Engaging a Search Firm (Part 1/3)
3 Min. Read
Why Engage an Executive Search Firm
Organizations engage an executive search firm to help fill an open position in a variety of situations. In 2021 and 2022, the clients within Helbling’s three focus areas—architecture, engineering, and construction; facilities management; and real estate development—retained us with hiring needs stemming from the following.
Reasons for Helbling's Retained Executive Searches in 2021 and 2022
Newly Created Role – A new role created by the organization needs to be filled
Retirement – A person in the position has or is planning to retire
Replacement – A person involuntarily left the position
Resignation – A person voluntarily left the position
Reorganization – A role emerged due to organizational restructuring
Vacancy – The position has been vacant for at least three months
Client feedback has shown that external search consultants are able to:
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Generate better results in less time.
- Assist in recruiting for very specific, highly specialized roles and in a competitive talent market.
- Act as an extension of the client’s internal team and collaborate on search efforts.
- Understand the organization’s needs and how they align with candidates’ qualifications as well as convey the position’s importance in relation to strategic goals.
- Utilize their reputation, network, industry contacts, and other resources to identify otherwise-unattainable candidates.
- Proactively reach out to candidates who may not have considered a new opportunity and who an organization cannot reach through traditional methods.
- Explain a newly created role to candidates and identify those who would be willing to navigate uncharted territory and embrace the opportunity.
- Thoroughly screen all candidates to save clients the time and effort of weeding out the unqualified.
- Produce strong, diverse, and highly qualified applicants from different backgrounds.
- Provide candidates who are properly vetted for technical expertise as well as cultural fit.
- Present candidate packets that are thorough, clear, and paint a portrait of the prospect's work history and future engagement as a member of the team.
- Provide critical insight into candidates’ abilities and motivations and clearly convey why each candidate is being considered.
- Help develop a comprehensive and thoughtful set of interview questions and provide intelligence about the interview process.
- Move a search along effectively and efficiently while helping the internal team to remain focused.
- Offer sound professional advice throughout the search process and guide organizations in making hiring decisions based on insight and vast experience.
- Act as a liaison between clients and candidates and help "close the deal" with the perfect candidate.
- Secure new hires who not only perform but are enthusiastic about their roles.
- Help new hires adapt by remaining engaged through the orientation process.
- Follow through after the hire to ensure that the client organization and the candidate are successful.
What to Consider Before Engaging an Executive Search Firm
Suggested Questions
About their experience
- How long have they been in business?
- Do they specialize in your industry or type of organization?
- Do they specialize in identifying and securing professionals for the function and at the level of the open role?
- Are they familiar with your organization and the markets it serves?
- Do they have the ability to provide insight into market conditions and the pool of potential candidates?
- Do they operate on a retained or contingency basis?
- What are their standard fees?
- How many team members will be working on your search?
- Do they have experience managing confidential searches, if applicable?
- Have they represented organizations you consider competitors, and, if so, are there any restrictions that prevent them from recruiting candidates from those organizations?
- Do they offer a guarantee once a candidate is hired, and how is it defined?
- Do they have client and candidate references you can contact?
- How do they generate candidates?
- How do they market your employment opportunity to candidates?
- How do they qualify candidates?
- What details and insight about submitted candidates will they share with you?
- How will they manage the interview process?
- Will they conduct references checks on candidates and provide written feedback?
- Will they conduct background and employment checks on final candidates prior to an offer being extended?
- Will they assist with compensation discussions and negotiations?
- Do they follow up with you after the secured individual begins employment?