Main Page

Forge Partnerships to Recruit the Best
Help executive search firms help you find the perfect fit
by Chris Cottey

It doesn't get any easier at the top. Finding employees at all levels has become difficult, but the hunt for qualified professionals capable of manning leadership positions has turned exceptionally competitive says Chris Cottey, Principal Consultant with McDermott & Bull Executive Search, a nation-wide executive search company headquartered in Irvine, CA.

"We are in a time of unprecedented fluidity in the job market," states Cottey, speaking from his Irvine office. "Probably now more than ever before, finding tenured, deeply experienced professionals with superior leadership qualities is increasingly challenging." As a result, says Cottey, it's important that the search consultant becomes an extension of the HR department, and that consultant and the hiring manager forge an effective partnership.

Although he says the consultant bears the primary responsibility for making the process a success, the manager plays a pivotal role. "Managers need to have a full understanding of not only the job's responsibilities, but also of the corporation's goals, mission and culture. They must communicate this information to the consultant. Otherwise, the candidate may have the necessary skills, but the match can still go sour. Additionally, managers need to know their characteristics and what the candidate will need to bring to the position."

How managers handle interviews also can hinder or support the consultant's efforts. "Managers have to prepare for the interview as much as the candidate does, for example, by developing a profile they can use to evaluate the skills and fit of the applicant. Managers that take the necessary amount of time will experience greater success, but too often they fail to do this." Other interview gaffs include arriving late, taking calls or allowing other interruptions to occur. "These behaviors do not convey what you would want to convey to a candidate," Cottey states. However, Cottey reminds, the onus is on the search consultant to coach clients so that the above mistakes are avoided.

Finding an executive search firm that embraces this approach will make your talent hunt more successful. When suggesting a firm to help your company fill the positions, ask:

• What points of differentiation does your firm offer that will not be found at other search firms?

• What is the company's understanding of your field?

• What degree of candidate/company sourcing will be conducted and how in-depth will the interview process be?

• Who will be involved in your search?

• How will client interviews be handled?

• What resources within the firm and outside will you call upon?

• What placement guarantees are offered?

• What is the process start to finish? How long? What will be required of you?

"It's important to be realistic about the commitment involved in the search process and about the time frame," Cottey concludes. "Companies often expect a position to be filled within two or three weeks. In reality, it can take up to 80 days. But if they become too eager to hire, they can shortchange the process and miss out on qualified candidates."

Source: Chris Cottey, cottey@mbsearch.net