« Insights > Talent Acquisition

Recruiting Firm or Search Firm?

exeqfind | 08.08.2013

Recruiting firm or executive search firm? If you’re unsure what process is best, there are several factors to consider when making that critical decision.

Recruiting firm or executive search firm? If you’re unsure what process is best, there are several factors to consider when making that critical decision.

Need for Talent

The first quarter of 2013 saw a 7% quarter-on-quarter rise in the number of new executive search assignments, and a 2% increase in worldwide search industry revenues, according to the Q1 2013 report by the Association of Executive Search Consultants (AESC).

North America had 48.8% per cent of the global market, which reflected a rise in the number of new search mandates from Q1 2012 to Q1 2013. AESC President, Peter Felix, commented, “as the American economy regains its stride so the shortage of executive talent becomes more pronounced and client organizations are turning to executive search for help in competing for this scarce resource.”

What’s the Difference Anyway?

If you lack the in-house talent for that critical executive role, then you may be wise to consider outside resources.  A white paper by Warren Carter (ExeQfind), explains the dynamics of selecting and engaging a search firm, when and why you would need to use one, the distinction between large and smaller firms, and the advantages of each. His basic definition of the recruiter and the search consultant includes

●  The Search Consultant conducts a measured and research-based search, using objective and comparative assessment tools to secure a person who meets or exceeds a client’s specific needs. The search consultant’s process typically provides talent mapping, more client reporting and greater screening for cultural and organizational compatibility. Search Consultants operate on a retained process.

●  The Recruiter includes: (1) Internal/Corporate Recruiters who typically work as company employees, and recruit for internal positions to their employer, and (2) Third Party or Outsourced Recruiters, who typically work for an employment agency/firm on behalf of the agency’s clients. Recruiters typically operate within the contingent model, which allows them to take on a higher volume of search assignments than could be managed in a retained or engaged process. Recruiters working on a contingent model are often under time and risk constraints that do not allow them to adequately pursue hidden passive talent.

In The Long Run

As Warren Carter concludes: “You’re aware of the impact hiring the right people has on the future of your business. Taking a modest amount of time to properly evaluate and screen a search partner will greatly increase the probability of being in a position to make an offer to the best person your industry has to offer. And this will pay dividends to your business in the long run.”

Warren Carter is the founder of The QualiFind Group and serves as the practice leader of the ExeQfind subsidiary.  ExeQfind pursues hidden leadership talent on a retained basis on behalf of client mandates.  ExeQfind search consultants have made key executive placements throughout both the US, Mexico and Latin America for Asian, European and North American companies.  The QualiFind Group’s AgriFind and MaquilaFind subsidiaries also operate as recruiting firms with experienced recruiters delivering key technical and professional-level talent for clients throughout North America.  Warren can be reached at (619) 921-1795.

Insights

Top