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

Related News

February 28, 2021

Financial targets don’t motivate employees

Borderless Leadership

It’s natural for leaders to emphasize the importance of hitting financial targets, but making numbers the centerpiece of your leadership narrative is a costly mistake.

February 21, 2021

Play these 3 “mind games” to be a better leader

Borderless Leadership

Spoiler alert: these games aren’t about manipulation but they will help you sharpen your thinking and work better with others.

February 14, 2021

Five ways to be an influential leader

Borderless Leadership

Of course, the role of influence in leadership success isn’t much of a secret in and of itself. But how should leaders pursue and cultivate their ability to influence?

Send this to a friend