The fact that the efficient and effective functioning at the topmost executive level positions plays a key role in the success of an organisation, it is absolutely vital to give the keys in the right hands! This further suggests that the process must begin as early as the recruitment of the executives for an important position. But the challenge for a contemporary organisation appears in many forms such as the lack of in-house research/hunting resources, small professional networks and inadequate evaluative skills to recruit a suitable person to a strategic position.
The good news is that the solution to this problem is rather simple than abstruse. The executive search firm that operates on a national or international platform can perform the task of headhunting for high positions such as CEO, COO, vice-president or president of an organization in a way that a client organization may find itself handicapped with. As these firms are equipped with the relevant resources, it is easier for them to hunt for the most suitable candidate as per the expectations/requirements of their client.
There are many advantages that an executive search consultant such as Global Hunt India Pvt. Ltd. presents. They are as follows-
- They have the freedom to fish for the candidates who are presently engaged with their client’s competitors without a necessity for the client to do it directly. This enables the client organization to save their brand name from being tagged for all the wrong reasons!
- The client can leverage the expertise in a specific industry sector(s) of these firms for better results.
- The vast pool of candidates offers a wider range of shortlisted candidates to the client organization.
As the passive sourcing methodologies doesn’t serve the purpose when it comes to bringing onboard the highly qualified and seasoned professionals for top level executive positions, it becomes an unsaid truth that success/desired results come only through the expert recruiters. A client organisation may choose to enter into either a contingent (payment done after fruitful project completion) or retained (payment done for the process, in three stages, according to the expected remuneration of the executive) type of contract with a firm engaged for executive search.
Apart from the recruitment for senior most levels, an executive search firm is also sometimes engaged to hunt for lower levels where there is less number of potential candidates in the job market due to various reasons such as demanding typical educational qualification, lengthy experience, nature of job or job location. The typical requirements of a job position may be catered to well by these firms as they specialize in recruitment for positions that are most likely strategic in nature.
In a nutshell, it is a potent idea to hire a firm for executive search rather than rely on unproductive resources to achieve tangible and best results that set the stage for acceleration of the organisation’s growth plans. Investing in such a specialized recruitment consultant that may or may not operate globally is something that should be given a careful thought for future success.
