In the main, the recruitment industry is a transactionally led environment where hiring managers remain fuzzy when considering if partnering an Executive Search partner is an investment in their future leaders or indeed a cost they just have to digest. Chewing lemons comes to mind!
It is bizarre that many people talk about employees being your biggest asset and yet organisations still see their appointment as a cost! There is so much waste all over businesses on things that add no value to business performance and yet the one investment that could really help to achieve your strategic objectives is not considered as such.
My career in Executive Search now spans 18 years and I am sure it could be another 18 before we achieve a tipping point towards organisations relishing their investment in Executive Search!
Executive Search doesn’t have to be a minefield… For years there has been wide-ranging opinions on it’s definition, purpose, validity and value. There are hundreds of firms presenting themselves in exactly the same way, giving an identical message. Selecting an executive search firm is a leap of faith unless you have first-hand evidence or endorsement of their integrity or know exactly what questions to ask. However perceived, recruitment will remain one of the few ‘constants’ on every organisation’s agenda. As much as it may be a ‘necessary evil’, organisations have a straight choice when it comes to recruitment; to view it as a cost or as an investment. As a rule of thumb, those who see it as a cost are contingency recruitment backers, those who see it as an investment are retained search advocates.