FAQ's

1.      When do I hire an executive search company? Why?

2.      What do I need to do while working with a headhunter?

3.      How long does it take to hire a person through executive search?

4.      Why don’t I just post an ad and interview the candidates that apply?

5.      How do you guarantee do I get that the person I hired would be a successful match?

 

1.      When do I hire an executive search company? Why?

The recruitment companies (in principle) offer candidates from their data-base and/or an ad. When they publish an ad, they undergo a process of interviewing and selecting the applicants. You receive a shortlist of suitable candidates, most of which are met for the first time by the agency and they have no additional information on them.

The executive search companies, on the other hand, do not use job ads, they search for recommendation from people in a specific area of business, which is of interest to the client. Headhunters use their data-base as a starting point in attempt to reach recommendations for suitable candidates. Using this approach, the executive recruiter secures a source of additional information on the candidates, which can be of help, should the process requires it.

All being said, it is becoming obvious that there is a significant difference between the candidates that the two type of companies have access to. In the case of a recruitment company, the client usually receives a shortlist comprising of candidates actively searching for a new job. Whereas, in the case of working with an executive search companies, most often the candidates offered to the client are currently happily employed and not reviewing job posts. They were referred to the executive search consultant as suitable matches to the profile sought and this is how they established contact. 

In a summary, searching with an executive search company is appropriate and more effective when recruiting two types of positions: mid and top-managerial and employees with very narrow specialization, which are rare and very few in the country.

2.      What do I need to do while working with a headhunter?

To know what we are looking for. To spend time describing the needed experience, qualifications and personal traits required of the candidate (best in discussion with their immediate supervisor).

To estimate when we are going to need the new employee and to set a realistic start date, together with the consultant. Take into account all factors that can affect the hiring period – long holidays, vacation periods, and school holidays.

Spent time discussing remuneration and package, discuss levels with the agency if needed.

Design the recruitment path – knowing what qualifications and traits are needed, think on how you can discover those in the candidates – through tests, practical assignments, profiling, etc. 

Make sure the people in charge of the process have allocated free time to promptly interview candidates in order to ensure their motivation does not fade thanks to a lengthy procedures. 

Maintain clear and timely communication with your consultants, give them updates, provide feedback! Feedback is extremely key for the success of the process.

We believe good communication between all parties involved is the secret to the successful recruitment. Therefore, this must be one of the key issues when choosing a recruitment partner – to enjoy communicating with them. This would be the second most important factor, number 1 being their ability to deliver.

3.      How long does it take to hire a person through executive search?

The process on our side takes approximately one month. When you plan recruitment though you should take into account the time you will spent interviewing them (this should be at least 2 weeks for two separate rounds with you), and top it with the pre-notice period of the approved candidate (the vast majority of candidates executive search agencies present are working, not unemployed), which can be between one and three months, depending on the candidate’s current position and contract. 

When we speak about duration of a recruitment project, we should also take into account the specific time of the year when it is happening. For example, we advise clients not to undertake searches for Accounting and Financial roles in the period December – March (unless it is really inevitable). The reason is that the aforementioned period coincides with the end of the fiscal year and preparation of the annual reports. It is only logical that candidates working in this segment are quite busy and would hardly find the time and energy to jump in a several-phase recruitment, even if they like the offer, for the sake of sparing themselves the additional stress. 

We should have in mind that long weekends around big holydays, the summer vacation period, etc. can also slow down the hiring.  

4.      Why don’t I just post an ad and interview the candidates that apply?

This is a question whose answer comes as a result of analyzing the following circumstances:

Can we handle it alone; what is the position; do we have personnel free and capable to execute the process; do we have a trusted recruitment partner; do we have budget for executing the project with an external partner; how fast do we need this new employee. The agencies often offer a guarantee which can be a good way to hedge the risk of bad performance of the new employee. 

We advise our customers to select a trusted recruitment partner because the more you work with the same provider, the more they get to know you organization, way of working and your management personnel and hence – can provide better candidates for the roles you are searching. Plus, working with ne partner on numerous projects enables you to negotiate really good fees and to rely on fast and adequate service.

5.      How do you guarantee do I get that the person I hired would be a successful match?

Firstly, because of the way executive search companies operate you are meeting more valuable candidates by default. We do not rely on job ads, which can only attract candidates actively searching for a new job, instead we pro-actively search the market, looking for suitable candidates. We rely on recommendations by mid and senior-management employees of companies similar to yours. 

The seniority of our contacts is a prerequisite for a more responsible approach on their side. They are usually better suited to understand the profile of the role we are seeking to hire. On the other hand, they do not shower us with hundreds of names but on the contrary, very carefully select the people they want to recommend, knowing (maybe sub-concisely) that their name is automatically assigned with the person they recommend.

Secondly, the process of selection becomes much more precise, using us a partner. Together we define what is vital for the success of the new employee and design a recruitment process that would make it possible for us to know more about the candidates prior to their hiring. We work on practical assignments, tests, profiling, etc that would disclose more about the candidates’ abilities to perform well at the new role. 

Thirdly, we offer an unconditional guarantee for the trial period of the employee’s labour contract. So, should you decide to terminate their contract for whatever reason in the guarantee period, we are obliged to provide new candidates absolutely free of charge.