How exactly does an executive search firm have a leg up against the corporate talent acquisition team when hiring?
Beyond an executive search firm’s strong competence to dive deep and recruit, a massive level of command is established that isn’t present (or rarely seen) in the TA or HR function inside corporations. It’s a missed opportunity, internally, big time!
When it comes to retaining a recruiting firm, an upfront financial investment is required to secure the project. Because of this, a higher level of responsibility is placed on the shoulders of the Hiring Manager, which creates a level of partnership and vested interest.
Beyond the financials, it starts with a tried-and-true methodology that the executive search firm uses, involving the hiring manager, in order to get calibrated properly on the position. This step is never missed by the search firm but is forgotten time and time again by corporate HR teams. For instance, whenever an executive search firm begins a new search, they require a meeting with the Hiring Manager AKA decision-maker surrounding the position. During this discussion, a range of different questions are asked about the position, the culture of the department, the requirements of the opportunity, the goals of the role, how they are going to measure success and other critically related topics (that are considered top secret).
There is a level of command that happens during this meeting, and as a result, the attention of the Hiring Manager is focused on the executive search firm. This creates a dynamic where the Hiring Manager shows accountability and provides the proper framework to create a solid recruiting strategy. Expectations are given from the search firm to the Hiring Manager about the response time & behaviors needed to be successful. Best practices and industry trends are also presented to provide perspective on what it takes to have a win-win.
Although this appears to be quite simple at first glance, the process is uber different compared to how talent acquisition teams partner with hiring managers. It’s very common for a Hiring Manager to give a Corporate Recruiter a new job requisition via an automated HRIS system and never have a conversation. We can’t shame the Hiring Manager for this; we need to shame the Recruiter!. Similar to how the executive search firm acts, if the process is established early by the TA professional, a partnership between the Hiring Manager and HR team would sky-rocket and explode! They would have a better success rate at filling internal positions, save recruiting firm expenses and impact their TA KPIs. No financial retainer is needed, just a level of command from the TA Team.
Most Corporate TA Recruiters skip this simple step and do not ask a single question about the responsibilities associated with the job. It’s a rookie move to start a search solely based on an approved job requisition and compensation. As a Corporate Recruiter/TA profesh, you need to stop! Have a conversation with the Hiring Manager about the in’s and out’s of the position and the organizational impact in order to gain respect from the Hiring Manager and be effective in finding the right talent.
Are you getting it yet? The number one differentiator between executive search and internal talent acquisition is creating a level of command and partnership. To have a successful search, you must demand it, whether in the internal recruiting seat or with an executive search firm.
So talent acquisition teams–make that change, make it now and see the impact quickly against your KPIs!
