Clockwork Recruiting Blog

It’s an interesting time for executive search. Typically, Q1 is one of the busiest times of the year for search firms. Companies have already planned out their human capital strategy for the year ahead and for candidates a new year symbolizes change - but this year is a little different. 

In our last article “Best Practices For Marketing Your Executive Search Firm” we discussed how to leverage your executive search specialization to find new executive search work. By completing the Specialization Worksheet and Targeted Marketing Worksheets you have generated a list of prospects and companies to target using SEO, paid social media campaigns and digital marketing channels. Now that you have set these marketing plans into action, or partnered with a marketing expert, new leads will begin to come through your website and fill your sales pipeline. When a prospective lead hits your inbox your next steps will be to:

The key to finding new clients and winning new search work for your executive search firm lies in efficiently marketing to the right clients. Typically, executive search firms are reluctant to include marketing within their budgets, however, the ROI can be substantial if a minimal marketing spend results in $60,000+ in search fees. Here are two fundamental ways you can refine your marketing strategy to attract the right types of clients and identify new prospects to target.

Diversity has been a topic of discussion for a very long time. In the 1980s, Diversity became a popular theme and focus in movies and TV storylines, and perhaps this theme is why there has been a new-found resurgence for 80’s popular culture. Up until the last few years Diversity had taken a relatively passive role in the workplace for building a corporate culture of inclusion, trust and respect. However as new generations of talent begin to rise up from managerial roles and into Director level positions and above, Diversity and Inclusion has become a pivotal business best practice and focal point for attracting and retaining key talent.