Breaking Free from Contingency Search into Retained.


Here is a three minute excerpt from the Big Biller presentation on Next Level Recruiter Training.

In this video, I share the process I went through taking my contingency recruiting firm to a full retained firm.  It is not for every recruiter, but those who move into this way of doing business always find it to be more fulfilling and rewarding. What have you got to lose?

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Top 3 Reasons NOT to Hire a Search Consultant


I’ve been pouring over the HR blogs since starting this blog recently and found a lot of posts with the “10 Top reasons for this” and the “Top 24 reasons for that.” So taking the lead of the various pundits on the Interweb, I’ve decided to throw in my two cents. Since it seems like all of us Executive Search folks are trying so hard to convince all the “would be” clients to trust us and become our clients, I thought I would throw them a bone.

Here are the Top 3 Reasons NOT to hire an Executive Recruiter:

1. The Internet – Let’s be honest. With the prolific tools on the internet, you can find “Active Candidates” on your own. These are people who have posted their resumes on job boards. You don’t need to pay a fee to a recruiter when they will likely be sifting the same sites that you have access to download all the recent resumes. (Which by the way is NOT what any self-respecting, competent recruiter does.)

2. Your Company’s Weak Value Proposition – Each company has a Value Proposition to offer. This consists of Products or Services, Culture, Opportunity for Growth and Compensation. If the first three are overflowing, then the compensation can be average. If these are Average, then your compensation has to be INCREASED in order to draw in the best people. If your company does not or CANNOT be flexible in the area of Base Salaries, Sign on Bonuses and other inducements to draw in the best, then go back to #1 and stick to the “Active/Internet Candidate Pool.”

3. Your Company’s Rigid View of Hiring Talent – If your management team is not sophisticated enough to know how to recruit and interview people who are NOT actively seeking a new job, then you will Turn Away the best people and waste a ton of time. Sometimes it isn’t the management team’s fault. There are some companies where the HR Dept. dictates the hiring process to the management. As the government continues to heap on more regulation, it puts a legal burden on companies to enforce compliance of “great-hire killing” policies. This is a big turn off to a lot of talented people who see that their new job, were they to accept, would be frustrated by these same policies.

So, if you are a corporate HR or Hiring Manager and have been frustrated by the inability to execute searches effectively by hiring extraordinary people who have long-term staying power, then you are beginning to understand that to win the War for Talent, you have to be flexible and creative. You must tailor your recruiting approach to the individual prospects that you desire to hire, rather than making them fit into your little box.