This article is nearly two years old but it is really interesting to reflect on the challenges forecast for the Executive Search industry in 2014.
The article is bang on and indeed, many companies did try internal recruitment, linked in and various other methods of avoiding the investment needed in Retained experts. Two years on and some have made these new approaches a success but in Collingwood's experience, many of our clients have "given it a go" and are now back in partnership with us.
I do feel that many HRD's under valued the expertise of experienced Executive Search Consultancies and believed that Linked In was their saviour or internal recruitment departments could equally step up to the mark and deliver strategically critical Leadership appointments.
The reality has been very different and Executive Search is an art reliant on strong ethics, authenticity, a trusted advisor approach to solving client problems and an ability to understand cultural and commercial challenges.
By definition “executive” recruitment concentrates on the uppermost echelons of corporate structures, offering a retained, focused and sometimes global hiring process. What is interesting is the search product remains largely unchanged, despite globalisation and the advent of technologies designed to make the world a smaller place. Some of the global recruiters have moved into other areas such as executive coaching, board advisory and executive assessment practices – but the way search is carried out is essentially the same as it was 50 years ago. Disintermediation brings with it a new broom. I believe there are four main market changing factors: