| Retaining a good executive search firm to find | | | | expertise to help you. |
| executive candidates for your company is important | | | | Once your list has narrowed down to three or four |
| for your long term success. Hire one poor performing | | | | executive search firms, it is time to understand their |
| executive and it sets you back months if not years, | | | | search process and feel comfortable with the staff. |
| and is bad for the morale of your team. Hire a star | | | | They should provide you with a document that |
| performer and it can do wonders for your business. | | | | explains the search process. Request them to also |
| Before you start to look, it is a good idea to do | | | | provide information about a similar completed search. |
| some homework. First create a list of key | | | | Ask to speak with the senior consultant and her |
| performance indicators (KPI) with clear deadlines. This | | | | team. Understand the search process including the |
| is a list of things the candidate is expected to | | | | search fees, expected out of pocket expenses and |
| accomplish on the job. For example if you want the | | | | other costs if any. Try to gauge their professionalism, |
| new hire to open up European market for your | | | | character and personality. Is the search consultant |
| product, you would write, "Open up Eastern Europe | | | | ethical, enthusiastic, professional and well |
| for widget x, making it accessible to at least 45% of | | | | experienced? Ask yourself that if you were looking |
| the population -- 12 months." The KPI list should span | | | | for a similar position, would you like to speak with |
| at least two to three years. | | | | these consultants? Many executive search firms have |
| Next create a description of the position. This would | | | | off-limit organizations. If you have any target |
| explain the content of the job, company vision, | | | | organizations in mind, make sure they are not on |
| culture, historical performance, candidate experience, | | | | their off-limit list. |
| desired attributes and work style. Add any other | | | | It is important to ask the right questions to the |
| factors that may help to effectively market the | | | | candidate to predict their future success. Ask the |
| position. Professional search firm will also help you | | | | firm to show you their candidate assessment |
| refine the job description but this is going to be a | | | | techniques. Ideally they should have a numerical rating |
| good starting point. Combination of the KPI list and | | | | approach to ascertain degree of match with key |
| the job description is probably a better way to | | | | requirements. References are critical in the search |
| explain the position than just a bullet point list of | | | | process and should be checked by the search firm |
| duties. KPI list also helps the candidates visualize the | | | | soon after the first screen. Also important is the |
| job more accurately and connect it with their past | | | | technical background check that confirms academic |
| experience and their future aspirations. | | | | and work credentials. |
| You are now ready to search for executive search | | | | Ask about the success rate of the firm. How long |
| firms. First step is to look up a few search firms on | | | | have the hired candidates stayed at their new |
| the internet at places like B2B marketplaces, yellow | | | | positions? You need a candidate that is not only a |
| pages and Google and make a list. Also ask your | | | | good fit with the job description but one who also |
| business associates for recommendations. It is | | | | sticks around long enough to deliver. Finally, ask to |
| important to look for firms with expertise in your | | | | speak with a few satisfied clients of the search firm. |
| industry, job position or geographic region. Share the | | | | It is worth the time and effort to carefully select the |
| KPI list and the job description with a few firms, and | | | | right search firm for your key hiring need. If done |
| see their response. Expect some of them to | | | | right, it will lead to a long lasting, mutually beneficial, |
| withdraw if they do not have the candidates or the | | | | business relationship. |