Selecting a Search Firm

BOUTIQUE
VS
LARGE SEARCH FIRM MODELS

Boutique Large firms
+ -
  • In-Depth Knowledge of Your Company and Culture
  • What You See is What You Get
  • Creation of Fresh Talent Pools and Access to more Candidates
  • Smaller Work Load
  • Higher Completion Rates
  • Personalized Customer Success Model
  • Too Many Customers to get close focus
  • Junior People Initiating the Sourcing
  • Off Limits and Large Data Bases of Static Candidates
  • Large Firms Leverage 10-15 Searches at a Time per Partner
  • Research Shows 65% of Searches are Completed
  • Can’t  Customize Because of Leveraged Model

Pivotal questions to ask the search firm

  • Who is going to conduct the search and what is their total workload?
  • How do they plan to get to know the business and culture?
  • What are their qualifications and experience?
  • How do they assess IQ versus EQ?
  • How do they plan on building a candidate pool?
  • Does the lead partner personally conduct all of the candidate development?
  • Is the firm ultimately representing the firm or the candidate?
  • What is their personal network and ability to discern leadership?
  • What issues could mitigate attracting exceptional leaders?
  • What is the commitment to  “no recruitment zone” after search completion?
  • What happens after the search is completed and the candidate starts?

What Makes a Search Successful?

  • Recruiter insights on the business and culture - not just in the initial phase, but throughout
  • An inside champion for the process and result - the hiring manager
  • Well defined role- “must haves” versus “preferred “ competencies, style, experience and domain expertise
  • Aligned expectations by stakeholders
  • Agreed upon milestones with regular feedback on search process
  • Creating candidate demand and “enthusiasm” throughout the search
  • Well planned evaluation format, criteria, questions among the selection team with real time  feedback among the team
  • Transparency with the candidates on status. Behavioral assessment throughout
  • Effective referencing
  • Build the relationship along the way. Make it personal. Know the finalist's motivation and concerns before the offer is made
  • Timely close, right compensation package and integration plan
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