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Executive Search Strategy

Starting A Search Firm? Here Are Your First 3 Steps

By | Executive Search Strategy

Executive Search is an inherently entrepreneurial business. Recruiters who hustle find success. That’s one reason why so many recruiters eventually decide to start their own firms.

Of course, there’s more to it than that. Retained search is an interesting business. You get to work with senior executives at exciting companies and help them solve challenging problems.

If you’re already working in the recruiting industry, branching out on your own amounts to seizing control of your own future. Yet, starting a search firm can be a huge leap. And if you—like many recruiters—are thinking about taking that leap right now, you might not know where exactly to start.
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5 Mistakes To Avoid When Buying Executive Recruiting Software

By | Executive Search Strategy

In the recruiting software world, there’s a platform for just about everything. Unfortunately, it’s easy to make mistakes if you don’t take certain things into account when selecting your executive recruiting software.

In the retained search world, you need to clearly demonstrate your consultative value to your clients on every project, at every stage of each project. They need to feel like they hired the right firm from the beginning to the end of the project. Finding a software product to help you do that can be a challenge. You also need a way to still keep track of all the phone calls, meetings, interviews, and documents you accumulate on each and every project you run.

The trick, of course, is finding the right recruiting software for your business. Just like no two businesses are exactly alike, neither are two recruitment platforms, and it’s crucial that you find the right fit for your business.
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The Only 2 Metrics You Need to Track In Executive Search

By | Executive Search Strategy

In recruiting, metrics can serve as a revealing measurement of performance.

They can also distract you from the ultimate goal of any recruiting project: placing the best candidates as quickly as possible. In other words, doing exactly what your client hired you to do.

This considered, recruiting is a fairly straightforward practice. But, many search firms have decided to focus on things that don’t really measure success. A ton of extra, sales-type metrics have crept into recruiting: calls made, emails sent, resumes received—these are simply means to an end. And while it’s certainly acceptable to track these activities, it’s not okay to define success by these metrics.
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The 5 Biggest Lessons I Learned During My First Year Of Executive Recruiting

By | Executive Search Strategy

You always learn a lot in your first year on the job. This is true of every job in every industry—and executive recruiting is no exception.

In fact, the learning curve in this high-end, high-pressure field is uniquely steep. I know from experience. I entered executive recruiting after a few years in law, some time at an eCommerce startup, and a short stint at Merrill Lynch. When I was recruited to join my first executive search firm, I didn’t even know what executive search was. But I was intrigued and impressed by the people I spoke with, so I proceeded to dive in head first.
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How To Write The Best Possible Job Spec

How To Write The Best Possible Job Spec

By | Executive Search Strategy

The job spec is a key component of every search process―but often, it’s overlooked.

The reason is, recruiters tend to think of the job spec as a simple, straightforward task―a box that needs to be checked and dismissed. In reality, though, the job spec has to accomplish two difficult things: it needs to accurately describe the role and adequately intrigue potential candidates.

But even if it’s not always overlooked, this is a step that’s still too often rushed through. The unintended result is that recruiters end up less equipped to go out and do what they’ve been hired to do: find and land the most qualified candidates.

Here’s why the job spec is so important―and how to go about writing an excellent one.
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The 4 Biggest Challenges To Starting Your Own Search Firm

By | Executive Search Strategy

Whether you’re leaving a larger firm with an existing team or opening up a one-man shop, starting your own search firm is a challenging and multifaceted experience.

It’s exciting, no doubt—but the decision to branch out on your own is not one you should take lightly. It necessitates forethought. The experience is something like skydiving: before you take the leap, you should take precautions to ensure you have a cushion to soften the landing and a parachute to help you on the way down.

Here are the main challenges you’ll face, and what steps you should take to tackle them along the way.

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How To Get Your Client Invested In The Search Process

By | Executive Search Strategy

Executive search is a collaborative service.

In fact, a search typically only ever proves successful if the client you’re conducting it with is invested in the process—meaning they’re engaged and committed to ensuring you have the information and insight you need to locate and land quality candidates. As a recruiter, you can’t make decisions unilaterally on your client’s behalf. You’re not familiar with your client’s company and their unique set of challenges. In order to do your job effectively, you and your client have to work together.

The trouble is, cultivating this sort of commitment on behalf of your client can be challenging. But there are steps you can take to ensure your clients participate actively in your process.

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