Sector News

World – Using an executive search firm versus self-hiring

January 21, 2015
Borderless Leadership

There has been a growing trend toward “dis-intermediation” in the executive search business over the past few years, according to Randeep Bhattacharya, CEO of Thailand-based executive search firm Saitech Solutions, reports nationalmultimedia.com.

By “dis-intermediation”, Mr Bhattacharya means the removal of the middle-man in the process of finding the right executive for a business. Businesses; for reasons predominately associated with cost, control, influence, and expediency are increasingly turning to their own HR departments to fill senior roles.

However, according to Mr Bhattacharya, there are disadvantages associated with this approach: “Executive search firms or head hunters, as they are commonly known, have an integral role in many business and multinational companies. The global reach of some of these firms is an advantage that most businesses like to tap into whenever they need an executive with particular skills and qualifications. However, some businesses and large companies have opted to do their own headhunting in the last few years. Though it might look like a good idea at first, is it really so?” 

“Executive search firms are experts in the field of recruitment and headhunting. There is an advantage in seeking the services of an expert instead of using the HR department in your business to adapt to a new set of skills. Executive search firms have access to a wide array of potential candidates in their network and will be able to find a suitable candidate in a short time. Not only do they have access to candidates in a specific field but also in other fields and industries.”

“In a competitive marketplace, it is more important to focus on attracting the right candidate and then keeping them. In today’s world, companies have to treat job candidates as if they were customers. It is no use finding the right candidate for the job and then losing them to another company because they are not happy in their position. Hiring an executive search firm will help companies to focus on employee retention rather than wasting time finding candidates to fill positions due to high attrition,” he added.

Mr Bhattacharya does feel, however, that companies need to do more to develop their own leadership pipeline: “It is important to hire an executive search firm to find candidates to fill high level executive and leadership positions for your teams. However, it is more important to develop a leadership pipeline once you have found the right candidate.”

Quoting Noel M Tichy, author of “The Cycle of Leadership: How great leaders teach their organisations to win”, Mr Bhattacharya said: “The 21st century will be all about the teaching organisation as opposed to a learning organisation. Leaders at all levels of a teaching organisation take responsibility for making their people and themselves smarter, as well as for training the next generation leaders.”

“Any company, large or small, must focus on developing a leadership pipeline rather than using its resources to continually fill leadership positions from other companies. It is better to hire an executive search firm to help find the right candidates and then focus on retaining their loyalty to your own company.”

“The best employees are already employed and will not be searching for job positions. An executive search firm can help to find such candidates for your company. A company would be better off focusing on retaining their employees and developing a leadership pipeline rather than wasting time sifting through hundreds of job applications replying to the vacancies advertised. Calling in the experts is the best thing to do, rather than spending time and resources on self-headhunting,” he concluded. 

– See more at: http://www.staffingindustry.com/row/Research-Publications/Daily-News/World-Using-an-executive-search-firm-versus-self-hiring-32710#sthash.qyz81Hu5.dpuf

There has been a growing trend toward “dis-intermediation” in the executive search business over the past few years, according to Randeep Bhattacharya, CEO of Thailand-based executive search firm Saitech Solutions, reports nationalmultimedia.com.

By “dis-intermediation”, Mr Bhattacharya means the removal of the middle-man in the process of finding the right executive for a business. Businesses; for reasons predominately associated with cost, control, influence, and expediency are increasingly turning to their own HR departments to fill senior roles.

However, according to Mr Bhattacharya, there are disadvantages associated with this approach: “Executive search firms or head hunters, as they are commonly known, have an integral role in many business and multinational companies. The global reach of some of these firms is an advantage that most businesses like to tap into whenever they need an executive with particular skills and qualifications. However, some businesses and large companies have opted to do their own headhunting in the last few years. Though it might look like a good idea at first, is it really so?” 

“Executive search firms are experts in the field of recruitment and headhunting. There is an advantage in seeking the services of an expert instead of using the HR department in your business to adapt to a new set of skills. Executive search firms have access to a wide array of potential candidates in their network and will be able to find a suitable candidate in a short time. Not only do they have access to candidates in a specific field but also in other fields and industries.”

“In a competitive marketplace, it is more important to focus on attracting the right candidate and then keeping them. In today’s world, companies have to treat job candidates as if they were customers. It is no use finding the right candidate for the job and then losing them to another company because they are not happy in their position. Hiring an executive search firm will help companies to focus on employee retention rather than wasting time finding candidates to fill positions due to high attrition,” he added.

Mr Bhattacharya does feel, however, that companies need to do more to develop their own leadership pipeline: “It is important to hire an executive search firm to find candidates to fill high level executive and leadership positions for your teams. However, it is more important to develop a leadership pipeline once you have found the right candidate.”

Quoting Noel M Tichy, author of “The Cycle of Leadership: How great leaders teach their organisations to win”, Mr Bhattacharya said: “The 21st century will be all about the teaching organisation as opposed to a learning organisation. Leaders at all levels of a teaching organisation take responsibility for making their people and themselves smarter, as well as for training the next generation leaders.”

“Any company, large or small, must focus on developing a leadership pipeline rather than using its resources to continually fill leadership positions from other companies. It is better to hire an executive search firm to help find the right candidates and then focus on retaining their loyalty to your own company.”

“The best employees are already employed and will not be searching for job positions. An executive search firm can help to find such candidates for your company. A company would be better off focusing on retaining their employees and developing a leadership pipeline rather than wasting time sifting through hundreds of job applications replying to the vacancies advertised. Calling in the experts is the best thing to do, rather than spending time and resources on self-headhunting,” he concluded. 

– See more at: http://www.staffingindustry.com/row/Research-Publications/Daily-News/World-Using-an-executive-search-firm-versus-self-hiring-32710#sthash.qyz81Hu5.dpufThere has been a growing trend toward “dis-intermediation” in the executive search business over the past few years, according to Randeep Bhattacharya, CEO of Thailand-based executive search firm Saitech Solutions, reports nationalmultimedia.com.

By “dis-intermediation”, Mr Bhattacharya means the removal of the middle-man in the process of finding the right executive for a business. Businesses; for reasons predominately associated with cost, control, influence, and expediency are increasingly turning to their own HR departments to fill senior roles.

However, according to Mr Bhattacharya, there are disadvantages associated with this approach: “Executive search firms or head hunters, as they are commonly known, have an integral role in many business and multinational companies. The global reach of some of these firms is an advantage that most businesses like to tap into whenever they need an executive with particular skills and qualifications. However, some businesses and large companies have opted to do their own headhunting in the last few years. Though it might look like a good idea at first, is it really so?” 

“Executive search firms are experts in the field of recruitment and headhunting. There is an advantage in seeking the services of an expert instead of using the HR department in your business to adapt to a new set of skills. Executive search firms have access to a wide array of potential candidates in their network and will be able to find a suitable candidate in a short time. Not only do they have access to candidates in a specific field but also in other fields and industries.”

“In a competitive marketplace, it is more important to focus on attracting the right candidate and then keeping them. In today’s world, companies have to treat job candidates as if they were customers. It is no use finding the right candidate for the job and then losing them to another company because they are not happy in their position. Hiring an executive search firm will help companies to focus on employee retention rather than wasting time finding candidates to fill positions due to high attrition,” he added.

Mr Bhattacharya does feel, however, that companies need to do more to develop their own leadership pipeline: “It is important to hire an executive search firm to find candidates to fill high level executive and leadership positions for your teams. However, it is more important to develop a leadership pipeline once you have found the right candidate.”

Quoting Noel M Tichy, author of “The Cycle of Leadership: How great leaders teach their organisations to win”, Mr Bhattacharya said: “The 21st century will be all about the teaching organisation as opposed to a learning organisation. Leaders at all levels of a teaching organisation take responsibility for making their people and themselves smarter, as well as for training the next generation leaders.”

“Any company, large or small, must focus on developing a leadership pipeline rather than using its resources to continually fill leadership positions from other companies. It is better to hire an executive search firm to help find the right candidates and then focus on retaining their loyalty to your own company.”

“The best employees are already employed and will not be searching for job positions. An executive search firm can help to find such candidates for your company. A company would be better off focusing on retaining their employees and developing a leadership pipeline rather than wasting time sifting through hundreds of job applications replying to the vacancies advertised. Calling in the experts is the best thing to do, rather than spending time and resources on self-headhunting,” he concluded. 

– See more at: http://www.staffingindustry.com/row/Research-Publications/Daily-News/World-Using-an-executive-search-firm-versus-self-hiring-32710#sthash.qyz81Hu5.dpufThere has been a growing trend toward “dis-intermediation” in the executive search business over the past few years, according to Randeep Bhattacharya, CEO of Thailand-based executive search firm Saitech Solutions, reports nationalmultimedia.com.

There has been a growing trend toward “dis-intermediation” in the executive search business over the past few years, according to Randeep Bhattacharya, CEO of Thailand-based executive search firm Saitech Solutions, reports nationalmultimedia.com.

By “dis-intermediation”, Mr Bhattacharya means the removal of the middle-man in the process of finding the right executive for a business. Businesses; for reasons predominately associated with cost, control, influence, and expediency are increasingly turning to their own HR departments to fill senior roles.

However, according to Mr Bhattacharya, there are disadvantages associated with this approach: “Executive search firms or head hunters, as they are commonly known, have an integral role in many business and multinational companies. The global reach of some of these firms is an advantage that most businesses like to tap into whenever they need an executive with particular skills and qualifications. However, some businesses and large companies have opted to do their own headhunting in the last few years. Though it might look like a good idea at first, is it really so?” 

“Executive search firms are experts in the field of recruitment and headhunting. There is an advantage in seeking the services of an expert instead of using the HR department in your business to adapt to a new set of skills. Executive search firms have access to a wide array of potential candidates in their network and will be able to find a suitable candidate in a short time. Not only do they have access to candidates in a specific field but also in other fields and industries.”

“In a competitive marketplace, it is more important to focus on attracting the right candidate and then keeping them. In today’s world, companies have to treat job candidates as if they were customers. It is no use finding the right candidate for the job and then losing them to another company because they are not happy in their position. Hiring an executive search firm will help companies to focus on employee retention rather than wasting time finding candidates to fill positions due to high attrition,” he added.

Mr Bhattacharya does feel, however, that companies need to do more to develop their own leadership pipeline: “It is important to hire an executive search firm to find candidates to fill high level executive and leadership positions for your teams. However, it is more important to develop a leadership pipeline once you have found the right candidate.”

Quoting Noel M Tichy, author of “The Cycle of Leadership: How great leaders teach their organisations to win”, Mr Bhattacharya said: “The 21st century will be all about the teaching organisation as opposed to a learning organisation. Leaders at all levels of a teaching organisation take responsibility for making their people and themselves smarter, as well as for training the next generation leaders.”

“Any company, large or small, must focus on developing a leadership pipeline rather than using its resources to continually fill leadership positions from other companies. It is better to hire an executive search firm to help find the right candidates and then focus on retaining their loyalty to your own company.”

“The best employees are already employed and will not be searching for job positions. An executive search firm can help to find such candidates for your company. A company would be better off focusing on retaining their employees and developing a leadership pipeline rather than wasting time sifting through hundreds of job applications replying to the vacancies advertised. Calling in the experts is the best thing to do, rather than spending time and resources on self-headhunting,” he concluded. 

Source: Stuffing Industry Analysts

comments closed

Related News

September 25, 2022

To slow down attrition, pay closer attention to what workers really need

Borderless Leadership

It can be a real challenge to try to fabricate fun, especially in a group workplace setting. I’m not going to claim to have the perfect answer to that, because I do think fun is much like romance: if you try to force it too much, it’s not going to happen. What you can do, though, is set the stage for it.

September 17, 2022

Lessons on leadership and community from 25 leaders of color

Borderless Leadership

The specific attributes that leaders of color bring can be the key to unlocking great leadership — for everyone. To better understand the relationship between leadership and identity, the authors talked to 25 leaders of color across the social sector and drew on their client work. Their research identified several noteworthy assets that leaders of color bring to their organizations.

September 11, 2022

The CEO’s role is changing. What it takes to get the top job now

Borderless Leadership

The mission of a CEO used to be fairly straightforward. Set the vision and strategy of your company and make sure the right people are in the right roles. Above all else, grow as fast and as big as you can. But as the world has changed, so have the demands of the CEO job— and the skills needed to succeed in it.