Selecting Consultants

SHOULD YOU FISH WITH A NET OR A SPEARGUN FOR YOUR EXECUTIVE CANDIDATE?

In this competitive market recruiters can operate at varying levels of seniority, and within narrow or wide industry sector groups. They vary in the methods they use to find your candidates and in the quality of their recommendations.

What type of executive do you want? How do you want the engagement to be handled? National or International recruitment?
To understand firstly what it is you need, you need to ask some basic questions:

Are the type of people I want readily available in the market?
Most importantly, how will I gain access to the best ones, not just those available?
Do I need to exercise a high level of confidentiality and anonymity?
Will I need to look internationally?

What method gives the best candidates for best value?
Two methodologies employed to recruit executives are:

Headhunting - targeted, research based; researchers extensively investigate the appropriate industry markets, identify the appropriate executives and approaching and appointing the best candidates, and
Advertisement-based recruitment using advertisements to promote the opportunity to current job seekers and those who may see the opportunity - very relevant where there is an abundance of potential candidates.

From our experience, unless there is a platter of candidates (rare in our market) the executive recruitment process should include executive search.

What should you require of your executive search recruiter?

An emphasis on new sources, networks and original research rather than a database.
Targeted original research that identifies new and unknown candidates.
The ability to research into an appropriate industry sector and the companies and organisations in it.
The ability to be intuitive and innovative, applying experience and expertise.
A breadth and depth of experience in your business area, combined with the ability to understand your culture and the true nature of your business and its position in the market.
Very few or no "off limits" conflicts which may severely restrict your access to prime candidates - industry specialisation in a New Zealand market will frequently result in restrictions.
Experience and expertise built over some time in the consultant who will conduct the search is not just a 'front person'.
Experience and success in working with candidates at the level of seniority required, as well as off-shore candidates.
Specialist search advice that does not depend on advertising or a database to provide shortlist candidates.
Will go out of their way to find the very best candidate in the market, not one that is just a good fit.

If these are your requirements, then a discussion with one of the Directors in Signium International, on a strictly confidential basis and without any commitment or obligations on your part, would be a prudent move. No other executive search firm in New Zealand brings over 30 years of specialist experience in the New Zealand market.

Experience, intuition, professionalism - three essential ingredients in your executive search services provider.

Selecting Consultants

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