Top 5 Reasons the Best Human Resources Executives Engage Executive Search Firms

The role of a human resources executive in any organization is multifaceted, fast-paced and strategically focused. Finding, interviewing, hiring, and retaining talent is one of the most important aspects of the job and often, one of the most difficult. But it is only one of the many roles played by HR executives. 

Engaging an executive search firm can increase efficiency, save money and most importantly, help an organization win the best talent. Why? Because it’s their expertise, it’s what they do every day.

#5 Understanding What’s Needed

Executive search firms don’t just match candidates with jobs. The best HR professionals partner with executive recruiters to clarify job performance expectations, articulate organizational culture, and create a compelling pitch for the company and the position.

A savvy executive recruiter can bring the job to life using language that uniquely appeals to the best candidates. And the best candidates are usually happily employed somewhere else, not knowing that there are better opportunities awaiting them.

#4 Recruiting for Results

An established professional executive search firm has strong networks within geographies, industries, professional specializations, and across employers-of-choice. This broader knowledge base allows the executive recruiter to source candidates from a wider pool than an HR executive or hiring manager has access to.

An executive search firm has an arsenal of effective tools to reach the right candidates. Strong personal and professional networking is always in play. Working beyond traditional print, today’s firms use targeted pitches delivered across social media platforms to attract candidates and create “buzz” for the company and the position.

#3 Vetting the Pool

The executive recruiter identifies, on average, five highly qualified, carefully screened candidates ready for presentation to the hiring manager. This final pool of candidates is carefully vetted. The recruiter briefs the hiring manager but refrains from recommending one candidate over others to retain objectivity.

#2 Hiring for Keeps

The interview segment of the hiring cycle involves the candidate and the hiring manager with the executive recruiter acting as a coach to both parties. At Dise & Company we are frequently called upon to train or otherwise brief the hiring executive and staff on correct interviewing behavior and processes. This creates a positive experience for all, employer and candidate.

The final steps in executive placement can be complex. An executive search firm presents a job offer to the selected candidate that includes compliance requirements and attractive framing to engage the candidate. The executive recruiter can negotiate details and help both sides reach agreement.

The years of research and experience pay off when the offer is accepted and the candidate and the company welcome the opportunity to partner.

#1 Metrics for Success

Most human resources executives include turnover as a key performance indicator. High or escalating turnover at the highest level of an organization can have a devastating impact on employees, customers, and the company. Replacing executives is costly in every respect. Executive recruiters help companies understand, manage, and even reduce turnover through key hires who match the needs, expectations and culture of their employers.