HOW TO PARTNER WITH THE RIGHT EXECUTIVE SEARCH FIRM
Hiring the right people can be a complicated road to navigate. Partnering with an Executive Search Firm gives you the map to successfully traverse that tricky terrain. Investing in a recruiter that is knowledgeable across industries and job functions will give you access to top-notch talent while avoiding typical hiring mistakes. TurningPoint is the partner you need. Leveraging our collaborative, partner-oriented mindset, guarantees our clients a high-touch, candid, and efficient experience.
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But how do you know if you have found the RIGHT Executive Search firm for you?
Here are some important questions to ask…
How long has your firm been in business?
Experience matters. Firms that have been in business for three to five years have likely encountered more than one economic cycle. The fact that they are still in business gives them credibility. Additionally, recruiters should have a satisfied and repeat client base that will affirm or deny a firm’s reputation. Ask for testimonials.
What is your retention/success rate?
A recruiter’s retention rate shows their track record for avoiding those costly “wrong hires.” The number of placements employed 12 months after their start date should far outweigh the number who have left. For example, 90% of TurningPoint’s placements remain in their role over 2 years later.
What is your average fill time?
Ask your potential recruiter how long it typically takes to fill this type of role in this industry. Chances are, you have already invested a significant amount of time filling the role. An additional three to six- month fill process will leave you with an open role you need filled NOW.
Have you filled roles like ours in an industry like ours?
If you want the best candidates for the job, your recruiter must have a successful history of finding and placing candidates with the experience you are looking for, within your sector. Those successful placements not only reflect a reliable track record but show the firm has established networks and will likely be a more effective recruiting partner than a more general hiring manager you may have on staff.
What is your sourcing process?
When you invest your resources in an outside search firm, you are expecting higher caliber candidates than you have been able to find thus far. If a recruiter simply tells you they use LinkedIn to find professionals that meet your criteria, they are hardly doing anything you couldn’t do yourself. However, if they use LinkedIn to generate a database of top-notch, passive candidates you never knew were out there, you’re already getting your money’s worth.
What do I get for my money?
Be direct with questions about the external recruiter’s role versus your internal recruiter’s role. What do they do beyond sourcing? Do they screen and interview potential candidates? How many candidates will they present? Do they conduct background and reference checks? A good search firm should be confident in the placements they make and provide some form of guarantee to replace unsuccessful placements within a certain period of time for free or with a reduced fee.
What type of communication will we have?
It’s imperative that you set the parameters for your expectations and their services upfront. As a client, there is nothing worse than a recruiter who has gone radio silent for weeks on end. However, it is equally frustrating for a recruiter to find emails or voicemails waiting for them on a daily basis. If a search firm enlists a team of recruiters to work on your contract, be sure to acquire the names of each person who will be involved. In addition, ask how the entire team will stay up to speed with the progress. You don’t want to call someone on the team only to discover they have no idea what stage the search is in.