Form the right partnership with an executive recruitment agency, and you have a match made in heaven. Pairing up with the wrong firm — the cost can be significant. Not only can businesses miss out on quality candidates, but they also run the risk of losing valuable time and money on the wrong partner.
But what does an expert executive recruitment agency look like? There is a combination of qualities businesses can look for in a firm that yields high-quality candidates.
Specialized Practice Groups with Industry Expertise
Since the postwar demand for seasoned executives began in the mid-1940s, the top criteria for choosing an executive search firm remains their expertise across industry, function and market.
What type of industries do they specialize in and for how long? If the agency’s website doesn’t reveal this information, don’t hold back from reaching out. Ask industry-specific questions, such as:
- Can you provide examples of successful placements and placement rates?
- How do you stay updated with trends and changes in each industry?
- How do you evaluate a candidate’s fit for company culture and industry-specific challenges?
- Can you share case studies or references from clients?
When forming a relationship with an executive recruiting agency, it’s crucial to ensure they have specialized practices and leaders with expertise in your target sectors and functional areas.
Executive Recruiting Firms with a Reputation & Track Record
In the digital age, it’s easy to investigate just about any company in any industry — and an expert executive recruitment firm is no exception. An online search should produce several review platforms. Some of the most common web review sites include:
- Google Reviews
- Better Business Bureau
- Association Directories
Another way to determine reputation is via client reviews, typically found on an agency’s website.
Executive Recruiting Process & Methodology
No transparency in methodology or processes likely means little-to-no accountability. When an executive search firm has a visible, comprehensive recruitment process, the better they can mitigate risks and ensure quality hires.
To make sure a partnership is solid with a recruiter, it’s important to investigate if the agency goes beyond surfing job boards to encompass a thorough research method, which includes:
- Intaking the organization’s culture and desired qualifications while asking targeted questions to fully understand their needs.
- Evaluating potential candidates’ career goals, willingness to relocate, salary desires, culture expectations and personalities.
- Reaching passive talent through channels like cold calls, web searches, professional organizations, tradeshows and more.
- Providing clients with comprehensive market data and a wide pool of candidates (including their names and backgrounds for future searches).
Network & Reach of the Expert Executive Recruitment Firm
Remember the previous mention of candidates and relocation? This is one of the areas where certain executive search firms set themselves apart. Not all firms have the networks and depth of reach needed to find and keep quality candidates from out of state.
The right recruiting partner will not only advise you on where to be flexible — whether it’s geographic location or other factors — but will also have the reach and resources to back it up, ensuring you find the right talent.
Established Communication & Reporting Processes
Effective communication and reporting in the recruitment process are paramount, both between the recruiter and client, and between the candidate and agency.
Organizations benefit from routine communication because they’re clued into each step of the process, have an indication of event timelines and know what’s coming next. Regular reports with key metrics, data about candidates and the general search process help companies make informed decisions.
On the candidate side, continuous communication helps maintain engagement and prevents candidates from being tempted to accept other offers.
Avoid Executive Recruitment Agency Missteps with Duffy Group
It’s important to remember that a large percentage of contingent and retained executive searches fail. These reasons largely happen as a result of:
- Poor research
- Lack of candidate communication and updates
- Inefficient interview processes and questioning
- No search methodology or in-depth research
Duffy Group’s Duffy Recruitment Research™ methodology differentiates us from other executive recruitment agencies, enabling our recruiters to act as equal parts detective and skilled salesperson.
Deliverables include a comprehensive research report with market data and customized candidate profiles, with first candidates typically seen in 10 to 15 business days.
Contact us to facilitate a partnership that aids in driving a successful executive search process.
