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Commonly Asked Questions About Executive Search Services
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| What Exactly is Executive Search? |
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Executive Search is an effective mechanism for finding high-calibre leaders in local, regional, national or international markets. Executive search consultants work on behalf of a client company that is seeking the right senior manager for a specific role. Examples include organizations that need to fill a position as a result of a senior manager leaving, or need to staff a newly created position as a result of a merger, strategic growth decision or organizational realignment. Senior executives appropriate for a position may be identified internally, i.e. from the organization itself, or from external sources. Typically, external candidates are not actively seeking new positions and must be, in a respectful and professional manner, attracted to the position. The role of an Executive Search firm is that of a management consultant, providing professional, objective advice and insight to the organization. A detailed description of the approach Renaud Foster takes for Executive Search would be clearly outlined in a proposal or face to face meeting at your request.
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| Why Use an Executive Search Firm? |
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Enables organizations to focus on business issues, saving valuable time and resources; |
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Provides a means to talk with potential candidates that might not otherwise be available to the organization directly; |
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Provides independent and objective professional advice; |
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Provides expertise in evaluating a new position or re-evaluating the needs of an existing position that has become vacant to ensure that it is staffed strategically, adding the best value to the organization; |
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A more formalized approach to candidate assessment ensures a compatible fit with the organization's culture, values and goals; |
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Through extensive sourcing of the environment, including your competitors, it provides an opportunity to explore a larger talent pool; |
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Support for the new incumbent is greatly enhanced though strategic meetings with key individuals within the organization at the outset of the search process, to ensure their feeling of inclusion in defining the needs of the position; and |
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Third party facilitation often enhances discussion around disparate views regarding the position, bringing clarity to both the professional and soft skills required by the successful candidate. |
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| Isn't it time consuming to go through a formalized approach? |
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At first glance, it may seem time consuming to go through a formalized approach, however, because the search is conducted by recruitment specialists and dedicated researchers, it actually saves your organization time and money. An effective search is a labour intensive process, by engaging the services of a search firm your organizations is free to focus on business issues. Top flight managers are in demand and require time to explore options and opportunities that they might not have been aware of. Through the professional representation of your organization by a search firm, and given sufficient time, these managers may be attracted to opportunities that they might not have otherwise considered. The reality of most search or recruitment processes is that they are time consuming and must be labour intensive to work effectively. |
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| Why wouldn't we just use our own network and contacts to fill the position? |
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By combining our networks and contacts there is increased opportunity to find candidates who may be missed or excluded by accessing only one network. Additionally, candidates are viewed with greater objectivity through a third party, thereby eliminating any concerns as to bias from any single person. By having the opportunity to view candidates from an expanded talent pool the added benefit is the occasion to benchmark "knowns" against the "unknown".
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| What if we have internal candidates? |
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Even with an effective succession planning process and the organizational support structure to assist the successor, the reality of today's rapidly changing business environments necessitates a thorough assessment of the talent pool. To maintain a competitive edge, an organization must be in a position to evaluate their bench strength against the external talent pool through an independent objective search. The objectivity of an outside firm generally helps generate buy-in from the existing team, particularly if the successful candidate is an internal one. |
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