For many organizations, partnering with an executive search firm can feel a bit like trusting a stranger with the keys to your success. Partnering with a search firm should be built on a foundation of trust, respect, mutual understanding, and collaboration. In this article, we’ll review the key components to consider when selecting an executive search firm, how to navigate the selection process, and how to determine the best choice for your business.
Asking the Right Questions
Gathering Information for a Successful Partnership
To ensure there is a cohesive and successful partnership with an executive search firm, it’s important to consider the following:
Brand Representation
How does the search firm reflect your company’s brand in the marketplace and is it accurate?
Cultural Alignment
What methods does the search firm use to understand your company culture? How do they identify candidates that have the required skills and the right cultural fit?
Communicating Culture
How effectively does the firm communicate your company culture with prospective candidates?
Engagement Methodologies
What methodologies and tools does the firm use to engage with potential candidates?
Interview Strategy
What is the firm’s interview strategy or technique?
Handling Non-Selection
How does the firm communicate the decision to disqualify candidates in a way that preserves your company’s reputation?
Due Diligence
Ensuring Alignment With the Executive Search Firm
Top-tier executive search firms recognize that they must serve as strategic advisors throughout the search process, rather than merely providing a recruitment service. They must remain consultative, working closely with clients to guarantee that every aspect of the search is aligned and synergistic with the strategic goals and cultural values of the organization. A true search partner:
Serves as a trusted advisor
Guides you through the process
Delivers an exceptional candidate experience
Professionally represents you to the talent community
Understands and leads with your values and culture
Engages the best talent possible on your behalf
Helps you hire the best fit
Core Leadership Competencies and Experience
Identifying the Right Leadership Competencies
Diving deep into the client’s leadership framework and organizational structure, search firms leverage this knowledge to identify the gaps, opportunities, and requirements of the role. They evaluate the current competencies of the position and identify new traits or skills needed to achieve the company’s goals and objectives. By understanding these dynamics, search firms are able to identify talent that will catalyze new growth opportunities and innovation for your company.
Aligning Competencies With Culture Fit
Ultimately, fit is a two-way street. A search partner is in the best position to determine whether a candidate is the right fit, weighing against all aspects of your company culture. They get to know the candidate through a 3-stage interview process, uncovering the layers of their professional background and interpersonal communication style. While a candidate may look good on paper, they could have an unconventional leadership style that doesn’t align with your company’s values. On the other hand, there can be instances where it comes down to two incredible finalists — both more than capable — and making the right decision seems impossible. A great search partner is there to help with this decision.
Integrating Your Brand in the Search Process
Ingraining an organization’s brand into the recruitment process involves a detailed and strategic approach. Search partners must have a thorough understanding of your company’s mission, vision, values, and overall strategic goals in order to accurately reflect your brand in the marketplace. Part of the search partner’s role is to serve as an extension of your team, incorporating your values into every interaction from start to finish. At the onset, they will be responsible for gaining a deep understanding of what you are looking for and connecting this with your company’s overall environment. By having a deep candidate network and institutional knowledge, a search partner will then aggregate a list of relevant companies, industries, and geographies to source the best talent to meet your strategic goals and company culture.
Your Brand’s Reputation in the Marketplace
Delivering qualified candidates is the main objective in executive search. However, there’s another aspect that cannot be overlooked in the process — candidate experience. This goes for both selected and non-selected candidates alike. Maintaining a positive brand presence in the marketplace goes a long way, as it affects your reputation as an employer and your ability to re-engage future talent. It is a search partner’s responsibility to champion the values and tone of your company, conveying this in all candidate interactions. Every candidate interaction should ensure that:
The executive-level talent maintains a positive attitude about your company.
The wider talent pool remains open to exploring future opportunities.
Your brand remains untarnished from a consumer perspective.
Your company values a human-centric approach over transactional recruiting efforts.
The commitment of executive search firms to align with a client’s values and deliver on their needs does more than fill leadership vacancies, it forges futures and facilitates the development of the collective team.
When considering engaging an executive search firm, remember the elements that make a top-tier consultative partnership. They should act as true extensions of your brand, understand your strategic vision, and ensure every interaction enriches your company’s culture and employer brand.
About the Author
Chris Bull
Managing Partner + Co-Founder
bull@mbexec.com
Chris Bull serves as a Managing Partner and Co-Founder at McDermott + Bull, based in Irvine, CA. He brings over 20 years of experience in retained executive search and has a strong track record of success partnering with client organizations to deliver best-in-class talent with private and public companies, private equity firms, and their operating companies.