Headhunting is an invaluable resource for business-critical hires. But why should you engage an executive search partner to fill your most vital roles?

 

We’ve complied a list of the top three reasons your business can’t afford to look past the benefits that an executive search partner could bring to your organisation. If you’re not using one, you’re missing out!

1. Accountability

Every hiring manager’s worst nightmare is sifting through seemingly-endless piles of barely-suitable CVs in search of the perfect candidate. Contingent recruitment gives agencies little motivation to spend as much time and effort as they can on working your role. After all, if they don’t fill it, they don’t get paid: why wouldn’t they opt to go after low-hanging fruit instead of hard-to-fill senior roles? The excuses and assurances you’ll get count for little when they have no real skin in the game. 

An executive search partner is accountable for each candidate they put forward. They have a dedicated team who deals exclusively with your role, giving it the full benefit of their skills and resources. They are directly answerable if they leave any stone unturned in the search for the ideal candidate, leaving your organisation assured that their executive headhunting skills will be fully utilised during their search. 

headhunting2. Reliability

Businesses aren’t operating efficiently by engaging contingent recruiters: how much time is spent chasing up CVs and explaining the brief multiple times, only to be disappointed when they fail to deliver? A contingent recruiter is able to fly under the radar, as your internal team is likely to be unable to chase up all of the agencies you’ve engaged at the same time. If they’re never heard from again or deliver a poor pile of candidate CVs, there is not much you can do about it. 

An executive search partner is different because you maintain contact throughout the process. Awareness of what stage the search, shortlisting or interviewing process is at gives peace of mind to the hiring manager – they’re fully briefed on how the process is going, and know without question that the search will result in a top-quality hire no matter what. 

3. Expertise

Let’s face facts: anyone with a laptop and a suit can call themselves a recruiter. If you walked into any one of the big high street recruitment firms, you’d find it difficult to tell what the average level of expertise was in the room. Some recruitment agencies hire staff in 360 roles – meaning they are tasked with selling and developing new business as well as filling vacancies. Does that make them more of a salesperson than a recruiter? Would you feel confident that they’ll be dedicating their time and energy to you, or are they spreading themselves too thin?

In a dedicated executive search agency, only the best recruiters are hired. You have access to their expert insight, advice and consultation as part of your one-to-one relationship. With global knowledge and a wealth of experience in specific industries, markets or candidate types, the kind of recruiter you find in an executive search agency is not your average salesperson. In fact, at Solutions Driven none of our recruitment specialists perform business development roles – we’ve completely removed this element from their job so that our team focus on what they do best; filling senior roles for our clients. 

Do you need any more reasons to engage an executive search partner? With the best recruiters, tools and resources at their disposal, there’s no need to worry about receiving sub-par candidates ever again. Download our brochure to learn more. 

 

Look no further for your executive search partner.

Courtney Weisell

Courtney Weisell

Customer Development Specialist

Courtney is passionate about cultivating professional relationships to ensure the best service for our clients. Acting as the link between our client base and our exec head hunters, her goal is to bring our unique 6S process to life and to determine customers’ hiring needs.