Myth: The size of a recruitment firm’s candidate network has a direct correlation to the quality of the final candidates presented.

Fact: The quality of the candidates in a search firm’s network determines only its available resources. This asset is only effective if the firm actively recruits
candidates through networking and creative recruiting techniques.

Myth: The largest global search firms and corporations do the most dependable work.

Fact: No matter how large a search firm is, or the amount of similar searches the “firm” has accomplished, an executive search is only as effective as the executive recruitment consultant leading the search. Recognize the recruiter’s commitment, passion, experience, and track record.

Critical behavioral nuances can easily be missed by ineffective recruiters. It’s vital that your organization selects an executive search firm that has directly related experience in your industry, is connected within the global, national, or local community, and well positioned to attract talent on your organization’s behalf. Most importantly, the firm should be fully
informed with accurate and current market trends, relevant technology advances in your specialty, and command an actual comprehensive understanding of your detailed search process.

Here is an interesting thought to keep in mind while selecting a search firm. The firm that you choose is a direct reflection of your organization. Additionally, executive candidates will evaluate the organization in relation to the search firm they retain. Most executive search firms are not practicing modern recruitment techniques. Technology simply has not caught up with this sector. In fact, the majority of “experienced” executive search consultants do not understand modern recruiting, nor can they leverage web technologies appropriately to reach a wide global candidate pool. These consultants offer dated websites. This is a direct reflection of the exact work they will be doing on your behalf including: (1) the emails that they will send, (2) the announcements they will create, (3) the candidates they will find, (4) the level of quality they hold themselves to. Many search consultants still rely on past interview theories, dated recruitment approaches, and ineffective screening techniques that are not competitive in today’s modern job seeking market. Effective and modern executive search
firms generally recruit by helping you tap into your organizations network, research potential candidates and networking venues, speak with peers and associations on your behalf, place strategic advertising, and connect you with their internal private candidate database, referral networks, and communities. The main complaint organizations and foundations make when dissatisfied after engaging a search firm always center around two main areas: (1) confidently, and (2) ineffective communication and technology. Before engaging any agency first make sure you understand the systems that they utilize in their recruitment process, find out how adept they are with disseminating information via the web, and clarify how important they feel confidentiality is in the search.

Written by. Isaac Woodrow Schild, Nonprofit Executive Search Expert

 

Learn More:

How To Select A Nonprofit Executive Search Firm | Executive Search Consultant

The Benefits of Retaining an Nonprofit Executive Search Firm

This information has been provided by Scion Executive Search.  Scion Executive Search is an exclusive search agency for nonprofit organizations, and foundations.
-WE ARE PROVEN NONPROFIT EXECUTIVE SEARCH EXPERTS

Scion Executive Search
www.scionexecutivesearch.com
(888) 487-8850

Filed under: Nonprofit Executive Search Firm Selections
No Comments »