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Executive Search FAQs
Frequently Asked Questions about Executive Recruiting
It is only natural to have questions — a lot of them — as you explore how best to fill an important senior executive opening. Well, you’ve come to the right place. We answer executive search FAQs (Frequently Asked Questions) about The Good Search on retained search, executive recruiting, diversity, and succession benches. We answer the questions that executive search buyers deserved to have answered about executive recruiting.
Employers use an executive search firm when a search is important enough to warrant the investment. I use the word “investment” for a reason. A retained executive search will likely cost you a minimum of $50,000 and averages $100,000 or more — typically one-third of a candidate’s first-year total cash compensation.
A short list of the top executive search firms is readily available in the minds of most CEOs, Chief People Officers, Heads of Talent Acquisition. But what’s a company to do if that short list comes up short?
There is, in executive search, such as thing as too much candidate data. Few recruiters understand how to wrangle it. They lack the necessary deep data expertise to gather, parse, and analyze data to make executive search smarter.
I have recruited top executives and technologists for the past decade and a half. Over that same period of time, I have also made hires to my own team. I can tell you with absolute certainty that one of the most devastating mistakes a business can make is picking the wrong person for the job.
Executive recruiting challenges are all too common. That is why we decided to write a post about How to Make Executive Search Easier. Executive searches often take too long and far too many searches end in frustration. In addition, executive search challenges don’t stop when an executive opening is filled.
A growing number of companies have come to the realization that it has never been more important to hire top digital executives. These days, a company’s ability to compete — and even to survive — depends on it.
Learning how to recognize great talent is the key to making amazing hires in executive search. While it is pretty easy to tell who’s good while seated court-side in Madison Square Garden watching the New York Knicks play, it is not so easy for Chief Executive Officers seated in the C-suite.
The executive search process varies little from retained executive search firm to retained search firm. In fact, the basic steps of the retained search process are described by the Association of Executive Search Consultants (AESC), an organization that represents retained search firms.
If your company is experiencing dramatic growth or is in the midst of a corporate turn-around, chances are you need to hire a headhunter. The reason is simple: senior executive searches are simply too important.
If you are seeking a retained search firm to conduct an important executive search, one needs a list of questions to screen and assess prospective search firms for selection. However, today were going to talk about what not to ask retained executive search firms.