Many companies use executive top search firms for many different reasons. Firstly, it is important that the firm being used has a specifically defined knowledge or experience in searching in a specific industrial sector or locating candidates within a defined group. The majority of these firms are designated according to their function and practice, with specific expertise in defined industries, including such areas as human resources or finance. Secondly, clients or employers may be looking for firms that follow strict deadlines, can work quickly and efficiently in a limited amount of time, have a unique and workable perspective, have an extensive network of contacts, and are able to work discretely.
Most employers choose such top search firms that can give professional-level advice in regards to detailed attributes of designated job positions and provide well-suited and qualified individual candidates. It is expected that such firms are able to provide an immediate list of the best candidates available within at least the first 4 weeks of their retainment. The firm must be able to narrow down the potential candidate list after undertaking candidate interviews and present a more defined list to the employers. This allows the employers to choose their selected candidates and conduct their own interviews to choose the appropriately fitted individual for the position without wasting valuable time and expense. Thirdly, employers expect good lines of communication and continuous updates regarding a firm’s searches to make sure that the searches are progressing at a satisfactory pace.
Once an executive search firm has been chosen, industry-specific representatives, from the firm, work with an employer to ensure that the job role, qualifications, and experiences needed for the position are clearly understood. Employers expect that the firm will become familiarized with them, their strategies, their challenges, their business cultures, their employees, and the specific skill sets and characteristics that the employers need in a potential candidate. Firms should be able to work closely with employers in the creation of the job is the description and that of the perfect candidate.
Employers are also looking for firms that have a professional team that includes administrators and associates that can coordinate tasks to assist the consultants that will carry out their searches. They expect that these firm consultants will utilize an extensive resource network that includes current functional and industrial research, specialized databases, information about their companies, and varied Internet tools to help them identify the targeted market. Such research areas include other competing employers and other companies from related or similar industries where potential candidates may be found. In short, employers want executive top search firms that do a lot of ‘behind the scenes’ background research that will help them completely understand the employers’ market and the candidate types that are best suited to their job positions.
Executive top search firms are used because of their ability to go beyond their background searches and verify specific credentials and background for each potential candidate they find. Firms must be able to approach these candidates to vet their interest in the positions available, interview them, evaluate them and form candidate profiles. Once potential candidates are chosen, they must be short-listed further by specific qualifications and their ability to fit within the employers’ companies. At this point, employers will want to enter negotiations with potential candidates and want a search firm that will represent them in the first initial stages.
Other important criteria as to why employers should use executive top search firms include the firms’ abilities to properly represent them and develop professional firm-candidate or other relationships during searches. Some of these must include contacts for gaining advice and/or information on potentially recommended candidates that may be considered a current or future career or industry changes. Employers also seek the use of executive top search firms that accept resume submissions from potential candidates outside of their searches. These firms should have a database of these individuals, categorized according to varied criteria, including qualifications, experiences, and skillsets. Employers expect these lists to be included as part of the main search requirements.
In conclusion, most employers use executive top search firms for many reasons, but most importantly for their skills at using all professional and legal means at their disposal, both online and offline, and conventional and non-conventional to ensure their searches are thorough, meet all the needs of the employers, and fine-tune lists of suitable candidates. Each employer demands high standards combined with quality, excellent communications, and professional representation and advice.
