Why you should always use specialist search in the fragmented management and executive recruitment market

threesixty selection looks at the issues

There is often the perception that the job market is full of candidates looking for work and that it will be easy to find the right resource.

There is also often the perception that search and selection is expensive and unnecessary with so many people looking.

So why are there so many reports of UK companies struggling to find the right talent for their management and executive roles, and how can a specialist recruitment firm help in these challenging times?

There is also the added complexity of what is known as ‘corporate prisoner syndrome’ with many potential applicants keen on the idea of moving on but nervous to begin an active search, perhaps concerned that their current employer may find out, or more widely nervous in more uncertain economic and political times.

This has led to many in the job market becoming more risk adverse with professionals increasingly reluctant to be seen to be looking or to lose control of their CVs to the online job market.

The reality is that the recruitment market continues to become increasingly fragmented, with a single approach unlikely to yield the best results.

Finding the best talent often means combining different methods as the right candidate could be found in a variety of places, and in many cases this means accessing the talent pool of candidates that isn’t actively looking for a position as well as the one that is.

This is tricky for many companies who have relied heavily on one approach in the past, particularly if the talent pool they want to attract is no longer pursuing adverts or visiting online job boards, for example.

This is where a specialist recruiter can be of particular benefit, delivering a wide sourcing strategy and ensuring access to a well-honed network of professionals in a specialist area.

Delivering a wide sourcing strategy

Beware of companies that claim that pure headhunting is ‘the only way’, or that companies do not make good people redundant, or that advertising only attracts people who are looking and are desperate for a job.

As we have discussed the market is fragmented, there may be reasons why one approach is more suited to a particular requirement than another however, it is increasingly likely that several sources will need to be mined.

It doesn’t matter where the shortlist emanates from so long as it is always first rate. By combining traditional methods with social media and the network honed by a specialist, it is possible to bring together a fully researched and well balanced shortlist of highly qualified individuals. Using a specialist to perform a hybrid search ensures the quality and speed of delivery that organisations need in current times.

The qualification process

If candidates aren’t actively looking a direct approach about your specific role means they can be “qualified” professionally as to their interest and suitability. A full briefing about the company and the role provides a positive, professional impression before any meetings take place.

Understanding the client and finding the complete natural fit

Good headhunters understand their client and the company they are representing in some detail, from the products and services offered through to the cultural fit with the organisation and their future boss.

Most good headhunters also have a strong intuition and can pick up on any aspect of strength or weakness and drill down accordingly. They can summarise the opportunity succinctly and sell candidates on the real benefits.

At threesixty selection we look into areas such as cultural fit, personality, ambition, aspirations and long-term aims. In short, we look into all those areas which go into making the placement a lasting and successful one, reducing the chances of expectations being unfulfilled on either side.

We are confident our approach works. We even offer a 12-month placement guarantee so our clients have the time and confidence to assess the successful candidate in the role and ensure all parties have made the right appointment for the future success of your business.

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