Getting the Most Out of Your Executive Search Firm

You and your executive search firm want the same thing: a successful search. That   means an efficient process that yields a panel of the highest quality, hirable candidates.

You’ve contracted with a firm that has the right expertise and the track record to get this done. The next steps in the process belong to you—and are crucial to achieving your shared goal.

Before the search firm even begins their hunt, you must:

(1)    Share as much information with them as you possibly can.

–          Your search firm is your partner, and they have a right and a need to know everything you know about the position, the organizational structure, the culture, and the company’s future.

–          Elaborate not only on the position responsibilities and requirements, but the opportunity that exists for stellar candidates, including professional growth prospects. This is important ammunition as your firm endeavors to recruit high-performing individuals who are happy in their current jobs.

–          Although it might seem like a good idea to conceal the corporate warts—if the search firm doesn’t know that the hiring manager has had 80% turnover of her staff in the last two years, all the better, right?—it can only serve to interfere with the recruiting process and slow the search down in the end. This information will come to light as candidates do their due diligence, and you and your search firm end up with un-hirable candidates who have taken up valuable search time.

(2)    Line up a comprehensive slate of peers, internal clients, direct reports, etc. to the position for the search firm to meet with so that your search consultants can get a broad view of the role and its opportunities and challenges, and of the culture of the organization.

(3)    Have a full list of benefits to share with the search firm, including PTO, 401K match, and the relocation reimbursement policy, if applicable.

(4)    Give thought to the interview panel and prepare the members in advance. All interviewers should have a thorough understanding of the position responsibilities and requirements before they meet with candidates.

(5)    And finally, be ready to give an offer!