumental in understanding your long-term business needs with that of the recruitment they are screening for. Alignment of both the candidate’s future goals with that of the company is very essential. They not only write relevant job descriptions, but also decide the kind of criteria a candidate needs to fulfill through his or her portfolio & communication skills to get the job.

So, what does the best of the lot, you need to check whether executive search consultants are also retained firms who initially possess a good market reputation and can do the job quicker than expected. Once, you are assured about their service offerings which may range from role designing, organization designing, in-house HR assistance to training & development of candidates, you can be rest assured about the hiring process.

Content Source: http://www.impeccablehr.com/great-executive-search-consultants-are-for-all-businesses/

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6 Things To Consider Before Hiring an Executive Search Consultant

Executive Search Consultants practice unique methods of offering client relationship management, talent acquisition, benefits management and market analysis services that foster the growth of Hiring companies. Most in-house HR departments of hiring companies are responsible for administration and to manage salaries, payslip distribution, building business and sending significant announcements via email to employees. However, outsourcing team is well-adept in handling hiring issues from top to mid-level executive designations, especially when there is a tight deadline. A wrong recruitment might cost a lot more than the initial compensation of the HR consultant.

So, here are six things to consider before hiring an Executive Search Consultant:

1. Understanding your Outsourcing needs: It is important to understand that HR outsourcing saves your company’s valuable time in headhunting, especially in C-Level which requires a lot of planning, research, reference check and strength of the professional network.
2. Industry Specific Recruiters: Time utilization and profile handling expertise, keeping the hiring company’s long term goal in mind is the plus point of hiring recruiters who have an experience in your industry.
3. Flexibility in Assigning recruiters: For a specific task, you might want to utilize the skills of one recruiter at a time instead of many as they might cross roads and make the job confusing. You have the upper-hand to decide the hiring process as per candidature and requirement.
4. Interview the Interviewer: Yes, you need to ascertain whether the HR Personnel lives up to your requirements by taking a small interview. This way you will be able to ascertain whether you can hire him/ her for the short-term or for a period of over 6 months.
5. Choose the best of the lot! If you are looking for a stable and long-term association with an HR Consulting Firm then you need to dig their background history, experience in your industry, closure details per year and client feedback to be able to decide.
6. Know the difference: Executive Search Consultants provide you customized hiring and HR solutions unlike employment agencies in the market.

The growing competition in between organizations due to the technological convergence has paved the way for smart recruitment at low cost. Companies are now focused on implementing a customer centric approach for their long-term benefits. The demand forTop Executive Search Firms is not out of reach as HR professionals have evolved with the changing times and has adopted new methods of selecting talents. Interestingly, HR solutions aren’t just one way as managers and CEOs are convinced with their consistent placements in branded firms. For senior executive hiring, a company must retain industry experts who have an experience of over 5 years. Apart from fulfilling the 6 points mentioned above, the Executive Search Firm must be able to perform on 3 main principles of hiring: Identification, Evaluation and Closing.

Content Source: https://impeccablehr.quora.com/6-Things-To-Consider-Before-Hiring-an-Executive-Search-Consultant

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How to Select the Best Executive Search Consultant Partner for You

The field of Human Resource Development revolves around several responsibilities within an organization starting from Hiring, Training, Appraisals, Payroll management and motivation, recreational aspects of employee development.

In the last 5 years, more than 50% Fortune 500 companies’ use HR outsourcing out of which 11% consist of financial services, 28% belonged to Information Technology, 14% belonged to Sales & Marketing and 11% belonged to Human Resources.

Aspiring HR professionals might want to focus more on Benefits Administration and Compliance issues than developing employee engagement activities. But, it is always good to remember that they are focusing on the most valuable asset of the company – Employees.

There are 5 trends that 100 global companies follow as a general thumb rule for outsourcing HR Consultants according to The Society for Human Resources Management (SHRM) and these are:

1) More than 26% companies want to save money – a primary reason for outsourcing.

2) More than 23% companies want to rebuild their existing strategies and outsourcing talented Executive Search Consultants can help them save a lot of time!

3) More than 22% companies need to maintain compliance at all times and find it easier to keep the track of risks in check with outsourcing.

4) More than 18% companies need to fill the discrepancies of internal structuring in check. Knowing their weak spots let them work better.

5) More than 18% companies want to advance with technological solutions like tackling strategic analytics, managing big data etc. with HR outsourcing.

As we can see from the survey, the reason behind hiring best executive search consultants can vary from one reason to another. But mostly, it revolves around internal administration and people management. Another question asked by SHRM was the ‘functionality’ of such support or if we can put it as ‘what are the HR functions that the companies are looking for?

The answer wasn’t unknown as more than 84% outsourced for administration followed by counselling, temporary staffing, pension & retirement planning, etc. For small companies, expertise is required to recruit cost-effective candidates who are modest and sincere in their career planning. For larger firms, legal and compliance departments require risk mitigation that has to be dealt with professionally. And if we talk about Govt. Firms, compliance issues might turn into lawsuit, penalties and fines in no time. Hence, outsourcing Executive Search Consultants from a Top HR Consulting Service Provider is a must.

It is not always the fact that only companies look for outsourcing solutions, but aspiring candidates in all designations require a good placement for their career. In this 21st century, HR Recruitment Firms who are enthusiastic to provide counselling, analysis of portfolio and grooming for effective recruitment are the most preferred. Chalking out outsourcing companies from the internet and then knowing their Market value is very important before commencing on a project together.

Impeccable HR Consulting Pvt. Ltd provides Executive Search Consulting Solutions in all HRD related realms to leading companies of India. They are adept in Lateral, bulk and Leadership Hiring across BFSI, Automobile and E-commerce, shipping with a rich experience of more than 15 years.

Content Source: http://www.impeccablehr.com/how-to-select-the-best-executive-search-consultant-partner-for-you/

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