Recruitment Challenges and the Internal Skills Gap (Jan 2015)

A new breed of recruitment professional is challenging traditions and revolutionising the way executive firms recruit their resources. The extensive tightening of recruitment related budgets in the wake of the global economic downturn, coupled with a decline in recruiter trust, is seeing companies starting to look inwards, to the management of the recruitment process themselves. Traditionally organisations would employ the services of either a recruitment firm or an executive research firm to fulfil their sourcing needs. Whilst the former represents a far more affordable option, their recruitment processes are far less specialised or bankable. The latter meanwhile, on account of their specialty, could be counted on to deliver a more reliable result though the option can be far more costly. What we are now seeing in the growing move away from the conventional recruitment models is the ushering in of a paradigm shift in the way companies and businesses outsource and manage the sourcing of top talent. The advent of executive researchers represents a far more agile approach to recruitment – as affordable as a resourcer, as skilled as an executive search firm, more specialised than either. Companies are realising that whilst managing the candidate experience internally may have its benefits, finding them is still as hard as ever. To combat this lack of internal skills, organisations have discovered a facility of partnering with specialists – independent researchers who can successfully identify key talent.

Executive Research – What, Why, How

An executive search researcher gives organisations all the benefits of an executive search firm at a fraction of the costs. So what are the main differences between a resourcer and a researcher? Independent researchers dedicate their time to single roles, something resource teams donʼt have the luxury of providing. The level of detail attained not only about candidates specifically but markets and industries on a broader scale is thus far greater, resulting in a more comprehensive picture of presented candidates, less surprises and quality hires. Researchers also bring with them a refined set of skills and an array of innovative techniques – ones that most in-house sourcing teams lack the time or skills to perform. Research professionals draw on focused and attenuated web research skills, a sophisticated search toolkit, far reaching networks and a constant finger on the pulse in responding to niche and time critical roles and staffing requirements.

Talent Focused Focus – Hands Firmly on the Wheel

The nature of resourcing sees providers working on a large volume of positions at once and dipping in and out of markets on an as-needs basis. In contrast, executive search researchers forge long-lasting relationships, tracking the careers of high performing talent and building a rich pool of candidates to draw from on demand. They always know who is available, who is open minded and what they are looking for. Conventional recruitment models are breaking out Using a freelance researcher means you remain in control – of how your candidates perceive you and your brand. Whereas a traditional executive search agency would become the face of your company during the hiring process, a specialist researcher will only interface with your candidates during the selection phase. This means that once a relevant group have been identified the process is yours to control, internally.

Bespoke Resourcing for Fraction of the Cost

It may seem frivolous, hiring a freelance executive search researcher when a resource team already exists, but consider the costs to your company of not filling key positions adequately, the first time. Executive Researchers allow you to benefit from the expertise that is usually the preserve of those using expensive high-end executive search firms, but for up to only 1/3 of the price. Howʼs that for a modern recruitment equation?