Five key advantages to Retained Search

Last year I spoke about the privilege of doing this job and the impact a poor recruitment process can have on a business. Today I want to follow on and say that getting recruitment right is not easy – despite what many people think. This is especially true at a senior level, where the impact of a ‘bad hire’ can range from disruptive to catastrophic in both financial and human costs. 

 

Financial costs include the initial cost of recruitment, management time and equipment costs. Whereas the human impact can be even greater, with major disruption to teams, good people leaving as a direct result of a poor hire, clients becoming disenchanted and loss of sales. 

 

Using a Retained Search and transition consultant can make a big impact. Below are five reasons to use a business like ours. 

 

1. As an SME you are unlikely to have the experienced in-house resources to deliver excellence in the field. Utilising an in-house team in occasional projects means them having to relearn processes they are unfamiliar with, and they won’t have the networks needed to effect a detailed search. 

 

2. Confidentiality can often be essential during a search. There may be sensitivities such as an existing person in the role, or the best candidate may be employed by a competitor. Either way, an Executive Search firm can handle the search project with discretion. 

 

3. Use of psychometrics and wider market insights enables better choices to be made than relying on advertising alone, as well as the ability to ‘think outside the box’, looking past the job title to the person, their skills and behaviours – making sure they are the best fit for the role and your business. 

 

4. Access to a deeper and wider talent pool is essential to the successful recruitment of senior personnel. Not only does knowledge improve your chances of success, it helps to ensure a level playing field and encourages diversity and inclusion. 

 

5. A few great search businesses (including Grove House Executive Search) have the ability to go further. To understand your culture, your teams and your business and to map these with candidates, ensuring best cultural fit and technical skills. Success in this area can lead to a 30% (HBR) improvement in the time it takes for a new leader to make an impact. That easily pays for the cost of recruitment and positively affects your bottom line. 

 

For more information, please contact George Wealthall at: 

george@grovehouseexecsearch.co.uk 

or message though Linkedin https://www.linkedin.com/in/george-wealthall-0b9456180/ 

 

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